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1.
VALERIA GUARNEROS‐MEZA 《International journal of urban and regional research》2009,33(2):463-482
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Martijn van den Hurk Matti Siemiatycki 《International journal of urban and regional research》2018,42(4):704-722
Governments are increasingly using public–private partnerships (PPPs) to deliver public infrastructures and facilities. The prime motivation to embark on these partnerships is often to deliver products and services on time and on budget. It is generally assumed that by transferring project risks and responsibilities to private‐sector actors, governments can achieve better value for money. This article provides a novel perspective on the standards applied in PPP endeavors as it examines the tensions between the public management rationale behind value for money on the one hand, and conceptions of design and city building on the other. We focus on planning practice in the Canadian province of Ontario to show that governments apply different understandings of value in PPPs which, in turn, affect the way the design process is run. Architects, who are used to playing the role of master builder in a traditional public infrastructure project, are shifted into a less influential position and struggle with their new role. Furthermore, a different set of priorities applies in the new procurement process. The increasing use of PPPs can thus have significant consequences for city building. 相似文献
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Employees' social media use in the workplace has become a common phenomenon. Thriving at work is a positive psychological state, and conventional wisdom and preliminary research on thriving at work indicate the benefits of thriving for both employees and organizations. However, few studies have linked social media use and employees' sense of thriving. Based on the socially embedded model of thriving at work, this paper explores the relationship between social media use and thriving at work, as well as the mediating role of knowledge sharing and the moderating role of locus of control. Mplus is used to analyze the data of 397 Chinese employees collected at two time points; the results show a significant positive impact of social-related social media use on thriving at work. However, work-related social media use was found to have no effect on thriving at work, though knowledge sharing mediates the relationship between social media use and thriving at work. In addition, locus of control moderates the relationship between work-related social media use and thriving at work. 相似文献
4.
Yu Zhou;Guoyang Zheng;Guangjian Liu;Zhipeng Zhang; 《Asia Pacific Journal of Human Resources》2024,62(1):e12365
Studies on how high-performance work systems (HPWS) enhance employee creativity are primarily based on relationship- and motivation-related theories, while some scholars have argued that HPWS may promote performance at the expense of employee well-being. Based primarily on a social embeddedness framework of thriving, this study introduces the human dimension of the sustainability perspective and investigates the indirect effect of HPWS on creativity through evidence of employees' thriving at work. We further explore the moderating role of temporal leadership in the relationship between HPWS and thriving. Hypotheses are tested using multi-wave, multi-source data from 235 employees and their direct supervisors. The contribution of this study lies in explaining how employee creativity is triggered by HPWS and how temporal leadership complements HPWS. 相似文献
5.
Rooted in the notion of inclusive capitalism, the Bottom‐of‐the‐Pyramid (BoP) approach argues for the simultaneous pursuit of profit and social welfare by creating markets for the poor. This idea has been both celebrated and criticized in the literature. We do neither in this paper. Instead, by leveraging insights from Amartya Sen's work on capability development and the literature on social capital, we offer a more socially embedded and community‐centric BoP approach. By redefining poverty not just as a lack of income, but also as a lack of ‘capabilities’ in Sen's sense that can be developed through leveraging social capital, we offer a systemic framework for understanding the societal impact of business‐driven ventures in the BoP and empowering BoP communities through these ventures. Specifically, we argue that any business initiative in the BoP ought to be evaluated on the basis of whether it advances capability transfer and retention by (a) enhancing the social capital between a particular community and other more resource rich networks, and (b) preserving the existing social capital in the community. 相似文献
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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. While disabled employees report lower work‐related well‐being than their nondisabled counterparts, we find limited evidence that this is associated with the presence of HPWPs. 相似文献
8.
Social media are becoming widely adopted by organisations to encourage collaboration and communication. We seek to understand how social media can enhance employee voice and employees' willingness to engage in constructive dialogue with both colleagues and managers. By drawing on literature on employee voice, signalling theory and personal control to analyse qualitative data from research into three strategic business units in a major global telecommunications corporation, we find that (a) employee perceptions of personal control and autonomy influence whether and how employees' exercise voice through social media, and (b) these perceptions vary according to different organisational/field‐level contexts evident in the corporation. 相似文献
9.
