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21.
Margaret H. Vickers 《Employee Responsibilities and Rights Journal》2014,26(2):95-113
Workplace bullying and workplace corruption are both disturbing workplace phenomena. However, despite considerable research into both, there remains insufficient understanding of either, including scant recognition that, at times, they may intersect. A critical review of what have been hitherto quite separate literatures is undertaken for the purpose of developing a research agenda that recognises the potential areas of overlap. Rather than isolating and distinguishing the two constructs, or attempting to link or explain their complex causes, secondary analysis of the respective literatures is critically undertaken to showcase the possible overlaps that can exist. What is presented is evidence from the literature that, sometimes, acts of workplace bullying are also acts of corruption, and have rarely been recognised as such previously. Recognising this overlap is intended to encourage the emergence of a new, and much needed, research agenda. Increased understanding of both these harmful workplace phenomena can then emerge to make our workplaces safer—for employees, employers, and the organisations that employ them. 相似文献
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This paper explores the development and assessment, in the UK, of computer systems which are critical to human safety (focusing promarily on railways, civil aviation, offshore oil and defence), and also of those critical to national security are identified, ranging from ad hoc and unsystematic pratices, through good software engineering to the use of formal, mathematical methods. We discuss whether the resultant systems are safe and secure, and highlight two key problems: how to demonstrate safety and security, in advance of use; and how to ensure safe human computer interaction. 相似文献
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Success factors for collaborative product development: a study of suppliers of information and communication technology 总被引:1,自引:0,他引:1
It is apparent that more and more organizations are embarking on collaborative ventures to develop products. This is particularly evident in Information and Communication Technology (ICT) sectors, so much so that part of the 'received wisdom' of ICT companies is that collaboration is the preferred route for product development. The benefits of collaboration have been well documented and are linked to the complexity and costliness of product development and the need for inputs from wide and varied areas of expertise as well as shorter lead times for product development. But the risks and costs of collsborative product development have been less well defined. In this paper, it is argued that the alleged rewards of collaboration may not be experienced in practice and that collaboration can lengthen the product development process, add to the cost of product development and prove difficult to control. However, management practice can facilitate the effective outcome of collaborative product development and the critical factors affecting the likelihood of successful management practice are presented here. 相似文献
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Marketing Letters - The article Are two brands better than one? Investigating the effects of co-branding in advertising on audience memory, written by Cathy Nguyen, Jenni Romaniuk, Margaret... 相似文献
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Leisure Counseling: Selected Lifestyle Processes. By Chester F. McDowell, Jr., Ph.D. Center for Leisure Studies, University of Oregon, 1976. 相似文献
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Anna MacVicar Malcolm Foley Margaret Graham Susan Ogden Bernadette Scott 《Public Management Review》2013,15(2):263-272
Public sector leisure managers in the UK have been struggling, since the extension of compulsory competitive tendering to leisure management in 1989, to reconcile the conflicts between becoming more consumer led and satisfying the needs of the ‘recreationally deprived’. Rationalization has ensured that a fundamental priority for managers has been the introduction of more cost-effective working practices. This article examines the diversity in employment practices across the three sectors of the leisure industry, that is, the public, not-for-profit and private sectors. The case study evidence presented found clear differences between the sectors. Although managers in not-for-profit leisure facilities have more freedom to use greater flexibility in employment practices as compared with their public sector counterparts, they are still somewhat constrained by having to meet the social objectives set by their Board of Directors. Private sector managers were found to be providing the highest proportion of full-time jobs, although they offered lower conditions of employment. This was made possible by the funding certainties created by regular monthly/annual customer memberships. 相似文献
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