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1.
Guillaume Dumont 《Consumption Markets & Culture》2013,16(6):515-531
ABSTRACTReputation has become a highly valuable commodity in multiple labor markets such as sports, the arts, academia, knowledge work and fashion modelling. While reputation has always played a key role in orienting the decision-making process, what has gained increasing importance are the efforts deployed by a growing number of people to create, develop and manage their individual reputation. Building on a two-year ethnographic study with high profile professional rock climbers, this article analyzes the labor of creating and managing individual reputation. The argument follows that reputational labor revolves around the strategic convergence of work activities enabling the assemblage of concrete and tangible things subtly selected and articulated. The output of this labor, the reputation, is intelligible but has practical implications on everyday work and life that need to be acknowledged and coordinated in order to perform work effectively. Finally, I suggest an operational definition of reputational labor with the aim of providing a framework for analyzing the work tasks involved in reputation building, both directly and indirectly, while acknowledging the role of the context in this process. 相似文献
2.
Cultural Values,Economic Growth
and Development 总被引:1,自引:1,他引:0
Symphorien Ntibagirirwa 《Journal of Business Ethics》2009,84(3):297-311
This empirical study investigates the effects of nine ethical climate types (self-interest, company profit, efficiency, friendship,
team interest, social responsibility, personal morality, company rules and procedures, and lastly laws and professional codes)
on employee work satisfaction. The ethical climate typology developed by Victor and Cullen (in W. C. Frederick (ed.) Research in Corporate Social Performance and Policy, 1987; Administrative Science Quarterly
33, 101–125, 1988) is tested on a sample of staff and managers from 62 different telecommunication firms in Turkey. The results
obtained from the 1174 usable questionnaires confirm the existence of nine different ethical climate types observed in western
cultures in the present sample context, which is a developing Muslim country. Regarding the effects of ethical climatic factors
on employee work satisfaction, self-interest climate type appears to negatively influence work satisfaction, whereas team
interest, social responsibility and law and professional codes climate types are found to have positive impacts. Managerial
and further research implications of the findings are discussed. 相似文献
3.
This research explores the relationship between work context and professional ethics. Specifically, we analyze through an
online survey of professional accountants the degree to which changing work conditions have altered individual accountants’
commitment to the core professional value of auditor independence. We argue that certain changes in the condition of work
have made some categories of accountants more susceptible to the logic of commercialism rather than the logic of professionalism.
We find general support for this argument. We observe that accountants working outside of public accounting have a higher
commitment to independence than do accountants working in the context of public accounting firms. We further observe that
accountants in large international accounting firms (i.e. the “Big Four”) report lower commitment to auditor independence
than do others in public accounting. And we observe that older accountants report stronger commitment to auditor independence.
One finding, however, contradicts our general thesis. We find that commitment to one’s client does not necessarily result
in a loss of commitment to the core professional value of independence. We conclude that changes in the context of work have
contributed to the demise of ethics among professional accountants and suggest that further research be done to elaborate
the relationship between client commitment and independence commitment. 相似文献
4.
In the context of change to the “new modernity” described in Beck’s work, companies develop management modes and methods that
focus more and more on individuals. Constitutive of the individualization process, human resources practices have become ambivalent
as the process itself. This contribution examines how a managerial and organizational innovation as telework contributes to
the process of individualization, and the paradoxes it addresses to management. At the interface of the social and the technical,
teleworking appears as a flexible arrangement, meeting employees’ and employer’s demands – which is a characteristic of the
process of individualization – by simultaneously fragmenting collectivity, exposing individuals to social risk, and producing
exclusion. The authors focus on two consecutive paradoxes of such individualized managerial practices: the individual–collective
dilemma and the autonomy–control paradox. Finally, the paper reveals HRM as a new institution of individualization in a world
where regulation functions are more and more transferred to individuals themselves. 相似文献
5.
We studies the relationship between organizational trust and work performance through questionnaire method. By establishing
six nested models and two non-nested models and comparing them with the hypotheses model, we find that an employee’s trust
in his/her immediate superior, co-workers, and the top manager all exert positive influences upon his/her work performance
and these influences are independent and supplementary to one another. We also discuss the complex effects of an individual’s
perception of different organizational members upon their behaviors. It is found that the influence of an employee’s trust
in top manager upon individuals’ job performance is partially mediated by his/her trust in immediate superiors.
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Translated from Xinli Xuebao 心理学报 (Acta Psychological Sinica), 2006, 38(5): 770–777 相似文献
6.