Lina Olsson 《International journal of urban and regional research》2018,42(4):633-650
In Sweden, local governments’ practice of the ‘municipal land instrument’—that is, the use of public land ownership as a tool for facilitating urban development—has a long tradition. In the post‐war era, public land ownership constituted an important component of state‐led housing production, which had both a productive and a redistributive purpose. Departing from a political economy perspective, this article demonstrates how the redistributive aspect of the municipal land instrument has been dissolved under neoliberalization, and discusses why the use of this instrument is problematic from both a democratic and ethical point of view. Based on a case study in Helsingborg, the article argues that, in using public land to leverage private investment in urban development, local decision makers adopt an interest in supporting rent extraction from tenants and housing owners, while subsidizing investment costs for developers. The dual role that municipalities assume as landowner‐developers and planning authorities enable them to facilitate urban development effectively, but it is also problematic because it transgresses the public–private law divide inherent to Swedish law. Assuming this dual role, municipalities place themselves in a biased position that risks undermining the legitimacy of governmental actions in general, and the planning system in particular. 相似文献
10.
Howard Garland Jane Giacobbe J. Lawrence French 《Employee Responsibilities and Rights Journal》1989,2(1):49-59
A large sample (N=692) of undergraduate business majors were surveyed in order to assess their attitudes toward 54 different employer activities that might impact on employee rights in the workplace. Demographic and lifestyle measures as well as one personality variable, authoritarianism, were also included in the survey. A factor analysis on attitudes toward employer activities revealed three distinct factors, which we labeled private, polydrug (i.e., polygraphs and drug tests), and normative activities. Mean levels of agreement with employer actions were highest for normative and lowest for private activities, with polydrug activities falling in between. All mean differences were highly significant. Authoritarianism proved to be the strongest predictor of attitudes toward both private and polydrug activities. 相似文献
11.
Thomas W. Dillon Arthur J. Hamilton Daphyne S. Thomas Mark L. Usry 《Employee Responsibilities and Rights Journal》2008,20(2):119-139
Employers today are faced with the task of managing workplace privacy, dealing with potential litigation, preserving the confidentiality of company information while protecting the rights of the employee. Since September 11, 2001, employers have faced new challenges including the implementation of new laws and the development of more sophisticated technology. As a result, workplace policies dealing with privacy must be clearly and effectively communicated to all affected workers. The objective of this survey research project was to measure the general public’s attitudes and perceptions of the communication of work place privacy policies. An emphasis was placed on the collection of real world data from multiple business and organizational environments, as opposed to data obtained in a controlled experimental setting. 相似文献
12.
In this article, we broaden the focus of existing research on employee stock purchase plans by analysing employee preferences for investing in employer stock as a construct distinct from actual investment behaviour. In our analysis of original survey data in a sample of 900 employees in four French companies, we find that employee preferences are influenced by two common cognitive heuristics (representativeness and familiarity), organisational commitment, the perceived quality of corporate communications about these plans and perceived managerial commitment to employee ownership. We did not find, however, that risk aversion, turnover intentions or perceived employee involvement in decision making influenced preferences for investing in employer stock. Our findings have both theoretical and practical implications for understanding and operating these types of employee benefit plans, which are becoming more common across the globe. 相似文献
13.
Sara Thorgren Joakim Wincent Charlotta Sirn 《Human Resource Development Quarterly》2013,24(4):469-492
The Dualistic Model of Passion has gained increasing attention in social psychology in the past decade. Besides defining passion as “a strong inclination or desire toward an activity that one likes, finds important, and in which one invests time and energy” (Vallerand et al., 2003, p. 757), it acknowledges two types of passion, harmonious and obsessive, which develop according to how individuals internalize an activity in their self‐concept. A growing body of empirical research, particularly in nonwork settings, has demonstrated that harmonious passion and obsessive passion have distinct outcomes. As such, this two‐dimensional passion construct may be particularly useful for developing a more comprehensive understanding of how individuals engage with work compared to the existing one‐dimensional constructs of job engagement used in organizational literature. The present study develops hypotheses and tests the direct effect of harmonious and obsessive passion with work satisfaction. It also aims to develop theory by connecting the dualistic passion approach with work–life conflict; in doing so, it tests how individuals' off‐task thoughts at work and on‐task thoughts off work may mediate this relationship. Using a quantitative survey, the hypotheses are tested on a random sample of individuals engaged in business start‐ups in Sweden. Whereas harmonious passion exhibits a direct effect with work satisfaction, obsessive passion exhibits an indirect effect through on‐task thoughts off work with work satisfaction. 相似文献
14.
This paper examines the role of person–environment (P–E) fit in encouraging longer working lives in a sample of Australian public servants. Study results are of interest to those involved in the development of effective HRM policy aimed at retention of older workers. A sample of 332 workers aged 40 and over, completed a questionnaire. Multivariate regression analyses were used to identify the most important predictors of intention to retire. Focus group interviews (n = 42) were also undertaken. Age and duration of service were strong, negative predictors of time to intended retirement. Work ability and Job satisfaction, two key elements in a P–E fit model, were important in identifying people who intended to retire within the next five years. HRM policy needs to take into account the complexity of retirement decisions and recognise that decision points exist and a one‐size‐fits‐all approach is unlike to be successful. 相似文献
15.
