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Publisher: Emerald   (Total: 308 journals)

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J. of Manufacturing Technology Management     Hybrid Journal   (Followers: 5, SJR: 0.691, h-index: 30)
J. of Mental Health Training, Education and Practice, The     Hybrid Journal   (Followers: 6, SJR: 0.124, h-index: 1)
J. of Modelling in Management     Hybrid Journal   (Followers: 1)
J. of Money Laundering Control     Hybrid Journal   (Followers: 3)
J. of Organizational Change Management     Hybrid Journal   (Followers: 16, SJR: 0.426, h-index: 32)
J. of Organizational Effectiveness : People and Performance     Hybrid Journal  
J. of Organizational Ethnography     Hybrid Journal   (Followers: 6)
J. of Place Management and Development     Hybrid Journal   (Followers: 2)
J. of Product & Brand Management     Hybrid Journal   (Followers: 6, SJR: 0.443, h-index: 18)
J. of Property Investment & Finance     Hybrid Journal   (Followers: 3, SJR: 0.245, h-index: 11)
J. of Public Mental Health     Hybrid Journal   (Followers: 18, SJR: 0.469, h-index: 2)
J. of Quality in Maintenance Engineering     Hybrid Journal   (Followers: 3, SJR: 0.443, h-index: 27)
J. of Research in Interactive Marketing     Hybrid Journal   (Followers: 5)
J. of Research in Marketing and Entrepreneurship     Hybrid Journal   (Followers: 10)
J. of Risk Finance, The     Hybrid Journal   (Followers: 10)
J. of Science and Technology Policy Management     Hybrid Journal   (Followers: 2)
J. of Service Management     Hybrid Journal   (Followers: 5, SJR: 0.971, h-index: 10)
J. of Services Marketing     Hybrid Journal   (Followers: 10, SJR: 0.613, h-index: 26)
J. of Small Business and Enterprise Development     Hybrid Journal   (Followers: 8, SJR: 0.331, h-index: 17)
J. of Social Marketing     Hybrid Journal   (Followers: 8)
J. of Strategy and Management     Hybrid Journal   (Followers: 3)
J. of Systems and Information Technology     Hybrid Journal   (Followers: 4, SJR: 0, h-index: 1)
J. of Technology Management in China     Hybrid Journal   (Followers: 1)
J. of Workplace Learning     Hybrid Journal   (Followers: 6, SJR: 0.419, h-index: 16)
Kybernetes     Hybrid Journal   (Followers: 1, SJR: 0.286, h-index: 20)
Leadership & Organization Development J.     Hybrid Journal   (Followers: 14, SJR: 0.392, h-index: 16)
Leadership in Health Services     Hybrid Journal   (Followers: 9, SJR: 0.313, h-index: 8)
Library Hi Tech     Hybrid Journal   (Followers: 895, SJR: 0.996, h-index: 15)
Library Hi Tech News     Hybrid Journal   (Followers: 594, SJR: 0.437, h-index: 7)
Library Management     Hybrid Journal   (Followers: 665, SJR: 0.646, h-index: 10)
Library Review     Hybrid Journal   (Followers: 617, SJR: 0.369, h-index: 10)
Management Decision     Hybrid Journal   (Followers: 5, SJR: 0.829, h-index: 26)
Management of Environmental Quality: An Intl. J.     Hybrid Journal   (Followers: 4, SJR: 0.189, h-index: 12)
Management Research : The J. of the Iberoamerican Academy of Management     Hybrid Journal   (Followers: 3)
Management Research News     Hybrid Journal   (Followers: 3)
Management Research Review     Hybrid Journal   (Followers: 4, SJR: 0.288, h-index: 10)
Managerial Auditing J.     Hybrid Journal   (SJR: 0.223, h-index: 15)
Managerial Finance     Hybrid Journal   (Followers: 3)
Managing Service Quality     Hybrid Journal   (Followers: 6, SJR: 0.529, h-index: 23)
Marketing Intelligence & Planning     Hybrid Journal   (Followers: 11, SJR: 0.337, h-index: 20)
Measuring Business Excellence     Hybrid Journal   (Followers: 1, SJR: 0.254, h-index: 11)
Meditari Accountancy Research     Hybrid Journal   (Followers: 1)
Mental Health and Social Inclusion     Hybrid Journal   (Followers: 18, SJR: 0.19, h-index: 3)
Mental Health Review J.     Hybrid Journal   (Followers: 14, SJR: 0.126, h-index: 1)
Microelectronics Intl.     Hybrid Journal   (SJR: 0.286, h-index: 13)
Multicultural Education & Technology J.     Hybrid Journal   (Followers: 3, SJR: 0, h-index: 2)
Multidiscipline Modeling in Materials and Structures     Hybrid Journal   (Followers: 1, SJR: 0.208, h-index: 5)
Multinational Business Review     Hybrid Journal   (Followers: 1)
