bluuebunny/crossref_metadata_2025_split huggingface dataset:
Career and learning: the ins and the outs of it
Authors: Mallon Mary , Walton Sara 
Published: June 2005

PurposeSeeks to explore how individuals talk about learning when asked about career.Design/methodology/approachBrings together three qualitative research studies, based in the UK and New Zealand on how individuals make sense of career; one focused on people in organizational employment and two on “portfolio” workers operating as freelance workers on a variety of contracts with organizations. The debate on the changing nature of careers and the imperative to life‐long learning resonates in the studies and the extent of change that has occurred is questioned.FindingsThe findings of the studies suggest that there is less learning activity (in terms of education, training or self‐development activities) being undertaken by these participants than may be expected. While participants generally believe that they should take charge of their own learning and career development, they are less sure what actions to take. Signals from the organization are still an important prompt for learning for those in employment; for those outside the lack of support and specific reasons to learn leads to a lack of formal or structured learning activity and a tendency to rely on previously learned skills.Originality/valueThe paper is offered in a spirit of exploration, based on signals from these specific data. In that vein, it makes tentative suggestions as to the implications of such data for human resource management.
A configurational framework for diversity: socialization and culture
Authors: McMillan‐Capehart Amy 
Published: June 2005

PurposeTo develop hypotheses aimed at finding ways to take full advantage of the benefits associated with selecting and hiring dissimilar employees such as creativity, productivity, and problem solving, while avoiding negative consequences such as lower job satisfaction and increased turnover.Design/methodology/approachA review of the diversity, socialization, and culture literature was conducted. In addition, this research is based on configurational theory and the idea that all the constructs interact with one another in order to affect outcomes in an organization.FindingsThe literature review and theory development support the idea that, in order to benefit from the positive outcomes related to diversity, organizations should implement individualized socialization tactics within a collectivistic organizational culture.Research limitations/implicationsThe hypotheses need to be empirically tested.Practical implicationsThis research suggests that it is possible for managers to get the most out of a diverse workforce while minimizing the negative effects. One of the main issues with diversity is the increased conflict and turnover. By implementing individualistic socialization tactics within a collectivistic culture, organizations will benefit from employees' backgrounds and experiences, while promoting teamwork and a cohesive organization.Originality/valueThis paper fills a void in the diversity literature by suggesting that it is through socialization and culture that one can overcome the negative effects of diversity.
The experience of workplace anger
Authors: Booth Jill , Mann Sandi 
Published: June 2005

PurposeThe purpose of this paper is to examine the experience of anger in the workplace and in particular to identify the characteristics, causes and short‐ and long‐term consequences of workplace anger episodes.Design/methodology/approachThis qualitative study involves in‐depth semi‐structured interviews with 24 participants from within four different organisational sectors. Participants were asked general questions about their experiences of anger at work, followed by more specific questions as appropriate.FindingsAnalysis of the data resulted in several themes being identified within the categories of causes, characteristics and consequences of anger episodes.Practical implicationsThis study allows managers to understand better the role of anger in the workplace and its relationship with various undesirable outcomes as well as how aspects of organisation life might contribute to anger episodes. This should help them to introduce strategies aimed at reducing the incidences of anger experiences as well as contributing towards the development of better coping skills at all levels when anger episodes do occur.Originality/valueWhile existing research into the experience of emotions in the workplace suggests that anger is commonly experienced and might have detrimental effects not only on the health of the individual experiencing it, but also for the organisation, there is currently a lack of empirical research into the experience of workplace anger in terms of what causes it and what the long‐ and short‐term consequences are for the individual and the organisation. This paper aims to fill that gap.
Leading employees in one‐to‐one dispute resolution
Authors: McGrane Fodhla , Wilson John , Cammock Tommy 
Published: June 2005

