bluuebunny/crossref_metadata_2025_split huggingface dataset:
Work values, employment and ethnicity
Authors: Sharabi Moshe 
Published: October 2009

PurposeThe purpose of the paper is to compare the importance of work and other areas of life, as well as preferred work goals, among Jewish and Muslim academic graduates who work in the Israeli labor market.Design/methodology/approachThe Meaning‐of‐Work questionnaire was conducted on 362 Jewish and 73 Muslim academic graduates.FindingsThe research findings reveal significant differences in all areas of life (work, family, leisure, community and religion) and in six of the eleven work goals. The MDS of Jews and Muslims also demonstrate different perceptions and internalization of work values among the two ethnic groups.Research limitations/implicationsThe limitations of this study are related to the measures (importance of life areas and preferred work goals). Using a single‐item measure and ranking measures may not be the optimal, but those measures were used in a variety of studies conducted in several countries.Practical implicationsThe findings attributed to cultural differences, ethnic conflict, as well as to the employment opportunities given to Jewish and Muslim academic graduates. The extra‐high work centrality of Muslim academic graduates reflects high non‐actualized potential for organizations and for Israeli society.Originality/valueWork values of Muslims in general, and of Muslim academic graduates in particular, have not yet been studied in Israel and this is a preliminary study, which interprets findings through cultural, economic and social aspects of Jews and Muslims in Israel.
The role of trust in core team employees: a three‐nation study
Authors: More Keren V. , Tzafrir Shay S. 
Published: October 2009

PurposeThe paper aims to fill a substantive gap in the trust literature by analyzing the mediating role of trust across different national groups. It presents a theoretical advantage, from the human resource management perspective, is that the research model was examined within the context of a global pharmaceutical firm characterized by a multicultural workforce. This allowed for controlling organizational culture.Design/methodology/approachThe research hypotheses were tested using data regarding only core team employees. Survey data obtained from employees of a pharmaceutical company in Israel, the UK, and Hungary. After the teams in each of the organization's three sites were mapped out, 205 employees working on 62 teams responded to the questionnaire resulting in a good quality of 61 percent response rate.FindingsThe results of zero‐order co‐relational and confirmatory factor analysis revealed the two trust foci to be interrelated, but distinct, constructs. This finding suggests that employees can develop trust in specific individuals, such as superiors, and generalized representatives, such as the organization. The mixed models analysis suggest that there are significant differences between the Israeli, UK, and Hungarian employees for three of the research variables: trust in the organization, turnover intentions, and organizational citizenship behavior (OCB).Originality/valueThe paper is one of the first cross‐national empirical studies of its kind to demonstrate the role of trust as a mediator between organizational justice and employee work attitudes and behaviors. In addition, it is one of the first cross‐national studies on trust that controlled both industrial characteristics and organizational culture.
Career development, collective efficacy, and individual task performance
Authors: Kellett Janet B. , Humphrey Ronald H. , Sleeth Randall G. 
Published: October 2009

PurposeThe purpose of this paper is to test the hypothesis that perceived collective efficacy would mediate the effects of self‐efficacy on individual task performance.Design/methodology/approachAn assessment center design with 147 participants in 49 three‐person groups was used.FindingsIt is found that for individuals working on an assigned group goal, perception of the group's collective efficacy, rather than self‐efficacy, has a direct influence on task performance.Research limitations/implicationsFuture researchers should examine the extent to which cognitive intelligence influences collective efficacy effects.Practical implicationsThe research suggests that perceptions of collective efficacy and team support may influence early career developmental task performance.Originality/valueThis paper found that collective efficacy might be more important than individual efficacy in predicting individual task performance in some circumstances.
Reinventing the MBA as a rite of passage for a boundaryless era
Authors: Kelan Elisabeth , Dunkley Jones Rachel 
Published: October 2009

PurposeThis paper aims to explore whether the rite of passage is still a useful model with which to conceptualise the MBA in the era of the boundaryless career.Design/methodology/approachThe paper examines the formative experiences of full‐time MBA students at an elite business school, using in‐depth qualitative interviews. Through a discourse analysis, the paper shows how MBA students draw on concepts resembling the anthropological model of the rite of passage when making sense of their experience.FindingsThe resources MBA students have available to talk about their MBA experience mirror the three‐step rite of passage model. The first step involves separation from a previous career, either because of limited opportunities for advancement or in order to explore alternative career paths. In the transition or liminoid stage, identities are in flux and a strong sense of community is developed among the students and they play with different identities. In the third stage, the incorporation, students reflect on the value of the MBA for their future career.Originality/valueThe paper shows how the MBA is still seen as a rite of passage at a time when careers are becoming boundaryless. Within this more fluid context, the rite in itself is seen as enhancing the individual's brand value and confidence, enabling them to negotiate the challenges of managing a boundaryless career.
Generation Y and career choice
Authors: Hurst Jessica L. , Good Linda K. 
Published: October 2009