Nankai Business Review Intl.     Hybrid Journal   (Followers: 1)
New Library World     Hybrid Journal   (Followers: 516, SJR: 0.845, h-index: 11)
Nutrition & Food Science     Hybrid Journal   (Followers: 7, SJR: 0.198, h-index: 8)
OCLC Systems & Services     Hybrid Journal   (Followers: 153, SJR: 0.246, h-index: 10)
On the Horizon     Hybrid Journal   (SJR: 0.394, h-index: 10)
Online Information Review     Hybrid Journal   (Followers: 216, SJR: 0.589, h-index: 25)
Pacific Accounting Review     Hybrid Journal  
Performance Measurement and Metrics     Hybrid Journal   (Followers: 4, SJR: 0.492, h-index: 10)
Personnel Review     Hybrid Journal   (Followers: 8, SJR: 0.574, h-index: 31)
Pigment & Resin Technology     Hybrid Journal   (Followers: 1, SJR: 0.318, h-index: 20)
Policing: An Intl. J. of Police Strategies & Management     Hybrid Journal   (Followers: 8, SJR: 0.524, h-index: 19)
Program: Electronic Library and Information Systems     Hybrid Journal   (Followers: 281, SJR: 0.657, h-index: 13)
Property Management     Hybrid Journal   (Followers: 1, SJR: 0.25, h-index: 7)
Qualitative Market Research: An Intl. J.     Hybrid Journal   (Followers: 3, SJR: 0.455, h-index: 14)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7, SJR: 0.126, h-index: 1)
Qualitative Research in Financial Markets     Hybrid Journal   (Followers: 5)
Qualitative Research in Organizations and Management: An Intl. J.     Hybrid Journal   (Followers: 6)
Quality Assurance in Education     Hybrid Journal   (Followers: 3, SJR: 0.374, h-index: 16)
Quality in Ageing and Older Adults     Hybrid Journal   (Followers: 17)
Rapid Prototyping J.     Hybrid Journal   (Followers: 2, SJR: 0.573, h-index: 36)
Records Management J.     Hybrid Journal   (Followers: 7, SJR: 0.281, h-index: 7)
Reference Reviews     Hybrid Journal   (Followers: 8)
Reference Services Review     Hybrid Journal   (Followers: 23, SJR: 1.546, h-index: 15)
Research on Economic Inequality     Hybrid Journal   (Followers: 4)
Research on Emotion in Organizations     Hybrid Journal   (Followers: 6)
Review of Accounting and Finance     Hybrid Journal   (Followers: 1, SJR: 0.119, h-index: 1)
Review of Marketing Research     Hybrid Journal   (Followers: 8)
Safer Communities     Hybrid Journal   (Followers: 1, SJR: 0.2, h-index: 2)
Sensor Review     Hybrid Journal   (Followers: 1, SJR: 0.314, h-index: 20)
Smart and Sustainable Built Environment     Hybrid Journal   (Followers: 6)
Social Care and Neurodisability     Hybrid Journal   (Followers: 4)
Social Enterprise J.     Hybrid Journal   (Followers: 7)
Social Responsibility J.     Hybrid Journal   (Followers: 1, SJR: 0.136, h-index: 2)
Society and Business Review     Hybrid Journal   (Followers: 2)
Soldering & Surface Mount Technology     Hybrid Journal   (Followers: 2, SJR: 0.454, h-index: 21)
South Asian J. of Global Business Research     Hybrid Journal  
Sport, Business and Management : An Intl. J.     Hybrid Journal   (Followers: 3)
Strategic Direction     Hybrid Journal   (SJR: 0.102, h-index: 3)
Strategic HR Review     Hybrid Journal   (Followers: 2)
Strategic Outsourcing: An Intl. J.     Hybrid Journal   (Followers: 2)
Strategy & Leadership     Hybrid Journal   (Followers: 12, SJR: 0.256, h-index: 12)
Structural Survey     Hybrid Journal   (SJR: 0.272, h-index: 8)
Studies in Economics and Finance     Hybrid Journal   (Followers: 3, SJR: 0.251, h-index: 3)
Supply Chain Management: An Intl. J.     Hybrid Journal   (Followers: 6, SJR: 1.265, h-index: 50)
Sustainability Accounting, Management and Policy J.     Hybrid Journal   (Followers: 7, SJR: 0.206, h-index: 2)
Team Performance Management     Hybrid Journal   (Followers: 7, SJR: 0.319, h-index: 9)
The Bottom Line: Managing Library Finances     Hybrid Journal   (Followers: 146, SJR: 0.343, h-index: 5)
The Electronic Library     Hybrid Journal   (Followers: 732, SJR: 0.874, h-index: 18)
The Learning Organization     Hybrid Journal   (Followers: 6, SJR: 0.494, h-index: 18)
The TQM J.     Hybrid Journal   (Followers: 2, SJR: 0.634, h-index: 31)
Therapeutic Communities : The Intl. J. of Therapeutic Communities     Hybrid Journal   (SJR: 0.111, h-index: 9)
Tizard Learning Disability Review     Hybrid Journal   (Followers: 18, SJR: 0.229, h-index: 3)

