排序方式: 共有42条查询结果,搜索用时 15 毫秒
1.
2.
3.
Paul R. Messinger Jin Li Eleni Stroulia Dennis Galletta Xin Ge Sungchul Choi 《Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l\u0027Administration》2009,26(4):267-285
We introduce this special issue by addressing seven key challenges associated with managing hybrid human-automated service systems. These consist of the following:
- 1 What strategic and tactical issues arise when managing hybrid service systems?
- 2 How should the core “value proposition” be set?
- 3 What special considerations arise in the design and implementation phases?
- 4 How can service delivery be managed to identify systemic problems and to address service breakdowns?
- 5 How can communications with clients improve the functioning of service systems?
- 6 What performance measures should be used to monitor process, outputs, client perceptions, and financial outcomes?
- 7 How can we coordinate the various interdisciplinary activities needed to address the previous six issues?
4.
5.
Small Business Economics - Women are under-represented in successful entrepreneurial ecosystems and the creation of women-only entrepreneurial networks has been a widespread policy response. We... 相似文献
6.
Thomas Garavan Alma McCarthy Yanqing Lai Kevin Murphy Maura Sheehan Ronan Carbery 《Human Resource Management Journal》2021,31(1):93-119
Drawing on systems theory, we conducted a moderated meta‐analysis of the training and organisational performance relationship using 119 primary studies. We examined the moderating effects of quality versus quantity of training, time, institutional and organisational context factors in the relationship between training and organisational performance. Our findings reveal that training is positively and directly related to organisational performance with no statistically significant difference between measures of training quality and quantity. We found that the relationship was stronger over time and that country performance orientation and country labour cost moderate the training and organisational performance relationship. We found no evidence for the moderating effects of the three organisational context moderators we examined (i.e. industry sector, organisational size and technology intensity). Finally, our results reveal that training type (i.e. general or firm‐specific) does not moderate the training and organisational performance relationship. 相似文献
7.
Mende Martin Scott Maura L. Garvey Aaron M. Bolton Lisa E. 《Journal of the Academy of Marketing Science》2019,47(2):255-273
Journal of the Academy of Marketing Science - The experience of romantic love is closely interlocked with consumption journeys—yet how and why consumers engage in romantic consumption is not... 相似文献
8.
George Verikios Maura Sullivan Pane Stojanovski James Giesecke Gordon Woo 《The World Economy》2016,39(8):1225-1255
We analyse the economic risks from two influenza pandemics that represent extremes along the virulence‐infectiousness continuum of possible pandemics: a high virulence–low infectiousness event and a low virulence–high infectiousness event. Our analysis involves linking an epidemiological model and a quarterly computable general equilibrium model. We find that global economic activity is more strongly affected by a pandemic with high infection rates rather than high virulence rates, all else being equal. Regions with a higher degree of economic integration with the world economy face greater risks of negative effects than less integrated regions. 相似文献
9.
10.
Maura Sheehan T. J. McCabe Thomas N. Garavan 《International Journal of Human Resource Management》2020,31(11):1379-1416
AbstractThis paper investigates the relationship between workplace bullying and employee outcomes in a healthcare setting. Drawing on HR process theory, we investigate the mediating role of the perceived effectiveness of implementation of anti-bullying practices on employee outcomes and whether targeted line manager training was a moderator of that relationship. Our multi-level analysis (utilising responses from 1507 employees within 47 hospitals with matched HR Director interviews), finds that the relationship between workplace bullying and employee outcomes is partially mediated by employees’ perceived effective implementation of intended anti-bully practices. The mediated relationship is moderated by targeted line manager training in anti-bullying practices. The mediated moderation model illustrates that it is effective implementation of anti-bullying practices enhanced by targeted training that is required to reduce bullying probabilities and their associated negative employee outcomes. The paper contributes to resource based view of the firm, HR process and human capital theories. The implications for future research and practice are discussed. 相似文献