PurposeThe transition from higher education to employment is a major life change for many college seniors (currently, the Generation Y cohort). The purpose of this paper is to enhance the understanding of Generation Y and to present new insights regarding Gen Y's retail career expectations, perceptions of retail careers, future psychological contract/entitlement perceptions of retail careers, and career exploration of the US retailing industry.Design/methodology/approachUtilizing quantitative research methods via an on‐line survey, the authors examined 193 Gen Y college seniors' retail career perceptions and expectations, and explored the influence these factors have on future psychological contract/entitlement perceptions of employer‐employee obligations and retail career exploration from nine US universities.FindingsCollege seniors' pre‐entry retail job expectations, perceptions of retail careers, and future psychological contract/entitlement perceptions of employee obligations were significant predictors of career exploration; college seniors' preconceived notions of retail careers, combined with what they feel they would owe their future employer, are instrumental in determining retail career exploration decisions.Research limitations/implicationsFindings suggest directions for university faculty, academic advisors, and industry practitioners on facilitating college seniors' transitions from higher education to the world of work by suggesting recruitment strategies that can attract, retain and motivate Gen Y.Originality/valueThe findings provide useful criteria for organizational development strategies to assist with the transition from higher education to the workforce and may also improve the success of recruiting Gen Y employees. In addition, the conceptualization of psychological contracts (i.e. entitlement perceptions) differentiates this study from prior psychological contract research.
Explaining employees' evaluations of organizational change with the job‐demands resources model
Authors: Hetty van Emmerik I.J. , Bakker Arnold B. , Euwema Martin C. 
Published: October 2009

PurposeDeparting from the Job Demands‐Resources (JD‐R) model, the paper examined the relationship between job demands and resources on the one hand, and employees' evaluations of organizational change on the other hand.Design/methodology/approachParticipants were 818 faculty members within six faculties of a Dutch university. Data were analyzed using multilevel analyses with faculty as the grouping variable.FindingsFor the job demands, results show that emotional demands, but not workload, are negatively related to more favorable evaluations of organizational change. Regarding job resources, results show that support from the supervisor, job control, and opportunities for professional development is associated with more favorable evaluations of organizational change. Moreover, job control and support from the supervisor buffered the negative relationship between emotional demands and favorable evaluations of organizational change.Research limitations/implicationsOne of the clear implications of this study is that organizations should try to provide their employees with adequate resources together with the ascertaining of jobs with low job demands such that people can fulfill their job without severe adverse working outcomes. If it is impossible to reduce or optimize specific demands, additional job resources should be provided.Originality/valueThe finding that job resources are important in shaping evaluations of organizational change perceptions is consistent with the idea that employees with enough resources will be motivated to do their job and to be motivated to participate in change processes. Employees, who perceive their work environment and their job as highly resourceful, are more likely to anticipate into a pending change effort.
Learning climate and work group skills in care work
Authors: Westerberg Kristina , Hauer Esther 
Published: October 2009

PurposeThe overall aim of the present study was to investigate the learning climate and work group skills perceived by managers and their subordinates in the municipal elderly care, prior to a development project. The specific research questions were: Are managers' and their subordinates' perceptions of the learning climate related? and Does the manager's assessment of the work group skills correlate with the work group's perception of the learning climate?Design/methodology/approachA total of 12 managers and 130 of their subordinates were selected, and answered a questionnaire. The subordinates belonged to work groups with five to 19 care assistants working in elderly care. The majority of the participants were women (92 per cent). The mean age was 43 years old, range 20‐63.FindingsResults suggest that the perception of the learning climate has a correspondence between the organisational levels (managers and their subordinates) and that there is a correspondence between managers' ratings of work group skills, in particular skills for effectively managing change, and the work groups' perception of their learning climate, in particular decision autonomy and developmental and collaborative potentials.Research implications/limitationsThe manager sample was small and from one single organisation.Practical implicationsThe relations between the learning climate and the assessment of staff skills are important to the actions taken in order to facilitate workplace learning and development.Originality/valueThis study contrasted the managers' assessment of skills with their work groups' perceptions of learning climate, which is quite unusual in learning climate studies.
Social interaction and the formation of entrepreneurial characteristics
Authors: Yu Christina W.M. , Man Thomas W.Y. 
Published: October 2009

