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Publisher: Emerald   (Total: 306 journals)

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Journal of Mental Health Training, Education and Practice, The     Hybrid Journal   (5 followers)
Journal of Modelling in Management     Hybrid Journal   (1 follower)
Journal of Money Laundering Control     Hybrid Journal   (3 followers)
Journal of Organizational Change Management     Hybrid Journal   (14 followers)
Journal of Organizational Ethnography     Hybrid Journal   (6 followers)
Journal of Place Management and Development     Hybrid Journal   (2 followers)
Journal of Product & Brand Management     Hybrid Journal   (6 followers)
Journal of Property Investment & Finance     Hybrid Journal   (3 followers)
Journal of Public Mental Health     Hybrid Journal   (18 followers)
Journal of Quality in Maintenance Engineering     Hybrid Journal   (3 followers)
Journal of Research in Interactive Marketing     Hybrid Journal   (5 followers)
Journal of Research in Marketing and Entrepreneurship     Hybrid Journal   (10 followers)
Journal of Risk Finance, The     Hybrid Journal   (10 followers)
Journal of Science and Technology Policy Management     Hybrid Journal   (2 followers)
Journal of Service Management     Hybrid Journal   (6 followers)
Journal of Services Marketing     Hybrid Journal   (10 followers)
Journal of Small Business and Enterprise Development     Hybrid Journal   (7 followers)
Journal of Social Marketing     Hybrid Journal   (8 followers)
Journal of Strategy and Management     Hybrid Journal   (3 followers)
Journal of Systems and Information Technology     Hybrid Journal   (4 followers)
Journal of Technology Management in China     Hybrid Journal   (1 follower)
Journal of Workplace Learning     Hybrid Journal   (6 followers)
Kybernetes     Hybrid Journal   (1 follower)
Leadership & Organization Development Journal     Hybrid Journal   (15 followers)
Leadership in Health Services     Hybrid Journal   (4 followers)
Library Hi Tech     Hybrid Journal   (750 followers)
Library Hi Tech News     Hybrid Journal   (487 followers)
Library Management     Hybrid Journal   (563 followers)
Library Review     Hybrid Journal   (520 followers)
Management Decision     Hybrid Journal   (6 followers)
Management of Environmental Quality: An International Journal     Hybrid Journal   (4 followers)
Management Research : The Journal of the Iberoamerican Academy of Management     Hybrid Journal   (3 followers)
Management Research News     Hybrid Journal   (3 followers)
Management Research Review     Hybrid Journal   (4 followers)
Managerial Auditing Journal     Hybrid Journal  
Managerial Finance     Hybrid Journal   (4 followers)
Managing Service Quality     Hybrid Journal   (5 followers)
Marketing Intelligence & Planning     Hybrid Journal   (11 followers)
Measuring Business Excellence     Hybrid Journal   (1 follower)
Meditari Accountancy Research     Hybrid Journal   (1 follower)
Mental Health and Social Inclusion     Hybrid Journal   (17 followers)
Mental Health Review Journal     Hybrid Journal   (14 followers)
Microelectronics International     Hybrid Journal  
Multicultural Education & Technology Journal     Hybrid Journal   (3 followers)
Multidiscipline Modeling in Materials and Structures     Hybrid Journal   (1 follower)
Multinational Business Review     Hybrid Journal   (1 follower)
Nankai Business Review International     Hybrid Journal   (1 follower)
New Library World     Hybrid Journal   (435 followers)
Nutrition & Food Science     Hybrid Journal   (6 followers)
OCLC Systems & Services     Hybrid Journal   (108 followers)
On the Horizon     Hybrid Journal  
Online Information Review     Hybrid Journal   (174 followers)
Pacific Accounting Review     Hybrid Journal   (1 follower)
Performance Measurement and Metrics     Hybrid Journal   (4 followers)
Personnel Review     Hybrid Journal   (8 followers)
Pigment & Resin Technology     Hybrid Journal   (1 follower)
Policing: An International Journal of Police Strategies & Management     Hybrid Journal   (7 followers)
Program: Electronic Library and Information Systems     Hybrid Journal   (230 followers)
Property Management     Hybrid Journal   (1 follower)
Qualitative Market Research: An International Journal     Hybrid Journal   (3 followers)
Qualitative Research in Accounting & Management     Hybrid Journal   (7 followers)
Qualitative Research in Financial Markets     Hybrid Journal   (5 followers)
Qualitative Research in Organizations and Management: An International Journal     Hybrid Journal   (7 followers)
Quality Assurance in Education     Hybrid Journal   (3 followers)
Quality in Ageing and Older Adults     Hybrid Journal   (9 followers)
Rapid Prototyping Journal     Hybrid Journal   (2 followers)
Records Management Journal     Hybrid Journal   (7 followers)
Reference Reviews     Hybrid Journal   (8 followers)
Reference Services Review     Hybrid Journal   (24 followers)
Research on Economic Inequality     Hybrid Journal   (4 followers)
Research on Emotion in Organizations     Hybrid Journal   (5 followers)
Review of Accounting and Finance     Hybrid Journal   (1 follower)
Review of Marketing Research     Hybrid Journal   (8 followers)
Safer Communities     Hybrid Journal   (1 follower)
Sensor Review     Hybrid Journal   (1 follower)
Smart and Sustainable Built Environment     Hybrid Journal   (6 followers)
Social Care and Neurodisability     Hybrid Journal   (4 followers)
Social Enterprise Journal     Hybrid Journal   (6 followers)
Social Responsibility Journal     Hybrid Journal   (1 follower)
Society and Business Review     Hybrid Journal   (2 followers)
Soldering & Surface Mount Technology     Hybrid Journal   (2 followers)
South Asian Journal of Global Business Research     Hybrid Journal  
Sport, Business and Management : An International Journal     Hybrid Journal   (3 followers)
Strategic Direction     Hybrid Journal  
Strategic HR Review     Hybrid Journal   (2 followers)
Strategic Outsourcing: An International Journal     Hybrid Journal   (2 followers)
Strategy & Leadership     Hybrid Journal   (12 followers)
Structural Survey     Hybrid Journal  
Studies in Economics and Finance     Hybrid Journal   (3 followers)
Supply Chain Management: An International Journal     Hybrid Journal   (6 followers)
Sustainability Accounting, Management and Policy Journal     Hybrid Journal   (7 followers)
Team Performance Management     Hybrid Journal   (5 followers)
The Bottom Line: Managing Library Finances     Hybrid Journal   (106 followers)
The Electronic Library     Hybrid Journal   (641 followers)
The Learning Organization     Hybrid Journal   (6 followers)
The TQM Journal     Hybrid Journal   (2 followers)
Therapeutic Communities : The International Journal of Therapeutic Communities     Hybrid Journal  
Tizard Learning Disability Review     Hybrid Journal   (15 followers)
Tourism Review     Hybrid Journal   (1 follower)
Transforming Government: People, Process and Policy     Hybrid Journal   (1 follower)