The paper highlights the dependence of the level of organizational trust on work ethic and aims to show that development of
trust in organizations can be␣stimulated by raising the level of work ethic with organizational practices. Based on the framework
by Kanungo, R. N. and A. M. Jaeger (1990, ‘Introduction: The Need for Indigenous Management In Developing Countries’, in A.
M. Jaeger and R. N. Kanungo (eds.), Management in Developing Countries (Routledge, London), pp. 1–23), historical–cultural analysis of the Lithuanian context is carried out. The country is chosen
as an example of a post-socialist context where work ethic and trust in the society tended to be rather low. The authors discuss
organizational practices, particularly the ones related to people management, which can facilitate development of work ethic,
and thus, trust in organizations operating in a post-socialist context. The importance of a processual approach to the development
of organizational trust and the ethical content of organizational practices, which are aimed at developing organizational
trust is highlighted. Directions for further research are indicated. 相似文献
7.
《Journal of Teaching in International Business》2013,24(1-2):143-159
Abstract As business relationships become increasingly global in nature, a new methodology for understanding the approach to work in various nations is needed. When involved in business dealings with international partners, it is crucial that the modern businessperson understand and empathize with the culture of the company with which he or she is working. The author demonstrates a new methodology which allows comparison and categorization of nations by calculating a new metric called the Work Culture Score for each nation. This metric allows mathematical comparison between business attitudes in various cultures. It incorporates the average annual hours, percentage of overtime, worker productivity, and attitudes toward work and leisure of a culture into a single, meaningful value. This study applies the newly developed metric to fourteen developed nations. 相似文献
8.
Ruth Yeoman 《Journal of Business Ethics》2014,125(2):235-251
In liberal political theory, meaningful work is conceptualised as a preference in the market. Although this strategy avoids transgressing liberal neutrality, the subsequent constraint upon state intervention aimed at promoting the social and economic conditions for widespread meaningful work is normatively unsatisfactory. Instead, meaningful work can be understood to be a fundamental human need, which all persons require in order to satisfy their inescapable interests in freedom, autonomy, and dignity. To overcome the inadequate treatment of meaningful work by liberal political theory, I situate the good of meaningful work within a liberal perfectionist framework, from which standpoint I develop a normative justification for making meaningful work the object of political action. To understand the content of meaningful work, I make use of Susan Wolf’s distinct value of meaningfulness, in which she brings together the dimensions of objectivity and subjectivity into the ‘bipartite value’ of meaningfulness (BVM) (Wolf, Meaning in life and why it matters, 2010). However, in order to be able to incorporate the BVM into our lives, we must become valuers, that is, co-creators of values and meanings. This demands that we acquire the relevant capabilities and status as co-authorities in the realm of value. I conclude that meaningful work is of first importance because it is a fundamental human need, and that society ought to be arranged to allow as many people as possible to experience their work as meaningful through the development of the relevant capabilities. 相似文献
9.
This research examines how the fit between employees moral development and the ethical work climate of their organization
affects employee attitudes. Person–organization fit was assessed by matching individuals' level of cognitive moral development
with the ethical climate of their organization. The influence of P–O fit on employee attitudes was assessed using a sample
of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational
ethics is related to higher levels of commitment and job satisfaction and lower levels of turnover intent. Ethical P–O fit
was related to higher levels of affective commitment across all three ethical climate types. Job satisfaction was only associated
with ethical P–O fit for one of the three P–O fit variables and turnover intentions were significantly associated with two
of the ethical P–O fit variables. The most consistent effect was found for the Conventional – Caring fit variable, which was
significantly related to all three attitudes assessed. The weakest effect was found for the Preconventional – Instrumental
fit variable, which was only predictive of affective commitment. The pattern of findings and implications for practice and
future research are discussed. 相似文献
10.
Business and Social Reputation: Exploring the Concept and Main Dimensions of Corporate Reputation 总被引:3,自引:0,他引:3
Gregorio Martín de Castro José Emilio Navas López Pedro López Sáez 《Journal of Business Ethics》2006,63(4):361-370
Different theoretical approaches highlight the growing relevance of corporate reputation as strategic factor. Among these
approaches the arguments of the Resource-Based View are special worthwhile (Grant, 1991, California Management Review 33(3), 114–135; Barney, 1999, Sloan Management Review Spring, 137–145). Nevertheless, this topic poses several methodological problems (Barney et al., 2001), as the unavailability
to identify and measure this organizational factor, that is “socially complex” and intangible in its nature. In this work,
using the findings of our empirical research on Spanish biotechnology firms, we carry out an identification and measurement
of corporate reputation, highlighting its two key components: “business reputation” and “social reputation”.