PurposeThis paper is an empirical study which aims to investigate the development of social interaction and their impacts on developing learners' entrepreneurial characteristics throughout their participation in an authentic enterprise activity.Design/methodology/approachThe sample of this study was drawn from the participants of an enterprise activity called the Teen Entrepreneurs Competition for the high school students in Hong Kong. With the use of a mixed approach involving both qualitative and quantitative methods for data collection and analysis, the development and impacts of social interaction of the participants were investigated during their venturing process in the competition.FindingsThe findings showed that the participants' entrepreneurial characteristics would be developed and enhanced through the four key types of social interaction, including the interaction with team members, instructors, schoolteachers and business stakeholders. However, the impact of social interaction was more direct on the development of task‐oriented entrepreneurial characteristics, but less direct on the conceptual‐oriented entrepreneurial characteristics.Research limitations/implicationsThis study provides useful insights into making a good use of social interaction in authentic enterprise education activities. Further studies can be conducted on studying the change in attitude towards entrepreneurship and the impacts of such change on the developing of entrepreneurial characteristics through social interaction in enterprise education.Practical implicationsIt is recommended that enterprise programmes and activities should be maximised with participants' social interaction opportunities particularly with business practitioners and opportunities provided for participants to reflect on their social interaction from time to time in order to achieve better learning outcomes.Originality/valueThe results complement the existing literature on enterprise education by extending the current focus on the experiential aspect towards the interactive aspect during the learning process.
Intersection of trajectories: a newcomer in a community of practice
Authors: Campbell Matthew , Verenikina Irina , Herrington Anthony 
Published: October 2009

PurposeThe purpose of this paper is to provide a case study of a newcomer to the practice of policing to explore conceptualisations of learning through practice. It aims to position learning as the intersections of trajectories of being and becoming within a community of practice. The paper seeks to argue that learners need to be understood with respect to their personal histories and how these interact with the social and cultural dimensions of the workplace.Design/methodology/approachThis paper is a case study of a new police officer with data collected through a series of interviews and observations over a two‐year period.FindingsThe case study presented demonstrates the relationship between prior experience, personal histories, participation and a sense of belonging in shaping the learning of early‐career police officers. It suggests that in considering newcomers to the workplace it is important to view the process of learning as being influence by these interconnected factors.Research limitations/implicationsThis study concludes that the position of the individual in the social learning of a community of practice is an important aspect that needs further exploration. Although the significance of learner identity with communities of practice is acknowledged by Lave and Wenger it remains underdeveloped, and continues to present as an area for further research.Practical implicationsTrajectories of learning for newcomers to the workplace are affected by their previous social and cultural experiences and expertise, the association that they bring from these to the new community and participation in practices of the community. There exists, therefore, a role for managers in shaping the organisation to be supportive of these informal learning experience and, thus, the selection and training of managers should be aligned to these goals.Originality/valueThis paper extends current understandings of learning and development in the policing context as well as contributing to the broader discussion of informal learning in the workplace and understanding of experts and novices within communities of practice.
Internet gambling in the workplace
Authors: Griffiths Mark 
Published: October 2009

PurposeThis paper seeks to overview the issues, concerns and challenges relating to gambling – and more specifically internet gambling – in the workplace.Design/methodology/approachUsing psychological literature, this paper outlines a number of important and inter‐related areas including brief overviews of gambling and problem gambling, internet gambling, social impact of internet gambling, types of gambling in the workplace and associated issues, and the effects of gambling in the workplace.FindingsThe paper reveals that issues surrounding gambling and internet gambling in the workplace are a neglected but important area for employers and employees.Research limitations/implicationsThe empirical base for the paper was based on a small number of peer‐reviewed papers.Practical implicationsUsing the findings of the psychological literature, guidelines for managers on the issue of gambling and internet gambling in the workplace are presented.Originality/valueResearch on internet gambling is sparse and there is almost nothing in the literature concerning implications of internet gambling in the workplace.
The political economy of the global pharmaceutical industry
Authors: Hira Anil 
Published: October 2009

