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Over the last 20 years, HRM has been identified as one of the most influential organisational contexts in which to explore trust, and yet scholars have been slow to look systematically at both the systems and practices that underlie this assertion. Organisations make choices regarding both the design and implementation of HRM policies and practices, with research considering the impact on trust for both key single policy areas and bundles of policies. We outline the previous dominance on teleological approaches compared with a dearth of more deontological perspectives which would highlight moral and ethical considerations implicit in definitions of trustworthiness. We review the contribution of five new articles to further our understanding of trust and HRM and identify future research and practice agendas. 相似文献
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Rosalind Masterson 《国际广告杂志》2013,32(4):509-530
It is one of the accepted wisdoms of sponsorship literature that there should be a good fit between sponsor and sponsored. This paper reports an exploratory study into the way in which programme audiences respond to television sponsors’ credits and to the sponsorships they announce. The study used a purposive sample of young television viewers and focused on the programmes they like to watch. It was found that, although the viewers expected a fit between the programme and the product or its image, they would accept a sponsor that added to the entertainment value of the programme. Clever or funny creative treatments that match the programme content apparently make up for a lack of fit elsewhere. 相似文献
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Rosalind Levaic 《Economic Affairs》1984,4(3):19-23
Rosalind Levaic of the Open University argues that Keynes has been misinterpreted by the Cambridge Marxist-Keynesians and that standard textbooks (Samuelson, Lipsey and others) have misled students and non-economists by failing to emphasise that Keynes accepted the classical view that a reduction in unemployment required a fall in real wages. She therefore questions conventional demand management, macro-economic 'models', and other elements in current economic teaching. 相似文献
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Rosalind Edwards 《Leisure Studies》2013,32(6):875-881
ABSTRACTThis research note puts forward a conceptual framework for leisure research seeking to bring sport, fathering, and race and ethnicity together. It draws on theoretical ideas of practices and racial projects to develop the notion of racial fathering practices. The potential of racial fathering practices as an analytic approach is indicated through three vignettes of fathers’ involvement in their children’s sporting activities drawn from in-depth interview studies of fathers’ understandings of bringing up their mixed-race children in Britain and Aotearoa New Zealand. 相似文献
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Studies of professional accountancy firms have indicated a complex process of internal socialisation which shapes the professional and organisational identities of the chartered accountants working within them. These processes have acted as a mechanism for excluding women, hindering their progress and facilitating their exit. Previous evidence suggests that women leave professional accountancy firms in order to accommodate more flexibility, experience less pressure, achieve consistency of hours and hence attain a better work/life balance.In this paper we seek to examine whether the gendered work practices of professional accountancy firms influence female choice to seek alternative employment outside the professional accountancy firm environment. Specifically the paper seeks to answer two research questions (1) why and when do women leave professional accountancy firms? (2) is the working environment outside professional accountancy firms less gendered?Data was collected by means of a postal questionnaire distributed in 2005 to women who had qualified in the years 1990–1995 (n = 1022). Responses were received from 370 women, of whom 100 were employed with professional accountancy firms and 270 employed within industry. In depth interviews were also conducted with 7 partners in professional accountancy firms and 6 women who had left the professional accountancy environment to pursue employment elsewhere.Whilst there was evidence that professional accountancy firms continue to reflect gendered working norms practices, rather than compound the dominant view, this study suggests that the primary reason women leave professional accountancy firms is to seek more interesting work as opposed to obtaining more flexibility in their working lives. In addition, the experiences of the women, the working patterns, and rates of progression were similar irrespective of employment type. 相似文献