pinecone/core-2020-05-10-deduplication huggingface dataset:
Global HR Roles and Factors Influencing Their Development: Evidence From Emerging Indian IT Services Multinationals

The rapid growth of emerging markets' multinational companies (MNCs) is a recent phenomenon and, as such, their nature and structure of key management processes, functions, and roles need further examination. While an abundance of low-cost labor is often the starting point of competitive advantage for many of the emerging markets' MNCs, it is the optimum configuration of people, processes, and technology that defines how they leverage their intangible resources. Based on case studies of four Indian IT services MNCs, involving 51 in-depth interviews of business and human resource (HR) leaders at the corporate and subsidiary levels, we identify five key HR roles-namely, strategic business partner, guardian of culture, builder of global workforce and capabilities, champion of processes, and facilitator of employee development. The analysis also highlights that the HR function in Indian IT service MNCs faces several challenges in consolidating the early gains of internationalization, such as lack of decentralized decision making, developing a global mind-set, localization of the workforce, and developing a global leadership pipeline. Based on our exploratory findings, we propose a framework outlining the global HR roles pursued by emerging IT services MNCs, the factors influencing them, and the challenges facing their HR function for future research.Griffith Business School, Dept of Employment Relations and Human ResourcesFull Tex
Establishing HR professionals’ influence and credibility : lessons from the capital markets and investment banking sector.

Through two separate studies involving 47 interviews inside 22 institutions in the capital markets and investment banking sector, we explore the levels of influence and sources of credibility for senior HR professionals, and examine the challenges they face in establishing credibility. We compare these findings against previous research, which has identified several determinants of HR’s influence and credibility. Our findings confirm that HR’s modest influence is contingent on the predispositions and convictions of key stakeholders, notably the CEO, but also depends on the decision being taken. We find that the basis for senior HR professionals’ credibility is more individual than institutional, and that HR professionals and senior business managers differ in the priorities they assign to credibility determinants. Finally, the studies illuminate an enduring inherent tension for HR in establishing credibility, between servicing their internal clients’ needs and retaining a level of independence. We reflect upon the transient nature of HR credibility in this sector and others
The impact of work-family programs on the relationship between gender diversity and performance

Work–family programs signal an employer's perspective on gender diversity to employees, and can influence whether the effects of diversity on performance are positive or negative. This article tests the interactive effects of nonmanagement gender diversity and work–family programs on productivity, and management gender diversity and work–family programs on financial performance. The predictions were tested in 198 Australian publicly listed organizations using primary (survey) and secondary (publicly available) data based on a two-year time lag between diversity and performance. The findings indicate that nonmanagement gender diversity leads to higher productivity in organizations with many work–family programs, and management gender diversity leads to lower financial performance in organizations with few work–family programs. The results suggest different business cases at nonmanagement and management levels for the adoption of work–family programs in gender-diverse organizations
Orientation Training and Job Satisfaction: A Sector and Gender Analysis

Using data from the British Household Panel Survey (BHPS), we investigate how various types of job training impact upon employees' job satisfaction and its domains. We find that orientation training exerts a significant positive effect on newcomer male employees' job satisfaction in both the private and public sectors, but it increases the job satisfaction of newcomer female employees only in the public sector. Other types of job training have only a weak effect on job satisfaction. We attribute the predominance of orientation training as a strong predictor of job satisfaction to its important function of facilitating the workplace socialization of new employees by reducing the uncertainty about aspects of the job that are not always easily contractible
The micro-dynamics of intraorganizational and individual behavior and their role in organizational ambidexterity boundaries

Stokes, P., Moore, N., Moss, D., Mathews, M., Smith, S. M., & Liu, Y. The micro-dynamics of intraorganizational and individual behavior and their role in organizational ambidexterity boundaries. Human Resource Management, vol issue ©2015 Wiley Periodicals Inc., A Wiley Company. Please note this is the pre-print version.Organizational ambidexterity has emerged as a valuable contemporary lens on organizational design and action, examining the dynamic relationships between exploitative (extant) and explorative (evolving) resources within organizational contexts and environments. This article analyzes the literature pertaining to ambidexterity and underlines a number of recurrent preoccupations including definition of\ud
the nature, characteristics, and normative boundaries of organizational ambidexterity;\ud
a predilection toward considering interfirm/unit comparisons of large-scale corporate\ud
organizations; and a concentration on the significance of the managerialistic role of the senior management team’s disposition and action-orientations
"You can't do both - something will give" : limitations of the targets culture in managing UK healthcare workforces.