There is some debate whether job strain or working hours is more prominent in explaining work–family conflict. We tested a multi‐group structural equation model and the results suggested the model was equally applicable to academic and administrative staff employed at an Australian regional university. After controlling for demographic and work‐related factors the main predictors of work–family conflict were: job strain, total work hours, job satisfaction, employment as an academic and having dependent children. Social support was negatively related with work–family conflict but the association was not significant. Despite greater job control, academics reported greater job strain and work hours. The results suggest that strategies aimed at decreasing job strain and work hours may reduce the extent of work–family conflict. 相似文献
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Bernadine Van Gramberg Julian Teicher Anne O'Rourke 《International Journal of Human Resource Management》2013,24(16):2234-2252
Advances in information and communication technology are not only changing the way work is conducted but also influencing the development of human resource management (HRM) as a field of practice. In order to understand how HR managers are grappling with this issue we review the misuse of electronic communication in the workplace through the international literature and also recent court and tribunal cases in Australia. In particular, we consider the impact of new communication technologies in blurring of the boundaries between home and work and the way in which this is being dealt with by HR managers. In this paper we draw out the challenge of balancing the interests of employees and organisations, and outline the tension between HR as a strategic partner and employee champion. While not advancing a dystopian view, we argue that in many workplaces new surveillance technologies are being routinely utilised to increase employer control and that such low-trust practices are likely to be counterproductive and may undermine the profession of human resources management. 相似文献
18.
Peter Boxall Keith Macky Erling Rasmussen 《Asia Pacific Journal of Human Resources》2003,41(2):196-214
This study represents the most comprehensive survey to date of labour turnover and employee loyalty in New Zealand. The widely held view that the New Zealand worker has become more mobile in the contemporary labour market is shown to be somewhat simplistic. Instead, the picture is one of increasing employment stability as people get older and as they become better paid, lending support to the idea that there are identifiable developmental stages affecting the careers of both men and women. In terms of the reasons for employee turnover, the study demonstrates that motivation for job change is multidimensional: no one factor will explain it. While interesting work is the strongest attractor and retainer in the labour market, the results also show that there is a strong employee expectation that management should make personnel decisions based on merit, demonstrate that extrinsic rewards (such as pay, promotion and security) play a role in both employee retention and turnover, lend support to the idea that there is growing concern with work‐life balance, and underline the retention value of good relationships with co‐workers and supervisors. The results demonstrate that employee turnover is not riskless for individuals: some benefit a lot (for example, in finding worthwhile promotion), while others do badly out of it. The study offers suggestions for improving retention in firms with dysfunctional employee turnover. 相似文献
19.
Aristides I. Ferreira Luis F. Martinez 《International Journal of Human Resource Management》2013,24(20):4380-4390
This research aims to study the possible relation between presenteeism and burnout in the public and private education sector. Presenteeism – a groundbreaking concept in organizational behaviour literature – refers to productivity losses that occur when employees come to work but under-perform due to physical and psychological causes. Next, we further clarified the burnout criterion with three groups of predictors: personal, contextual and presenteeism. Results from a sample of 281 elementary school teachers from private and public institutions revealed that personal and contextual characteristics as well as presenteeism were predictive of teacher burnout. We also found that public school teachers exhibited higher levels of both presenteeism and burnout. Finally, the implications of these results are discussed and directions for future research in the field are provided. 相似文献
20.
Kaifeng Jiang Ying Hong Patrick F. McKay Derek R. Avery David C. Wilson Sabrina D. Volpone 《人力资源管理》2015,54(1):1-21
The present study utilized sexual harassment, organizational climate, and engagement theories to articulate a process model of how perceived anti–sexual harassment practices and sexual harassment incidents relate to affective commitment and intentions to stay. The authors hypothesized that perceived anti–sexual harassment practices and sexual harassment incidents would relate to employee engagement, both directly and indirectly through psychological distress. Moreover, psychological distress and employee engagement were hypothesized to mediate the relationships of perceived anti–sexual harassment practices and sexual harassment incidents with affective commitment and intentions to stay. Study findings supported these hypotheses within two subsamples of female (N = 3,283 and 3,207) and male (N = 3,460 and 3,300) military personnel. © 2014 Wiley Periodicals, Inc. 相似文献