  First | 1 2 3 4 | Last

Personnel Review    [10 followers]  Follow    
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
     ISSN (Print) 0048-3486
     Published by Emerald Homepage  [306 journals]   [SJR: 0.574]   [H-I: 31]
  • Can outsourcing recruitment deliver satisfaction? A hiring manager
    • Authors: (Graeme Johnson; Philip Wilding, Andrew Robson)
      Abstract: Abstract

      Purpose - The study aims to determine whether an outsourced recruitment service can provide a satisfactory organisational solution from the perspective of its line-managers.Design/methodology/approach - The study is based on a single, large organisation involving dissemination of an on-line survey targeting line-managers with a recent record of hiring new employees. Using quantitative analysis including correlation, multiple regression and binary logistic regression, assessment is made regarding manager perception, including experience as customers, overall rating of the recruiter and a willingness to recommend the service.Findings - Aspects of standard service, assessed in terms of operations and recruiter provision, are perceived as being at appropriately high levels, whilst the arguably more demanding external aspects of the recruitment process are perceived to be less successful. Line-manager satisfaction as customers and satisfaction with the recruiter are explained by various experiences of both service and recruiter, whilst willingness to recommend is explained in terms of customer satisfaction, satisfaction with the recruiter and recognition that the service provides added value. Personal line-manager experiences, perceived realisation of organisational values or achieving preferred line-manager recruitment objectives play no significant part in these explanations.Research limitations/implications - The research considered an individual organisation, with participating managers being solely from within. Further research could see the assessment being extended to other organisations perhaps at different points of maturity in their relationships with an external recruitment partner, as well as revisiting the participating organisation at a later point in time to assess potential changes in the relationships assessed.Practical implications - To enhance line-manager satisfaction with service and with the recruiter, aspects of process and recruiter contribution both play a role, whilst these satisfaction indicators, in tandem with an appreciation of added value will prompt a line-manager to ultimately recommend such a service.Originality/value - This centres on the assessment of an outsourced recruitment service from the particular perspective of its hiring line-managers, through evaluation of service satisfaction and willingness to recommend.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • Is Innovation Behavior Congenital? Enhancing Job Satisfaction as a
    • Authors: (Han-Jen Niu)
      Abstract: Abstract