PurposeThe majority of the world's population has limited access to needed medicines. The purpose of this paper is to explain why certain characteristics of the global pharmaceutical market have not served a large majority of potential consumers in the developing world.Design/methodology/approachThrough a political economy analysis of evolutionary and regulatory aspects of both supply and demand conditions for global pharmaceuticals, it can be understood why most of the world's poor have limited access to basic medicines. The paper then turns to what avenues are available for improving access to medicines. An analysis of the chief proposed solutions, namely: pooled demand and relaxation of intellectual property rights, reveals their inadequacies. A third emerging avenue, the growing production of pharmaceuticals in the south, is examined through case studies of leading producers including India, China, and South America.FindingsWhile each of the three options offers potential benefits, none is adequate to solve the problem – a new, perhaps combinatorial, approach will be needed to ensure that a wider global market for pharmaceuticals can be created.Originality/valueThe paper offers insights into the political economy of the global pharmaceutical industry.
Relative gender differentials and Islam in non‐Arabic nations: a regional analysis
Authors: Self Sharmistha , Grabowski Richard 
Published: October 2009

PurposeThe purpose of this paper is to seek to empirically analyze whether the impact of Islam on relative gender performance varies by regions of the non‐Arabic world's economy. In addition, if in some regions Islam is found to have a negative impact on relative gender performance, an attempt is made to determine what aspect of Islamic practice (not doctrine) might account for this impact.Design/methodology/approachThe empirical estimations are carried out in a cross‐country framework.FindingsThe results indicate that the impact of Islam varies by region, for the most part being associated with a worsening in relative gender performance. However, once it accounts for differences in birth rates, the negative impact of Islam on gender inequality disappears for all regions.Research limitations/implicationsFewer variations in the data limit the estimation procedures one can use for the purpose of the analysis.Practical implicationsContrary to the consensus in the literature, the paper finds that it is not Islam that worsens gender inequality but rather the high fertility rates generally found among followers of Islam.Originality/valueThe paper is unique in its focusing exclusively on non‐Arab countries.
Sustainable development in sub‐Saharan Africa
Authors: Nwankwo Sonny , Chaharbaghi Kazem , Boyd Derick 
Published: October 2009

PurposeThe purpose of this paper is to explore different prisms through which sustainable development (SD) is considered and to situate the discourse in African contexts by highlighting the contestations in which the conventional knowledge of SD is embedded as well as an agenda for improving the institutional framework for productive engagement of Africa nations.Design/methodology/approachThe paper is based on desk research and synthesis drawn from the extant literature.FindingsThe orthodox knowledge of SD reflects axioms that are inextricably liked to the idiosyncrasies of the developed world; framed in opinions, languages and meanings that are poorly communicated to and understood by rural Africa. As a result, many African countries have remained bystanders in this important global discourse.Practical implicationsTo engage Africa proactively, a more broadened perspective is required in promoting the global agenda for SD, taking more account of the continent's contextual subjectivities than is presently the case.Originality/valueThe treatment offered indicates a need for more context‐bound education (not prescriptions) that is sufficiently sensitive and respectful of the complex trajectories characterising Africa's development (or lack of it). It is from this knowledge base that a useful SD agenda for the region might emerge.
Globalisation and labour market flexibility: a study of contractual employment in India
Authors: Rajeev Meenakshi 
Published: October 2009

PurposeThe purpose of this paper is to understand the status of a class of non‐permanent labour in the globalised era in India.Design/methodology/approachTo understand this the paper uses both secondary level information and primary data collected through a survey. Secondary level data are analysed using a panel data model. Here, the hypothesis is: contribution of contract labour to production is greater than that of the regular employees. The primary level survey is conducted to know whether they are exploited due to their non‐permanent stature.FindingsIt is observed from secondary data analysis that the hypothesis is not rejected. Contract labour makes a significant contribution to production, while the regular employees do not. Primary survey also shows that they are exploited in many ways including through non‐payment of minimum wages.Practical implicationsThe paper indicates that, while regulations are in place, they are abused and hence it is the implementation part on which government needs to focus.Originality/valueAnalysis shows how rationalization of employment does not take place due to labour regulations for the regular employees. It also brings to light through primary survey various lacunae in the implementation of the Contract Labour Act. Since survey of such labour class is difficult there are limited studies in this field.