bluuebunny/crossref_metadata_2025_split huggingface dataset:
Talent development environment and workplace adaptation
Authors: Kunasegaran Mageswari , Ismail Maimunah , Mohd Rasdi Roziah , Arif Ismail Ismi , Ramayah T. 
Published: July 2016

Purpose
This study aims to examine the relationship between talent development environment (TDE) variables of job focus and long-term development with the
and workplace adaptation (WA) of Malaysian professional returnees as mediated by the organisational support.

Design/methodology/approach
A total of 130 respondents who are Malaysian professional returnees participated in this study. The hypotheses formulated for this study were tested using partial least square-structural equation modelling version 3.

Findings
The mediation analysis has revealed a significant relationship between job focus and long-term development on WA via organisational support. Six out of seven hypotheses were accepted. The finding also indicates that the long-term development construct has a strong impact on the WA of Malaysian professional returnees.

Research limitations/implications
This study focused only on professional returnees from selected sectors of the National Key Economic Areas in Malaysia.

Practical implications
Organisational support mediating WA should be capitalised on by human resource development practitioners in public and private sectors to assist professional returnees in their WA through the talent development approach specifically on job focus and long-term development.

Originality/value
The findings from this study extend the knowledge of WA in the context of professional returnees in a developing country, Malaysia. The integration between the selected TDE variables and WA with the mediating function of organisational support adds new insights into the process of WA.
The link between training satisfaction, work engagement and turnover intention
Authors: Memon Mumtaz Ali , Salleh Rohani , Baharom Mohamed Noor Rosli 
Published: July 2016

PurposeThe purpose of this paper is to examine the casual relationship between training satisfaction, work engagement (WE) and turnover intention and the mediating role of WE between training satisfaction and turnover intention.Design/methodology/approachData were collected from 409 oil and gas professionals using an email survey questionnaire. Structural equation modelling, using Analysis of Moment Structures (IBM AMOS) 22.0, was performed to test the hypothesized model.FindingsThe results suggest that training satisfaction is significantly positively related to employees’ level of WE and is negatively related to turnover intention. The results also reveal that WE mediates the relationship between training satisfaction and turnover intention.Practical implicationsTraining has long been thought to play an important role in achieving positive attitudinal and behaviours outcomes among employees. This study reconfirms these ideas and highlights the importance of training satisfaction as being key to achieving greater WE and reducing voluntary turnover. Therefore, the finding of this study have a number of implications for research and human resource development practitioners.Originality/valueThis study makes a significant theoretical contribution to the literature as this is the first study to demonstrate the significance of training satisfaction and the mediating effects of WE in reducing the turnover intention of employees.
Training and developing non-Irish workers
Authors: Prendergast Mary 
Published: July 2016

PurposeThis paper aims to explore the challenges facing Irish organisations in the training and development of non-Irish workers. It analyses the importance of fluency in the host country’s language and the approach taken by organisations in relation to language training. In-depth semi-structured interviews provide significant insights for the policies and practices of multiple stakeholders.Design/methodology/approachThe empirical research comprised 33 in-depth interviews conducted with employers, employees, trade unions and regulatory bodies, and an objective content analysis provided insights into the challenges Irish organisations face in the training and development of non-Irish workers.FindingsThe results indicate that Irish organisations are given little advice or support regarding the development of non-Irish workers. The study concludes that organisations should re-consider current approaches to cultural diversity training and development of these workers, prioritising the provision of English language training for these workers. The study maintains that an understanding of cultural differences is a vital component in the training of this cohort of workers.Research limitations/implicationsFurther research is required in this area. This could include an investigation into the levels of transfer of learning upon completion of training programmes for non-Irish workers, and an evaluation of the understanding of cultural learning styles among trainers.Practical implicationsLearning and development (L&D) initiatives are dependent on English language supports, which will ultimately be central to the successful training and development of non-Irish workers, and provision of affordable high-quality English language classes is crucial. An understanding of cultural differences, diversity and inclusion is equally important if this cohort of workers is to thrive in an Irish working environment.Social implicationsThe government's role must be considered a priority, assisting organisations in relation to their strategies for L&D.Originality/valueThere has been a paucity of research on the issue of L&D for migrant workers in an Irish context. This paper contributes to the discussion and provides guidelines for employers and opinions for policymakers.
Labour resistance and worker attitudes towards trade union reform in China
Authors: Wang Kan 
Published: July 2016

Purpose
– Drawing its arguments and conclusion from a ten-year survey on workers’ experiences of labour disputes, along with anticipation of trade union reform, the purpose of this paper is to discuss the interaction between labour resistance and its potential for institutional change in the field of labour relations in China.

