bluuebunny/crossref_metadata_2025_split huggingface dataset:
Multidimensionality: building the mind/brain infrastructure for the next generation knowledge worker
Authors: Bennet Alex , Bennet David 
Published: September 2010

PurposeThe 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/approachThe 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.FindingsAs 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/valueThe 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

PurposeFrom 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/approachThe 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.FindingsExploring 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/valueThe 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

PurposeThe purpose of this paper is to share findings and offer insight on putting organizational learning and knowledge to work in future organizations.Design/methodology/approachThe 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.FindingsCompetent 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 implicationsLeaders 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/valueWhile 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

PurposeThe 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/approachThe 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.FindingsMuch 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 implicationsThe 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/valueWhile 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

PurposeThe 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/approachDrawing 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.FindingsThe 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/valueThe 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

PurposeThe 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/approachQualitative 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.FindingsIn 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/implicationsThere was limited access to the developers of immigration policies. The paper focused on only one ethnic minority group.Practical implicationsThe management of migrants in France needs to be more supportive of their efforts in using their capital.Originality/valueThe 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

PurposeThe 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/approachThe approach taken is a literature review and the development of a conceptual model.FindingsThe 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/implicationsCulture'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/valueAt 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

PurposeThe 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/approachThe 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.FindingsThe 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/implicationsAlthough 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/valueThe 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

PurposeThe 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/approachExploratory 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.FindingsThe 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/implicationsThe 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 implicationsThe 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/valueDespite 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

PurposeThe 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/approachA 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.FindingsBased 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/implicationsThis 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/valueThe 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

PurposeThe 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/approachIn 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.FindingsIn sum, the findings conclude that the organization is meeting the needs of the member agencies, with few unmanageable impediments.Research limitations/implicationsSince the current study relies on a case study from a single collaborative agency, the findings come with caution, in terms of generalizability.Originality/valueThis 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

PurposeThis 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/approachA 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.FindingsVery 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/implicationsThe 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 implicationsThe framework developed could be useful by safety planners, safety managers, human resource managers and researchers in the area of organisational learning and safety.Originality/valueThe 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.
Ways of learning in the pharmaceutical sales industry
Authors: Patricia Hunter Carrie 
Published: September 2010

PurposeThe purpose of this paper is to document the ways pharmaceutical representatives learn for work and report attributes of (in)formality and other characteristics of ways of learning perceived as effective and frequently used.Design/methodology/approachA total of agents 20 from 11 pharmaceutical manufacturers across Canada participated in a Delphi collaboration creating a comprehensive list of ways in which they learn for work. In‐depth individual interviews with four agents explored the ways of learning they perceived as most frequent and effective. The Colley et al. framework was interpreted, extended, and applied to identify attributes of (in)formality and other elemental characteristics of these ways of learning.FindingsAgents in this rapidly changing, competitive industry worked alone in geographically distributed territories. Learning had a special role in this industry: agents developed themselves broadly as resources to gain customer‐access required to promote products. Delphi participants identified 64 ways of learning (five categories). Most ways were self‐initiated, self‐directed, minimally structured, and may involve intentional incidental learning. Reported frequent and effective ways differed by agent, but all reported frequent and effective learning through self‐directed means with mixed (in)formal attributes. Customer facilitated and peer‐facilitated learning were common, despite isolation from co‐workers.Originality/valueThis paper reports on learning in a distinct and under‐researched industry. It demonstrates the importance of peer‐facilitated and on‐the‐job learning even in a distributed workforce and documents intentional incidental learning. It discovers an indirect way in which learning supports business objectives and it provides a framing tool for guiding reporting of characteristics of ways of learning.