Dr. Gregorio Martín de Castro is Assistant Professor at the Business Administration Department in Universidad Complutense
de Madrid (Spain). He has several years of research experience at CIC Spanish Knowledge Society Research Centre, he holds
an Expert Diploma in Intellectual Capital and Knowledge Management from INSEAD (France), and he was a Post-Doctoral Research
Fellow at Harvard University during 2004–2005. He is author and co-author of several papers concerning Resource-Based View,
Intellectual Capital and Knowledge Management.
Dr. José Emilio Navas López is Professor and Head of the Business Administration Department in Universidad Complutense de
Madrid (Spain). He is author and co-author of several books and papers concerning Technology Management, Strategy and Knowledge
Management. He has held the first Knowledge Management Chair in Spain at I.U. Euroforum Escorial.
Dr. Pedro López Sáez is Assistant Professor at the Business Administration Department in Universidad Complutense de Madrid
(Spain) and he was a Research Fellow at Harvard University during 2004–2005. He has several years of research experience at
CIC Spanish Knowledge Society Research Centre and he is author and co-author of several papers concerning Resource-Based View,
Intellectual Capital and Knowledge Management. 相似文献
11.
Current Ethical Issues in Polish HRM 总被引:1,自引:0,他引:1
Leo V. Ryan 《Journal of Business Ethics》2006,66(2-3):273-290
Contemporary HRM was introduced into Poland by the arrival of international corporations with their professional systems of
Human Resource Management, which emphasizes ethical personnel management. This research is based on data collected from a
questionnaire and interview of 40 women and men professional graduates of the 2004 Weekend MBA Program at Poznan University
of Economics eliciting their perceptions of ethical issues in Polish HRM. The present Polish economic situation, with 19%
unemployment, precipitates many ethical challenges. The questionnaire and interviews resulted in 217 observations and specific
examples of ethical HRM issues. Examples fall in two broad categories and five specific Human Resource areas. The broad external
categories are: (1) History and cultural attitudes and (2) Exploitation of the current unemployment situation. Historical
and cultural attitudes influence attitudes toward work; company discipline; property and ownership; law and social expectations
at work. The history of personnel departments in Socialistic Poland explains many of these attitudes. The five specific categories
are: (1) Ethical issues in recruitment; (2) Ethical issues in hiring (Discrimination issues); (3) Ethical issues in performance
appraisals and promotions; (4) Abuse of authority (including sexual harassment), and (5) “Mobbing”. Ethical issues in these
categories include correlation with appropriate Polish Labor and Penal Laws. This research reveals some HRM ethical challenges
unique to Polish HRM. The research emphasizes professional HRM and ethical expectations, which are now being recognized and
accepted as a strategic component of Polish management
Brother Leo V. Ryan, CSV is Professor of Management – Emeritus and former Dean, College of Commerce, De Paul University. He
is a Fellow, St. Edmund’s College, Cambridge, holds honorary degrees from Seton Hall University and Illinois Benedictine University
and was a Fulbright Professor in Poland (1993–1995). He is past president, Society for Business Ethics. He is co-author or
co-editor of Human Action in Business (1996); Etyka Biznesu (1997); From Autarcy to Market – Polish Economics and Politics
(1998); Students Focus on Ethics (2000); Praxiology and Pragmatism (2002) and Poland: A Transformational Analysis (2003).
He has been an annual Visiting Professor, Poznan University of Economics, Poznan, Poland since November 1999. 相似文献
12.
A survey of 316 participants from Chinese enterprises indicated that the level of their work values was more likely in line
with increasing age and education, and associated with employment position and gender. The older the employees, the higher
the work values they perceive. The higher the education one receives, the higher the work values he or she counts. Managers
rate higher work values than the employees do, and male employees show higher work value perceptions than do those of females.
The results of the study suggest that the employees’ age, education, position and gender are important antecedents of work
values, and these demographic effects can be a good revelation to enterprise management in both theory and practice. 相似文献
13.
《Business Horizons》2017,60(2):197-205
The benefits provided by employment and identified with a specific employing company are referred to as employer branding. We argue that when employees use IT to share and access work-related experiences openly across organizations, their expectations and assessments of workplaces change. We collected 38,000 reviews of the highest and lowest ranked employers on Glassdoor, an online crowdsourced employer branding platform. Using IBM Watson to analyze the data, we identify seven employer branding value propositions that current, former, and potential employees care about when they collectively evaluate employers. These propositions include (1) social elements of work, (2) interesting and challenging work tasks, (3) the extent to which skills can be applied in meaningful ways, (4) opportunities for professional development, (5) economic issues tied to compensation, (6) the role of management, and (7) work/life balance. We clarify that these value propositions do not all matter to the same extent and demonstrate how their relative valences and weights differ across organizations, especially if institutions are considered particularly good or bad places to work. Based on these findings, we show how employers can use crowdsourced employer branding intelligence to become great places to work that attract highly qualified employees. 相似文献
14.
