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排序方式： 共有49条查询结果，搜索用时 15 毫秒
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Jennifer Claire Auer Chen‐Yu Kao Libby Hemphill Erik W. Johnston Stephanie D. Teasley 《Human Resource Management Journal》2014,24(4):531-547
Contingent knowledge workers will play an increasingly important role in organisational success as workers transition in and out of project‐based innovation teams with more frequency. Our research finds that collaborators in the contingent, high‐skill workforce face uncertainty challenges to their work that are unique from the independent, contingent professionals more often studied. The article proposes a theoretical framework of uncertainty to guide us in understanding collaborative contingent knowledge workers’ work experience. Interviews with postdoctoral researchers reveal four findings about the influence of these highly uncertain work environments on collaborative contingent knowledge workers – collaboration isolation, frustrated independence, performance anxiety and internalised blame. Perhaps most concerning is that the workers internalise the negative impacts as personal failings instead of recognising them as consequences of a poorly designed work environment. This study argues for the need to manage and mitigate different sources of uncertainty to avoid creating an unnecessary burden on contingent knowledge workers, and to enable a sustainable, contingent knowledge workforce. 相似文献
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Daniel Bens Sterling Huang Liang Tan Wan Wongsunwai 《Contemporary Accounting Research》2020,37(4):2472-2500
We exploit an influential 1991 Delaware court ruling to examine simultaneously two types of conservatism that play important roles in resolving creditor–owner agency conflicts: contracting conservatism and reporting conservatism. The ruling expanded managerial fiduciary duties in favor of creditors for Delaware-incorporated firms in the vicinity of insolvency. In those firms, following the ruling, debt contracts are less likely to include conservative adjustments to accounting numbers used for covenant compliance (i.e., contracting conservatism decreases), while public financial reporting becomes more conservative (i.e., reporting conservatism increases). The decrease in contracting conservatism is concentrated in firms that exhibit a greater increase in reporting conservatism, suggesting that reporting conservatism is more cost-effective in resolving agency conflicts. In addition, the substitution effect is more pronounced in firms facing greater business uncertainty and firms with greater board independence. 相似文献
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Awareness of the importance of human information processing research to accounting issues has increased dramatically since 1977. As a result, this literature has expanded in volume and addresses a larger spectrum of accounting problems. Further, it incorporates a wider variety of theories and methodologies. This paper draws upon the framework provided by Libby and Lewis (1977) to synthesize and evaluate accounting research conducted since 1977 using the lens model, probablistic judgment, predecisional behavior, and cognitive style approaches. In addition, the impact of the research on practice and some directions for future research are discussed. 相似文献
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Ron Cacioppe Pat Warren-Langford Libby Bell 《Asia Pacific Journal of Human Resources》1990,28(2):55-72
Training and development refers to a “planned effort by an organisation to facilitate the learning of job-related behaviour on the part of its employees” (Wexley and Latham, 1981, 2). Training and development is also a means to provide employees with relevant skills so as to improve the efficiency of their organisation (Boydell, 1983). Many people have traditionally considered training and development to deal only with increasing a person's specific job-related skills such as word processing, electrical wiring, reading a blueprint, setting priorities or handling an employee grievance. ‘Training’ is now considered to be learning related to the present job while ‘Development’ is learning for growth of the individual which may not be related to a specific present or future job (Nadler, 1984). Training and development programs can have one or more of these three goals:
- • to improve an individual's level of self-awareness;
- • to improve an individual's skill in one or more areas of expertise.
- • to increase an individual's motivation to perform his or her job.
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Libby Sartain 《人力资源管理》2005,44(1):89-93
Every day, thousands of companies spend millions of dollars to build external brand identity and customer loyalty. Branding implies more than just selling a product or service; the best companies create a strong emotional connection between the message and the product. The brand attaches meaning, the lifestyle, the transformation, the potential, the joy, and the fulfillment to the product. Today, competing for employees is as difficult as competing for customers; building employee loyalty is as important as building customer loyalty; and treating employees right is the key to treating shareholders right. Here we discuss what Yahoo! has done to build its strong branding image. © 2005 Wiley Periodicals, Inc. 相似文献
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Based on research experience within US corporations, this paper examines the rhetoric and practices of organizational and technological 'innovation'. Our aim is to identify discourses of innovation as a site for critical studies. Two cases are used to illustrate ways in which initiatives launched in the name of change are based in traditional cultural frames that work in practice to conserve existing institutional orders. We close with some observations on alternative, indigenous sources of innovation and the conditions required to sustain them. 相似文献
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