Design/methodology/approach
– This paper uses a longitudinal cohort study carried out between 2006 and 2015. The survey was conducted every two years, specifically in 2006, 2008, 2011, 2013 and 2015, in Guangdong Province, China. Questionnaire and interview methods were used; 2,166 valid sample questionnaires were collected, and 215 interviews were carried out over the research period.

Findings
– An increase in collectivized disputes in China has given rise to an escalation of labour action, characterized by wildcat strikes. Joint action has strengthened the bonds among work colleagues, and it has become more important for workers to pay attention to their rights and interests. In terms of organization, two viewpoints towards union reform were revealed: the pragmatist and the idealist perspectives. Workers with greater experience of resistance were more modest in terms of demands for union reform, while workers with some experience called for their union’s independence from the party-state.

Research limitations/implications
– The data contained industry bias, as too many respondents were from electronics-manufacturing and textile and apparel plants.

Originality/value
– This paper is original, and increases awareness of the development of the labour movement in China.
Does Investors in People affect organisational performance: a relevant question?
Authors: de Waal Andre 
Published: July 2016

Purpose
– Ever since the introduction of Investors in People (IiP), a management framework for high performance invented by the UK Government aimed at improving the UK’s industrial performance, there has been indistinctness about whether IiP actually improved organisational performance. The academic literature gives conflicting evidence and almost 25 years after the first exposure to IiP this issue has not been settled yet. The paper aims to discuss these issues.

Design/methodology/approach
– In this paper the literature on the effects of IiP on organisational performance is collected and discussed, to try to give a definitive answer on the question what the effect of IiP is or should be.

Findings
– After reviewing the evidence, the paper raises the question whether asking the question if IiP increases organisational performance is actually a relevant one. This is because IiP was originally intended to be the standard against which organisation could be evaluated and subsequently rewarded for excellent human resource management (HRM) practices. In the core this means that IiP consist of a set of by experts agreed upon indicators related to HRM practices which together form the yardstick against which organisations are measured.

Originality/value
– This paper is the first one to actually create clarity of what the IiP standard actually is and how it should be perceived and applied by organisations and academics alike.
Exploring performance management in four UK trade unions
Authors: Thursfield Denise , Grayley Katy 
Published: July 2016

Purpose– The purpose of this paper is to explore performance management in four UK trade unions. Specifically, the extent to which managers in the four unions accept or dismiss the unitarist, disciplinary and performative values that arguably characterise performance management practices.Design/methodology/approach– A qualitative research design was adopted to investigate trade union managers’ interpretations of performance management. Managers were targeted because they held the power to shape performance management practices in their specific areas. The research employed qualitative semi-structured interviews.Findings– Performance management in trade unions is linked to the structure, purpose and orientation of different types of trade union. It is also linked to the wider environmental context. The trade union managers’ interpretations of performance management are linked to disciplinary and performative values. As such they are comparable to the unitarist forms of performance management described in the literature. There are moreover, similarities and differences between the approaches to performance management between trade unions and for profit or public sector organisations.Originality/value– The paper adds to the emerging literature on internal trade union management by highlighting a particular aspect of human resource management.
Affective and normative forces between HCHRM and turnover intention in China
Authors: Lu Xinxin , Tu Yidong , Li Yanping , Ho Chiang-Chun 
Published: July 2016