简单、程序化的工作流程以及严重的信息不对称,使得独立董事有意无意地远离了“诚实信用,勤勉尽责”的工作信条。如何才能让独立董事尽责履职发挥应有的价值,成为一个非常值得关注的理论焦点和实务难题。本文基于工作角色视角对独立董事进行了再认识,简述了其尽责的微观机理过程,并基于工作角色对企业绩效影响进行了实证研究。研究发现独立董事明确的工作角色,无论是强调其协调性、监督性还是专业性,都能降低独立董事的角色混淆和角色冲突感知,有利于提高企业绩效。更进一步,独立董事的监督性和专业性主要通过角色混淆影响企业绩效。因此提升独立董事的专业水平、协调水平和监督意识,能减少其不作为或不独立现象,有利于提高绩效。 相似文献
15.
大学生的体质状况和营养水平直接影响到学生的学习效果、身体发育等关乎学生正常学习、工作、生活的大事。笔者根据问卷调查得出高职大学生当前的饮食营养状况及大学生对营养知识-态度-行为的基本情况,根据公共营养师的职业技能要求,结合高职大学生的学习、生活特点,研究符合高职学生学习特征的公选课学习内容。 相似文献
16.
ABSTRACTThis paper examines the knowledge constructs that professionals draw upon when engaging in marketing work. Our conceptual approach stems from a critical analysis of marketing work foregrounding the practitioners’ professional knowledge and practice of marketing work. We identify 13 pertinent knowledge constructs–some of which are illustrated by vignettes–showcasing the shared and multifaceted nature of professional knowledge in a small- and medium-sized enterprise. By exploring how practitioners deploy their knowledge of marketing in practice, we conclude what the marketing discipline can learn from professional knowing. We contribute to the marketing work literature by considering the ontological role of professional knowing in dereifying marketing work from textbook knowledge along with its implications for the critical understanding of the perceived gap between marketing theorising and practice. 相似文献
17.
The Internet and the Web are evolving to a platform for collaboration, sharing, innovation and user-created content—the so-called
Web 2.0 environment. This environment includes social and business networks, and it is influencing what people do on the Web
and intranets, individually and in groups. This paper describes the Web 2.0 environment, its tools, applications, characteristics.
It also describes various types of online groups, especially social networks, and how they operate in the Web 2.0 environment.
Of special interest is the way organization members communicate and collaborate mainly via wikis and blogs. In addition, the
paper includes a proposed triad relational model (Technology–People–Community) of social/work life on the Internet. Particularly,
social/work groups are becoming sustainable because of the incentives for participants to connect and network with other users.
A discussion of group dynamics that is based on the human needs for trust, support, and sharing, regardless if the setting
is a physical or virtual one, follows. Finally, future research directions are outlined. 相似文献
18.
Organizational capital is an institutional arrangement in a firm’s production and management activities, which helps integrate
all resources in the firm and affect the firm’s strategic choice and performance. This paper classifies organizational capital
into three subtypes, namely power orientated capital, norm orientated capital and knowledge orientated capital. Moreover,
strategic proactiveness is also brought into this influencing process. Results show that strategic proactiveness fully mediates
the effect of power orientated capital on firm performance, but partially mediates that of norm orientated capital. It is
also found that neither power nor norm orientated capital affects innovative performance, whereas knowledge orientated capital
affects directly both financial performance and innovative performance. The significance of this research is to provide a
meaningful supplement to the theory of decision-making-process for the top management team. Suggestions on how to cultivate
organizational capital are provided for Chinese enterprises.
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Translated and revised from Guanli shijie 管理世界 (Management World), 2007, (5): 83–93 相似文献
19.
COLI – company owned life insurance – is often purchased by firms on employees in whom the firm has no demonstrable insurable
interest. Though no immediate harm comes to individuals insured in this way, purchasing such policies raises moral questions.
From a Kantian framework, questions arise about reciprocity and fairness, the deception of employees, the generation of mistrust,
and the use of the employee’s life as a means to profit. No compensating social good is served by the sale of these policies. 相似文献
20.
This study in 29 Chinese organizations contributes to our understanding about work-related values in China. Empirical research
in Chinese organizations indicates differences in work-related values between different age groups. The authors compared people
(older age group) with work experience from the pre-reform period – pre-1978 China, with those who started their work life
in a society that had already changed and become open to foreign investments (younger age group). The authors created a model
of institutionally sensitive work-related values. The results could help multinational companies achieve competitive advantage. 相似文献