PurposeLeaders are challenged with the efficient and effective management of their own and their employees’ disputes. These are often managed inadequately using “fight”, “flight”, or management intervention. This paper aims to present the findings of a study into an effective alternative, “one‐to‐one dispute resolution”. The method involves two employees resolving their dispute through face‐to‐face communication and without direct intervention by management.Design/methodology/approachUsing the Critical Incident Technique, incidents of one‐to‐one dispute resolution (n=249) were reported by 88 employees. The contents were analysed, and skill‐related findings were validated using a questionnaire (n=106).FindingsThe findings are presented in a descriptive model of the skilful process of one‐to‐one dispute resolution. The model is built on eight skill‐sets that were central to the dispute resolution process.Research limitations/implicationsHow and when to effectively coach employees in the use of one‐to‐one dispute resolution, and the resulting personal and organisational outcomes, need to be examined. In addition, research into the practical application of the model, and in specific organisational contexts, is required.Practical implicationsThe study highlights the potential for more employees (including both the leaders and the led) to effectively “face” their own disputes without using “fight” or “flight”. It challenges those leaders, who often act as third‐party interveners, instead to coach their employees in the one‐to‐one resolution of disputes, while modelling the method themselves.Originality/valueEmployees are offered a research‐based model of dispute resolution that differs from problematic models in the dispute resolution literature and skills‐training programs. A workable alternative to the methods of fight, flight and intervention is provided.
Focus group exploration of firm‐employee relationship strength
Authors: Herington Carmel , Scott Don , Johnson Lester W. 
Published: June 2005

PurposeThe purpose is to present the results of exploratory research which analysed firm‐employee relationship strength from the employee perspective. Three main research questions were explored: What indicators should be used to measure strong firm‐employee relationships? How important do employees see relationships to be in the work environment? and how do employees define relationship strength?Design/methodology/approachQualitative research in the form of focus groups was utilised. Four focus groups of employees from medium to large regional and national Australian companies were held in a large Australian regional city.FindingsEmployees view relationships as being very important in the work environment. The findings revealed a greater degree of consistency between employees' viewpoints about important relationship elements and non‐marketing literature. Important elements found were cooperation, empowerment, communication, attachment, shared goals and values, trust and respect. The emphasis on commitment as a key relationship indicator was not supported by the findings. The findings are summarised in a proposed model of relationship strength, positing commitment as a relationship strength outcome. Employees defined relationship strength in terms of the identified elements.Research limitations/implicationsThis research enables commencement of examination of the value of internal relationships through empirical examination of the proposed model.Practical implicationsManagement is informed as to what makes the best work environment from the perspective of employees.Originality/valueThis paper fulfills an identified gap in the literature in relation to the ability to measure internal firm relationships. It also clarifies the confusing literature on relationship elements, and it posits a model for the empirical assessment of firm‐employee relationship strength.
To maintain or not to maintain? What should a risk‐averse decision maker do?
Authors: Bardey D. , Riane F. , Artiba A. , Eeckhoudt L. 
Published: June 2005

PurposeIn real‐life applications maintenance managers often face complicated decision problems under uncertainty. This difficulty increases when they have to take conflicting objectives into account. A recent review of the literature shows that previous works consider repairable systems subject to random failures and analyse trade‐offs between the costs and the benefits of maintenance activities. The risk aversion of the maintenance decision maker may be not underlined enough. This paper aims to deal with a single component system that has to accomplish a series of missions of a given length.Design/methodology/approachThe development of a maintenance strategy for this system is analysed from a risk aversion point of view. An attempt is made to highlight the attitude of a neutral decision maker versus a risk‐averse manager.FindingsPresents a very simple framework to analyse the risk aversion effect on managers' decisions. The model confirms the observation that risk aversion implies no‐monotone relation between optimality frequencies of maintenance operations and the deformation rate of the breakdown probability.Originality/valueSince the deformation rate is monotonic with time, the proposed model can be extended to derive optimal frequencies, which allow the implementation of the optimal deformation rates according to the probability law of the deformation rate δ.
Appraisal of farm tractor maintenance practices and costs in Nigeria
Authors: Jekayinfa S.O. , Adebiyi K.A. , Waheed M.A. , Owolabi O.O. 
Published: June 2005