      Purpose - In the age of the knowledge-based economy, innovation has become a significant factor in business competitiveness. The purpose of this study is to explore the moderating effect of job satisfaction on the relationship between personality and employees' individual innovative behavior in the service industry.Design/methodology/approach - The object of this research is the employee in service industry in Taiwan. A total sample of 626 employees in five service industry categories was taken in Taiwan’s service industry. The descriptive statistical analyses and hierarchical regression were adopted. Findings - The results show that job satisfaction positively affects individual innovative behavior, and also has moderating effect on personality traits and innovative behavior. Originality/value - Innovative behavior is not only congenital, that can be stimulated by job satisfaction.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • The impact of servant leadership and subordinates’ organizational
           tenure on trust in leader and attitudes
    • Authors: (Simon C.H. Chan; Mak W.M.)
      Abstract: Abstract

      Purpose - The purpose of this study is to examine the relationship between servant leadership, subordinates’ trust in leader and job satisfaction, and whether subordinates’ organizational tenure moderated the effect.Design/methodology/approach - A structured questionnaire survey was used to collect data by 218 employees in a service-oriented private firm in the People’s Republic of China.Findings - The findings indicated that trust in leader mediated the relationship between servant leadership and subordinates’ job satisfaction. Also, the positive effect of servant leadership on subordinates’ trust in leader and job satisfaction was stronger for short-tenure subordinates than that for long-tenure subordinates.Originality/value - This paper enriches the existing leadership literature and contributes to the research into how and why servant leadership may influence subordinates’ attitudes.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • Empowering Leadership, Employee Goal Orientations and Work Performance: A
           Competing Hypothesis Approach
    • Authors: (Sut I Wong Humborstad; Christina G. L. Nerstad, Anders Dysvik)
      Abstract: Abstract

      Purpose - This study will investigate the possible curvilinear relationship between empowering leadership and individual in-role and extra-role work performance and the potential moderating role of individual goal orientations.Design/methodology/approach - Hierarchical regression analyses were conducted based on data from 655 certified accountants. Leaders’ empowering behavior was measured using Ahearne et al.’s (2005) scale. Mastery and performance goal orientations were measured using items from VandeWalle (1997). In-role work performance was measured via a ten-item scale developed and used by Kuvaas and Dysvik (2009). Organizational citizenship behavior was measured using items validated by Van Dyne and LePine (1998). Findings - Too little empowerment might have a negative or limited impact—or none at all—on individual in-role and extra-role work performance. In addition, individual mastery orientation positively moderates these curvilinear relationships.Research limitations/implications - Empowering leadership-employee performance relationships are not necessarily linear. The present study provides an alternative explanation to the somewhat inconsistent findings in the current literature.Practical implications - Due to the curvilinear nature of empowering leadership, leaders should not just casually adopt this leadership style but ensure that they implement it at high levels with clear clarification of the goals and work roles.Originality/value - Even though empowering leadership is important to individual performance, scant research has explored whether and when empowering leadership could be detrimental. This study provides an additional view to empowerment research by examining the potential curvilinear influence of empowering leadership.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • The Role of Feedback in Supervisor and Workgroup Identification
    • Authors: (Stephen Young; Lisa Steelman)
      Abstract: Abstract

      Purpose - The present study’s aim was to examine the extent to which two factors are associated with identification, the feedback environment and feedback seeking. Two forms of identification, supervisor identification and workgroup identification, were linked to matching sources of feedback environment and feedback seeking.Design/methodology/approach - An empirical study was carried out with a sample of working students representing a variety of industries in the United States. Students (n=256) completed a written questionnaire. Structural equation modeling was used to analyze the data.Findings - Results indicated that feedback seeking frequency partially mediated the effect of supervisor feedback environment on supervisor identification. Similarly, feedback seeking partially mediated the effect of coworker feedback environment on workgroup identification.Research limitations/implications - Despite a cross-sectional design, these results support the role of feedback as a primary explanatory mechanism for how people can come to identify with multiple targets in their work environment.Practical implications - In order to increase employee identification, organizations should train their managers to engage in contextual behaviors that support the feedback seeking process. Additionally, organizations may want to reinforce these coaching behaviors by incorporating them into the performance appraisal process for managers.Originality/value - The vast majority of identification research has examined why people come to identify with targets in their work environment. This study represents one of the first to examine how people come to identify with those sources, fulfilling an important gap in the literature.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • Factors Influencing Employee Satisfaction in the Police Service: The Case
           of Slovenia
    • Authors: (Nina Tomazevic; Janko Seljak, Aleksander Aristovnik)
      Abstract: Abstract