Based on a three-year ethnographic study of four UK National Health Service (NHS) organizations, we explore the everyday cultural experience of managing clinical and administrative workforces. Although NHS organizations claim to function as enlightened HRM employers, we argue that the inflexible application of metrics-based target systems to clinical and administrative tasks, including HRM operations, can result in dysfunctional outcomes for patient care and workforce morale. Reminiscent of the recent Mid Staffordshire health care scandal, the priorities attached to NHS personnel meeting the demands of performance management systems can prove incompatible with them also meeting the fundamental “human” needs of patients. The everyday experience of health care organization becomes one of employees reconciling competing logics of business efficiency and integrity of care. Trapped metaphorically between shrinking resources and expanding targets, the inclination—on the frontline and at mid-management level—is to extend the integrity of care, although this is sometimes impossible and can prove problematic in terms of system accountability. In response to such organizational tensions the behavior of many frontline and mid-management staffs ultimately reflects a form of “street-level bureaucracy”—a situation in which traditional professional norms are reasserted informally in ways that often transgress prescribed performance systems
Organizational Ambidexterity and the Hybrid Middle Manager: The Case of Patient Safety in UK Hospitals

© 2015 Wiley Periodicals, Inc. This article focuses on knowledge management in UK hospitals as an area in which organizational ambidexterity (OA) is a necessary condition. In contrast to much of the literature on OA that looks at senior managers, we focus on the role of "hybrid" middle managers, professional workers who hold managerial responsibilities, in ensuring that the quality of care delivered is at an optimum "safe" level for patients. We examine the influence of prevailing tensions and competing agendas characteristic of a professionalized, public-sector context upon knowledge exploitation and exploration at the middle levels of the organization. Our study investigates how these tensions are experienced and reconciled at the individual level. We examine the contextual and personal circumstances that enable hybrid middle managers to forge workable compromises between exploration and exploitation to facilitate OA. We find that this process is contingent on professional legitimacy, social capital, and a holistic professional orientation. This has wider implications for human resource practice to support the discretion and motivation of hybrid middle managers to facilitate OA for enduring performance and advancement of best practice
When Feedback Interventions Backfire: Why Higher Performance Feedback May Result in Lower Self-Perceived Competence and Satisfaction with Performance

In relative performance evaluation systems, appraisers may choose to adopt stricter or laxer evaluation criteria. When laxer (vs. stricter) criteria are used, higher absolute performance evaluations become easier (vs. harder) to achieve. Thus, each appraisee's absolute performance feedback and the mean of the distribution of absolute performance feedback are shifted upward (vs. downward). Yet, relative performance remains constant. When evaluation outcomes depend solely on relative performance, can the adoption of laxer (vs. stricter) criteria-leading to higher absolute performance feedback but no change in relative performance-influence appraisees' satisfaction with performance? Despite the ubiquity of such systems in organizations, research has not addressed this question. This article points to an important gap between practitioners' beliefs and research findings. We show that while most appraisers believe that higher absolute performance feedback will automatically result in more satisfaction with performance, the opposite may also happen. Specifically, we find that appraisees with a stronger (vs. weaker) chronic or contextual need to engage in social comparison are more satisfied with lower (vs. higher) absolute performance feedback. Overall, we demonstrate why and how feedback interventions in relative performance evaluation systems may backfire, and suggest a set of practical guidelines for maximizing appraisees' satisfaction with performance in such systems
What do you think of my ink? Assessing the effects of body art on employment chances

Using mixed design analysis of variance, this paper examines the effect of body art on job applicant hireability ratings. It employs the literatures on the social psychologies of stigma and prejudice, as well as aesthetic labor, to frame the argument. The results indicate that photos of tattooed and pierced job applicants result in lower hireability ratings compared to the control faces. The negative effect of body art on employment chances is, however, reduced for job applicants seeking non customer facing roles. In customer facing roles, the tattoo is associated with lower hireability ratings than the piercing. The results suggest that visible body art can potentially be a real impediment to employment
Is perceived creativity-reward contingency good for creativity? The role of challenge and threat appraisals.