PurposeThe purpose of this paper is to investigate tractor maintenance practices and costs in Nigeria with a view to making replacement decisions and for overall farm budgeting.Design/methodology/approachThe information was obtained via a structured questionnaire. Tractor owners were grouped into three categories: government agricultural settlements, established farms, and individual farms. Data used for analysis were collected from 60 farms located in major farming centers of the southwestern part of Nigeria. The report includes the formulation of repair equations, which relate tractor repair cost as a percentage of initial purchase prices to cumulative hours of use. Life cycle costs of three commonly‐used tractors were also estimated. The derived equations, which showed that the repair costs per hour increased with hours of use, were used to obtain the life cycle cost of each tractor model in different tractor owners' farms.FindingsThe proposed equation was found to be the best fit with coefficient of determination (R2) ranging from 0.992 to 0.996 for tractors in the three user categories. The trend observed in the life cycle costing of the three common tractors gave the general picture of when to replace each of the tractors based on the strategies being adopted by the tractor owners.Practical implicationsThe results of this study would serve as baseline information to tractor owners regarding optimum use of tractors for minimizing repair and maintenance cost per hour and for making replacement policy. It would also be helpful to government and other agencies for future planning in the provision of tractor services to the farmers at relatively lower repair and maintenance cost.Originality/valueProves that a reduction in repair costs by careful operation and adequate maintenance could result in a significant reduction in tractor ownership costs.
Implementation of networked organizational communication
Authors: de Vries Sjoerd , De Diana Italo 
Published: June 2005

PurposeThe purpose of this paper is to describe a communication reference framework in order to understand and support the implementation of ICT in corporate communication from a local perspective.Design/methodology/approachA practical framework was developed. Based on this, recent literature in the field of implementation of ICT in organizations was analyzed.FindingsThis analysis resulted into a communication reference model for the implementation of networked organizational communication (NOC).Research limitations/implicationsThe resulting reference model for the implementation of NOC is not theory‐driven, but is a practical base for understanding the situated nature of the implementation of ICT.Practical implicationsThe applicability of this model can be viewed in three ways. First, one is able to use the model in cases to identify relevant factors in order to understand and intervene. Second, one is able to constitute a knowledge base in order to improve the effectiveness and efficiency of one's work. Third, it is an initial model that is expected to be improved based on further analysis of literature and implementation cases of NOC.Originality/valueIn order to understand and to intervene successfully, there is a need for integrated studies that monitor implementation processes. Multiple observations are needed over time in a variety of implementation processes. The presented framework is practical in nature and offers a thorough base for these integrated studies.
A research paradigm for international business communication
Authors: Kameda Naoki 
Published: June 2005

PurposeThis conceptual paper aims to present a research paradigm for international business communication research, with special reference to the problems of Japanese corporations.Design/methodology/approachTo develop a paradigm, international business communication first is defined, and the obstacles Japanese corporations face in international business are described, as are the methods used to deal with obstacles and foster better global management and intercultural communication. The key issue of developing training programs is emphasized. To systematize international business communication research with reference to Japanese companies, a research agenda is offered involving study of: correct usage of English, the meanings of international business terms, and the relationship of English as an international business language to its various users. The guiding theories in this research will come from semiology.FindingsEnglish will be the agent of globalization, and Japanese companies must accept this reality and deal with it. So far, they have not yet developed a satisfactory way of doing so. However, appropriate methodologies are available, as presented in the paper.Practical implicationsJapanese companies have lagged behind European and US companies in coping with the communication problems fostered by globalization. This paper sets out a methodology for developing the research needed to yield practical steps to solve the problem.Originality/valueThe paper offers a model of ways to systematize international business communication research so that Japanese companies can develop ways of coping with the communication problems of globalization.
A prospective study of alcohol consumption rates of first‐year Australian police officers
Authors: Rallings Mark , Martin Peter , Davey Jeremy 
Published: June 2005

PurposeTo prospectively investigate the alcohol consumption and health‐related behaviours of Australian police officers.Design/methodology/approachDemographic, work environment, general health and wellbeing, and alcohol consumption measures were obtained from 100 Australian police officers at two time points; the first as they underwent initial training before the commencement of operational policing duties (time 1), and the second after they had completed 12 months of operational duties (time 2).FindingsResults indicated a significant increase in the quantity and frequency of alcohol consumption over time. The number of female officers, but not male officers, who reported drinking at harmful levels increased between time periods. Overall, there were no changes in the number of officers who reported risk of harmful drinking or alcohol dependency. Alcohol consumption measure scores were not associated with age, marital status, education level, general health and wellbeing, or work‐environment variables. Smoking was associated with harmful drinking behaviour at time 1, but not at time 2. The number of officers who reported smoking increased significantly over time.Originality/valueThis paper builds on findings of previous studies by examining the within‐groups reported drinking behaviours of a sample of Australian police officers for changes over time associated with exposure to police work and the police environment.
Use of existential‐phenomenological counseling for police officers
Authors: Barren James R. 
Published: June 2005