Purpose– The purpose of this paper is to investigate the affective and normative mechanisms linking high-commitment human resource management (HCHRM) to employee turnover intention. Accordingly, the authors hypothesize that positive affect and group job satisfaction mediate the relationship between HCHRM and turnover intention.Design/methodology/approach– Based on a sample of 471 employees and their supervisors from 53 assembly lines in China, the hypotheses were tested with hierarchical linear modeling.Findings– The results suggested that both positive affect and group job satisfaction significantly mediated the negative relationship between HCHRM and turnover intention. Moreover, the indirect effect of HCHRM on turnover intention via group job satisfaction was larger than that via positive affect.Practical implications– In the Chinese context, HCHRM practices are effective in reducing turnover intention of the first-line employees on assembly lines. Organizations should show concerns for front-line workers’ positive affect and group job satisfaction to reduce their turnover intention.Originality/value– The present research contributes to the extant literatures by uncovering the affective and normative mechanisms of the HCHRM-turnover intention association.
Understanding the causes and consequences of work-family conflict
Authors: Adisa Toyin Ajibade , Osabutey Ellis L.C. , Gbadamosi Gbolahan 
Published: July 2016

Purpose– An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria).Design/methodology/approach– The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria.Findings– The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees.Originality/value– This paper suggests that the availability of basic infrastructural facilities, more governmental support, practicable work-family policies, inter alia, will reduce the level of WFC for Nigerian employees and will also results in positive spill-over from the work domain to the family domain and vice-versa.
The pathway to security – mitigating user negligence
Authors: Kennedy Sarah Elizabeth 
Published: July 2016

PurposeThrough the use of effective training techniques and exercises, employees and users can be educated on how to make safe information security decisions. It is critical to the success of a total information security program that users are trained properly as they are a major layer of defense against malicious intent. The current methods of training people about information security are failing, and the number of user-related breaches increases every year.Design/methodology/approachBy researching and observing current methods and comparing other fields of study, this paper describes the best methodology for modifying user behavior as it pertains to information security.FindingsThrough effective training practices, user negligence can be mitigated and controlled, and the information security program can be better practiced throughout entire organizations.Originality/valueBy using an effective training method to teach employees about information security, employees become an invaluable part of a company’s overall information security strategy. By using this method, employees are no longer the weak link in information security.
Enhancing collaborative intrusion detection networks using intrusion sensitivity in detecting pollution attacks
Authors: Li Wenjuan , Meng Weizhi 
Published: July 2016

Purpose
This paper aims to propose and evaluate an intrusion sensitivity (IS)-based approach regarding the detection of pollution attacks in collaborative intrusion detection networks (CIDNs) based on the observation that each intrusion detection system may have different levels of sensitivity in detecting specific types of intrusions.

Design/methodology/approach
In this work, the authors first introduce their adopted CIDN framework and a newly designed aggregation component, which aims to collect feedback, aggregate alarms and identify important alarms. The authors then describe the details of trust computation and alarm aggregation.

Findings
The evaluation on the simulated pollution attacks indicates that the proposed approach is more effective in detecting malicious nodes and reducing the negative impact on alarm aggregation as compared to similar approaches.

Research limitations/implications
More efforts can be made in improving the mapping of the satisfaction level, enhancing the allocation, evaluation and update of IS and evaluating the trust models in a large-scale network.

Practical implications
This work investigates the effect of the proposed IS-based approach in defending against pollution attacks. The results would be of interest for security specialists in deciding whether to implement such a mechanism for enhancing CIDNs.

Originality/value
The experimental results demonstrate that the proposed approach is more effective in decreasing the trust values of malicious nodes and reducing the impact of pollution attacks on the accuracy of alarm aggregation as compare to similar approaches.
Evaluating the effect of multi-touch behaviours on Android unlock patterns
Authors: Meng Weizhi 
Published: July 2016

Purpose
This paper aims to evaluate the effect of multi-touch behaviours on creating Android unlock patterns (AUPs) by realising that users can perform more actions in touch-enabled mobile phones.

Design/methodology/approach
The author conducted two user studies with a total of 45 participates and performed two major experiments in the main user study.

Findings
The user study indicates that the multi-touch behaviours can have a positive impact on creating patterns; however, there are only nine touchable points for the original AUPs, which may reduce the usability when performing a multi-touch movement.

Research limitations/implications
An even larger user study could be conducted to further analyse the patterns generated by users, that is, to analyse the specific password space by integrating the behaviours of multi-touch and to involve more types of multi-touch behaviours in creating an AUP.

Practical implications
This work explores the effect of multi-touch movement on creating AUPs. The results should be of interest for software developers and security researchers for exploring the effect of multi-touch behaviours on the creation of graphical passwords on mobile phones.

