排序方式: 共有33条查询结果,搜索用时 15 毫秒
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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
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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
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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
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Viviana Maura dos Santos Cludio Henrique dos Santos Grecco Ricardo Jos Matos de Carvalho Paulo Victor Rodrigues de Carvalho 《Quality and Quantity》2020,54(3):735-759
Resilience is the intrinsic ability of a system to adjust its functioning prior to, during, or following changes and disturbances, so that it can sustain required operations under expected and unexpected conditions. Protection and Civil Defense Organizations (PCDOs), communities and cities deal with disaster management involving routine, non-routine and even unpredictable/unforeseen situations with varying degrees of complexity. It is important that such organizations continually assess their resilience, enable them to learn on their weaknesses and real capacities to cope with emergency situations. This research aimed the development of an Organization Resilience Indicator System (ORIS) based on a fuzzy model to enable PCDOs self-assesses their resilience. Based on a literature review on organizational and community’s resilience, a system of resilience indicators was defined. This system was validated by experts using fuzzy set theory to aggregate opinions in the development of a resilience ideal pattern. Then, the resilience of four PCDO organizations was self-evaluated. The results were accordingly to maturity level of the organizations evaluated, indicating that the ORIS is valuable to measure PCDOs resilience. 相似文献
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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
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Maura Sheehan 《International Review of Applied Economics》1997,11(1):155-158