      Purpose - The paper has two purposes – first, to examine the dimensionality of employee satisfaction and, second, to identify the impact of the groups of factors on employee satisfaction.Design/methodology/approach - The measurement of satisfaction of all employees in the Slovenian Police based on the comprehensive on-line questionnaire. Factor analysis was used to formulate the facets of satisfaction. Multiple linear regression analysis was performed to identify the predictors of three facets of employee satisfaction. Findings - Three facets of employee satisfaction were determined and the influence of three types of factors (demographic, job-related and organizational-support-related factors) on them was investigated. The results show that worst assessed facet was (1) salary and security, whereas no significant differences were found between two other facets, namely (2) relationships and leadership and (3) tasks and working conditions. The three factors influenced employee satisfaction with different levels of intensity. Research limitations/implications - The current economic situation in the state, especially in the public sector and in the police service, definitely impacts the results of the survey. The survey was conducted just before the announcement of savings measures in the Slovenian public sector. Since it was conducted on-line, we assume that for some employees this probably meant that anonymity could not be assured.Practical implications - The survey was performed in order to identify the opportunities for improvements in police management. The results indicate the importance of leadership, communication and participation in the work of police officers, especially during a period of limited financial resources. Originality/value - The far strongest influence on employee satisfaction is that of the employees’ feeling that the police will support and protect them in case they are exposed while performing their legitimate and professional work. Trust in one’s immediate superior also has a strong influence. Both could be an important signal to the management of the police to focus on activities to increase cohesiveness within the police and constantly promote the feeling of belongingness to the police among all its members.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • Managing innovative work behavior: The role of human resource practices
    • Authors: (Isabel Mª Prieto; Mª Pilar Pérez-Santana)
      Abstract: Abstract

      Purpose - This study examines the role of high-involvement human resource practices in the innovative work behavior of employees, with the mediation of supportive work environment conditions. Design/methodology/approach - The study uses regression analysis to test the hypotheses in a sample of 198 Spanish firms. Findings - The results indicate that ability-enhancing and opportunity-enhancing human resource practices are positively related to innovative work behaviors with the mediation of two work environment variables: management support and coworkers support. This study discusses results and highlights limitations and future research directions.Originality/value - Previous research have identified employees as important sources of innovation, but systemic empirical research has not been fully applied to examine the relationship between human resource management (HRM) and employees’ innovative work behavior.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • The effects of Hukou (Official Household Residential Status) on perceived
           human resource management practices and organizational justice in China
    • Authors: (jie shen; Chris leggett)
      Abstract: Abstract

      Purpose - This paper examines the effects of China’s official household residential status (hukou) on perceived human resource management (HRM) practices, perceived organizational justice (POJ) and its moderation of the relationship between them. Design/methodology/approach - The data for the study were collected from 775 employees in 36 companies in China. We conducted the missing data analysis in order to identify the pattern associated with personal demographic variables. A one-way between-groups MANOVA was performed to investigate hukou differences in the perceptions of HRM practices and perceived organizational justice (POJ). Confirmative factor analysis was conducted on POJ’s three-factor measurement model to examine the distinctiveness of the study variables.Findings - Employees registered as agricultural, i.e., rural, hukou, who have migrated to and found employment in urban areas, perceive HRM practices and distributive and procedural justice less favourably than do non-agricultural, i.e., urban, hukou. It also finds that hukou status moderates the effect of HRM on POJ. The findings therefore are that HRM that differentiates rural hukou and urban hukou results in different impressions of their employing organizations, and that hukou status changes the strengths of the relationship between HRM and employees’ perceived fairness in their organizations. Research limitations/implications - The use of the single data source is more likely to result in common method variance which may bias the strength of the relationships that this study proposed. Moreover, this study contributes to the literature with regard to the moderating effects of personal demographic variables on the relationship between organizational policies and POJ, but hukou is the only personal variable we examined and therefore the generalisation of our findings may be limited. Future research should examine the moderating effects of other personal factors. Practical implications - An important implication for management of the findings of this study is the importance of diversity management at the work place. As POJ serves the linkage between organizational policies and employees’ work attitudes and behaviour and organizational performance, the feeling of injustice and unfairness by disadvantaged groups may lead to anomie, demoralisation manifest as an absence of loyalty and a weak sense of organizational citizenship. Originality/value - The moderating effect of personal demographic variables has been constantly examined in management and psychology research, but with a focus on employees’ work attitudes and behaviour. For example, gender was found to moderate the relationship between organizational commitment and turnover intention (Chen and Francesco, 2000). The extent to which personal demographic variables might moderate the relationship between organizational policies and POJ has not hitherto been examined. This study fills this void.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
  • Personnel Review: Successes and Challenges
    • Authors: (Nelarine Cornelius; Eric Pezet)
      Abstract: Abstract

      Not available.
      PubDate: Tue, 04 Mar 2014 00:00:00 +000
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