Originality/value
The author conducts two user studies with a total of 45 participants to investigate the impact of multi-touch behaviours on creating AUPs. In addition, to address the issue of usability, the author proposes two ways: increasing the number of touchable points and improve the rules of pattern creation.
Gesture-based animated CAPTCHA
Authors: Shumilov Artem , Philippovich Andrey 
Published: July 2016

Purpose
This paper aims to describe the development of a new experimental CAPTCHA (completely automated public turing test to tell computers and humans apart), which is supposed to provide better protection against spam bots compared to the existing captcha solutions.

Design/methodology/approach
In the new CAPTCHA, the authors are using animated images of hand gestures to represent letters and numbers. A lot of people use sign language as their primary means of communication, but an automatic algorithm able to reliably recognize such gestures from videos without any additional data has yet to be developed.

Findings
The experiment showed that at first, it takes time for people who do not use sign languages in their everyday lives to adapt to the new CAPTCHA, but after several successful recognitions, they have no more trouble with it than with a typical captcha implementation.

Originality/value
The paper shows that people with little to no knowledge of sign languages can still recognize gestures on video relatively fast. Therefore, a gesture-based implementation can be used not only on websites aimed at sign language speakers but also as a general-purpose captcha service.
Political behavior in family- and founder-controlled firms
Authors: Clark Muntean Susan 
Published: July 2016

Purpose– The political behavior of founders, families and their firms in the form of campaign contributions has not been explored by family business scholars. Yet partisan and ideological campaign contributions raise a range of governance issues and hold implications for myriad stakeholders, including investors, employees, customers and the public. The purpose of this paper compares and contrasts the campaign contributions of founder- and family-controlled firms relative to managerially governed firms and develops theoretical explanations for observed differences.Design/methodology/approach– This paper develops a “principal owner” hypothesis based upon a typology of firm ownership characteristics (founder/family control or not; publicly traded or privately held). This hypothesis is tested by multivariate empirical analyses of the campaign contributions of 251 firms across 14 industries with four types of ownership structures.Findings– Founder- and family-controlled firms are more partisan and ideological relative to other firms in their industry and this finding is consistent across industries. Founders and family members influence political behavior, including in publicly traded firms.Practical implications– Given potential controversies raised by ideological and partisan campaign contributions and the unpredictable returns on political investment, it behooves founders and their family members to assess the impact of their political behavior on the business and on key stakeholders.Originality/value– This paper is the first to raise governance issues related to founders’ and families’ political spending and develops original insights into the ideological and political behavior of these businesses.
The influence of family involvement on tax aggressiveness of family firms
Authors: Sánchez-Marín Gregorio , Portillo-Navarro María-José , Clavel José G. 
Published: July 2016

Purpose– The purpose of this paper is to analyze the tax aggressiveness among family firms considering their different levels of family involvement. Based on the family influence on power, experience, and culture approach proposed by Astrachanet al.(2002), this study examines to what extent the heterogeneity among family firms generates distinctive (and unique resource) combinations of family involvement that explain different levels of tax aggressiveness.Design/methodology/approach– A sample of 282 small and medium-sized family enterprises and a structural equation modeling approach have been used to study simultaneously the effects of family influence through the power, experience, and culture dimensions of tax aggressiveness in family firms.Findings– The family influences the business’ tax aggressiveness in different ways. As such, the greater the family experience, by the incorporation of second and subsequent generations, the greater the tax aggressiveness; in contrast, greater family power in terms of firm ownership and management negatively affects tax aggressiveness. Additionally, greater alignment of the family and business culture does not exert a significant effect on tax behaviors of family firms.Practical implications– Tax aggressiveness is a complex activity that should be managed from a global point of view in family firms. Managers should compensate for the negative influence of family governance on tax aggressiveness with the positive effect of the family generations in order to obtain proper and balanced tax management that contributes to the sustainability of family firms.Originality/value– This study contributes to the understanding of tax behavior heterogeneities among family firms by going further than most research (usually based mainly on comparative ownership aspects between large, publicly quoted family and non-family firms), considering some other more representative factors of family small and medium-sized enterprises, where the influence of characteristics of family management, family generation, and family values can be the main determinants of the firm taxation policies.