To address the complex effect of perceived reward for creativity on creative performance, we examined the role of cognitive appraisal as an individual difference variable. An individual's appraisal of reward for creativity, including challenge appraisal (perceived potential for recognition, growth, or mastery) and threat appraisal (perceived potential for revealing incompetence and damaging self-respect), is hypothesized to shape the effects of perceived reward for creativity. We further expect creativity-related intrinsic motivation to play a mediating role in the perceived reward-creativity relationship. The results of a three-wave field study showed that when challenge appraisal was high, perceived reward was positively related to creative performance through creativity-related intrinsic motivation, whereas when threat appraisal was high, perceived reward was negatively related to creative performance through creativity-related intrinsic motivation. A similar analysis showed that intrinsic task motivation was not able to channel the moderating effect of perceived reward and individual appraisal on creative performance
Perceptions of high involvement work practices, person-organization fit and burnout: \ud
a time lagged study of health care employees

Previous research demonstrates that high involvement work practices (HIWPs) may be\ud
associated with burnout (emotional exhaustion and depersonalization); however, to date, the\ud
process through which HIWPs influence burnout is not clear. This article examined the impact\ud
of HIWPs on long term burnout (emotional exhaustion and depersonalization) by considering the\ud
mediating role of person-organization fit (P-O fit) in this relationship. The study used a time\ud
lagged design and was conducted in a Canadian general hospital amongst health care personnel.\ud
Findings from structural equation modeling (N = 185) revealed that perceived HIWPs were\ud
positively associated with P-O fit. There was no direct effect of HIWPs on burnout; rather, P-O\ud
fit fully mediated the relationship between employee perceptions of HIWPs and burnout. This\ud
study fills a void in the HR and burnout literature by demonstrating the role that P-O fit has in\ud
explaining how HIWPs alleviates emotional exhaustion and depersonalization
Flexible Working, Individual Performance, and Employee Attitudes: Comparing Formal and Informal Arrangements

In the context of a wider trend to individualize HRM, this paper examines the relationship between flexible working arrangements and individual performance. Drawing on a range of theories, it examines potential indirect effects on employee performance via job satisfaction and organizational commitment and analyses whether these relationships vary according to whether the arrangement was set up through a formal process, or negotiated informally between the employee and their line manager. Extant research has tended to focus on formal arrangements, however, informal arrangements are widespread and may better accommodate work-life preferences, thereby potentially fostering more positive attitudes from employees. Survey data from 2617 employees in four large organizations with well-established flexible working policies are analysed. Results from structural equation models show average positive indirect effects from informal, but also negative direct effects, from formal flexible working. When two forms of flexible working amenable to being set up by both formal and informal means are examined separately: formal arrangements for flexibility over working hours are found to be negatively associated with performance, but also a source of greater job satisfaction; informal remote working arrangements have positive indirect effects via organizational commitment and job satisfaction on worker performance
Are High Performance Work Practices (HPWPs) enabling or disabling? Exploring the relationship between selected HPWPs and work-related disability disadvantage

We develop the organizational characteristics element of Stone and Colella’s (1996) framework by drawing on the Ability-Motivation-Opportunity (AMO) model to assess the relationship between High Performance Work Practices (HPWPs) and work-related disability disadvantage. We develop competing ‘enabling’ and ‘disabling’ hypotheses concerning the influence of selected HPWPs (competency testing, performance appraisal, individual performance-related pay, teamworking and functional flexibility) on disabled relative to nondisabled employees. An empirical assessment of these competing hypotheses using matched employer-employee data from the nationally representative British Workplace Employment Relations Study 2011 reveals a negative relationship between these HPWPs when used in combination and the proportion of disabled employees at the workplace, although this relationship disappears in workplaces with a wide range of disability equality practices. Although disabled employees report lower work-related well-being than their non-disabled counterparts we find limited evidence that this is associated with the presence of HPWPs
Inverse heat conduction problems by using particular solutions

Based on the method of fundamental solutions, we develop in this paper a new computational method to solve two-dimensional transient heat conduction inverse problems. The main idea is to use particular solutions as radial basis functions (PSRBF) for approximation of the solutions to the inverse heat conduction problems. The heat conduction equations are first analyzed in the Laplace transformed domain and the Durbin inversion method is then used to determine the solutions in the time domain. Least-square and singular value decomposition (SVD) techniques are adopted to solve the ill-conditioned linear system of algebraic equations obtained from the proposed PSRBF method. To demonstrate the effectiveness and simplicity of this approach, several numerical examples are given with satisfactory accuracy and stability
Numerical Analysis of the Effects of Selected Geometrical\ud
Parameters and Fluid Properties on MHD Natural Convection\ud
Flow in an Inclined Elliptic Porous Enclosure with\ud
Localized Heating