PurposeThe purpose of this study was to investigate effects of existential counseling on 20 police officers. Existential group therapy was expected to change locus of control beliefs from external to internal, have a positive effect on self‐efficacy, and assist in lowering aggressive tendencies.Design/methodology/approachAn experimental research design was used to compare effects of existential group therapy on police officers with an untreated control group of police officers. Both groups completed the self‐efficacy scale, belief in personal control, aggression questionnaire prior to and following the 20‐week treatment program. A short demographic survey was completed prior to beginning the study.FindingsNo changes were found from pre‐test to post‐test on self‐efficacy, locus of control, and aggression. While the statistical findings were not significant, anecdotal comments indicated that police officers benefited from their participation in the program.Research limitations/implicationsThe sample size was too small to allow for generalizations to all police officers in the large urban area in which the study was conducted. Additional research with a larger group is needed to validate the findings of the present study.Practical implicationsAlthough no statistically significant differences were found, the participants in the treatment group reported personal and professional benefits from learning that their peers experienced some of the same concerns when dealing with the public and superiors.Originality/valueNo research was found that had used police officers in counseling groups to help them become more internal and less aggressive.
The importance of expectation fulfilment on domestic violence victims' satisfaction with the police in the UK
Authors: Robinson Amanda L. , Stroshine Meghan S. 
Published: June 2005

PurposeThis paper seeks to investigate what victims of domestic violence expect police to do for them, and how these expectations subsequently influence their levels of satisfaction.Design/methodology/approachStructured interviews with 222 victims of domestic violence were conducted by staff from an integrated community‐based service delivery agency in Cardiff, Wales. Multivariate analyses were performed to reveal the factors that contribute to domestic violence victims' satisfaction with the police.FindingsConsistent with the expectancy disconfirmation model, results indicate that the most important determinant of satisfaction is the extent to which victims' expectations about police behaviour and demeanour are fulfilled.Originality/valueThe results of this study and implications for police policy are discussed.
Neo‐liberalism, community, and police regionalization in Canada
Authors: Lithopoulos Savvas , Rigakos George S. 
Published: June 2005

PurposeNeo‐liberal policies have had a profound effect on the organization of policing in Canada by rationalizing provincial and federal initiatives that off‐load policing costs to municipal and regional councils. This paper aims to comparatively analyze the effect of these initiatives on service delivery for regional versus non‐regional police services.Design/methodology/approachFour measures were used to assess efficiency: per capita cost, cost per criminal code offence, number of officers per 100,000 population, and number of support staff per 100,000 population. Three measures were used to assess effectiveness: violent crime clearance rate, property crime clearance rate, and total criminal code clearance rate.FindingsAnalysis of the data reveals that, despite claims surrounding regionalization, regional police services are not demonstrably any more effective or efficient than non‐regional services.Research limitations/implicationsUtilizes official crime data and police expenditure statistics. A national survey of police service delivery and citizen satisfaction is needed.Practical implications– These results can inform municipal and town council decisions about regional (or provincial contract) versus local police service provision.Originality/value– The first comprehensive comparative Canadian study on the efficiency and effectiveness of police regionalization. The article empirically challenges the purported relative effectiveness and efficiency of larger regional police services versus smaller non‐regional services in Canada.
The impact of workplace learning on job satisfaction in small US commercial banks
Authors: Rowden Robert W. , Conine Clyde T. 
Published: June 2005

PurposeThis study aims to examine workplace learning and job satisfaction in small, commercial US banks.Design/methodology/approachSurvey data collection with correlational procedure.FindingsThe study found a statistically significant relationship between the workplace learning variables and the job satisfaction variables.Research limitations/implicationsFurthers the linkages between the opportunities for learning in the workplace with how satisfied employees are with their jobs. Also establishes the importance of informal and incidental learning, rather than formal learning.Practical implicationsEmphasizes the need for managers to make learning opportunities available to enhance overall job satisfaction. In addition, helps place the need for expenditures on non‐formal learning, not just formal learning where all the money is usually spent.Originality/valueFew studies have looked at the role of workplace learning in small businesses. Very few have linked workplace learning to the things that make people feel good enough about their work to stay on with a company. This study also solidifies the need to focus on something besides “training.”