Magnetohydrodynamic (MHD) natural convection flow and associated heat\ud
convection in an oriented elliptic enclosure has been investigated with numerical\ud
simulations. A magnetic field was applied to the cylindrical wall of the configuration,\ud
the top and bottom walls of the enclosure were circumferentially cooled and\ud
heated, respectively, while the extreme ends along the cross-section of the elliptic\ud
duct were considered adiabatic. The full governing equations in terms of continuity,\ud
momentum, and energy transport were transformed into nondimensional form\ud
and solved numerically using finite difference method adopting Gauss–Seidel iteration\ud
technique. The selected geometrical parameters and flow properties considered\ud
for the study were eccentricity (0, 0.2, 0.4, 0.6, and 0.8), angle of inclination (0°,\ud
30°, 60°, and 90°), Hartmann number (0, 25, and 50), Grashof number (104, 105,\ud
and 106), and Darcy number (10−3, 10−4, and 10−5). The Prandtl number was held\ud
constant at 0.7. Numerical results were presented by velocity distributions as well as\ud
heat transfer characteristics in terms of local and average Nusselt numbers (i.e., rate\ud
of heat transfer). The optimum heat transfer rate was attained at e value of 0.8. Also,\ud
the heat transfer rate increased significantly between the angles of inclination 58°\ud
and 90°. In addition, Hartmann number increased with decreased heat transfer rate\ud
and flow circulation. A strong flow circulation (in terms of velocity distribution) was\ud
observed with increased Grashof and Darcy numbers. The combination of the geometric\ud
and fluid properties thereforHeat Trans Asian Res, 00(0): 1–33, 2016; Published online in Wiley Online Library\ud
(wileyonlinelibrary.com/journal/htj). DOI 10.1002/htj.21211e can be used to regulate the circulation and heat\ud
transfer characteristics of the flow in the enclosure. C⃝ 2016 Wiley Periodicals, Inc
TP53 and ovarian cancer

Ovarian cancer represents the fourth most frequent type of cancer among females and is the leading cause of death from gynecological cancer in the western world. This review describes gene alterations in ovarian cancer. Specific emphasis is placed on genetic alterations and the prevalence of TP53 (p53) gene alterations in the distinct biological ovarian tumors (benign, borderline, and malignant) and histological subtypes (serous, mucinous, endometrioid, clear cell), as well as in BRCA1-associated hereditary ovarian cancer. Although multi-modality treatment regimens, including cytoreductive surgery and cisplatin- containing combination chemotherapy, have usefully prolonged survival, the overall cure rate of the disease has not changed dramatically. Ovarian cancer is difficult to eradicate completely by surgery and many patients have only a partial response to postoperative chemotherapy and/or many will develop chemotherapy resistance. All these important factors contribute to the poor prognosis of ovarian cancer patients. In this review, the putative prognostic or predictive value of TP53 in ovarian cancer is addressed
Mutational spectrum of the succinate semialdehyde dehydrogenase (ALDH5A1) gene and functional analysis of 27 novel disease-causing mutations in patients with SSADH deficiency

Succinate semialdehyde dehydrogenase (SSADH; ALlDH5A1) deficiency, a rare metabolic disorder that disrupts the normal degradation of GABA, gives rise to a highly heterogeneous neurological phenotype ranging from mild to very severe. The nature of the mutation has so far been reported in patients from six families world wide and eight different mutations were described. Here we report the mutational spectrum in 48 additional unrelated families of different geographic origin. We detected 27 novel mutations at the cDNA level, of which 26 could be attributed to changes at the genomic level. Furthermore, six mutations were detected that did not strongly affect SSADH activity when expressed in HEK 293 cells and are considered nonpathogenic allelic variants. Twenty of the mutations were only found in one family. The spectrum of disease-causing mutations from all patients sequenced thus far consists of 25 point mutations, four small insertions, and five small deletions. Seven of these mutations affect splice junctions, seven are nonsense mutations, and 12 are missense mutations. Although there were no mutational hotspots or prevalent mutations responsible for a significant number of cases, 14 out of 37 (38%) of the missense alleles were present in exon 4 or 5. With one exception, the missense mutations we consider to be causative of SSADH deficiency reduced the SSADH activity to less than 5% of the normal activity in our in vitro expression system. This indicates that residual expression is not likely to be an important factor contributing to the large phenotypic differences observed among different families and even among siblings, suggesting that other modifying factors are of great importance in disease pathology. (C) 2003 Wiley,Liss, Inc