  First | 1 2 3 4 | Last

Journal Cover Personnel Review
   [10 followers]  Follow    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
     ISSN (Print) 0048-3486
     Published by Emerald Homepage  [308 journals]   [SJR: 0.574]   [H-I: 31]
  • “With recruitment I always feel I need to listen to my gut”:
           the role of intuition in employee selection
    • Authors: literatinetwork@emeraldinsight.com (Andrew Miles; Eugene Sadler-Smith
      Abstract: Abstract

      Purpose – This qualitative study of managers’ use of intuition in the selection process aimed to understand if and how managers use intuition in employee hiring decisions and suggest ways in which the use of intuition might be improved. The paper aims to discuss these issues. Design/methodology/approach – Semi-structured, in-depth interviews were conducted with managers from a range of backgrounds, and with varying experience of recruitment and selection. Findings – Findings revealed that reasons for the use of intuition included personal preferences, resource constraints and recognition of the limitations of more structured approaches. Intuition was used an indicator for performance, personality and person-environment fit. Intuition tended to be used with requisite caution; participants were aware of its limits, the potential for bias and the difficulties in justifying its use; several participants used their intuitions in concert with more structured, non-intuition based approaches. Research limitations/implications – The small-scale investigative study has limited generalisability. The paper concludes with five specific recommendations on how to improve managers’ understanding and use of intuition in employee selection. Originality/value – Despite increased interest in intuition in management there is a paucity of qualitative studies of intuition-in-use in management in general and in personnel in particular. This research helps to fill this gap.
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
  • Organizational justice and employee engagement: Exploring the linkage in
           public sector banks in India
    • Authors: literatinetwork@emeraldinsight.com (Piyali Ghosh; Alka Rai, Apsha Sinha
      Abstract: Abstract

      Purpose – The purpose of this paper is to explore whether perceptions of distributive, procedural and interactional justice are related to employee engagement, as an extension of the antecedents-consequences model of Saks (2006), and to examine the possibility of inter-relationships between these three dimensions of justice. Design/methodology/approach – A survey of 210 employees of public sector banks in India covered measures of job and organization engagement (OE) proposed by Saks (2006) and the scale on distributive, procedural and interactional justice developed by Niehoff and Moorman (1993). The relationships between justice perceptions and engagement were analysed using correlations and hierarchical regression analysis. Findings – Results show that distributive, procedural and interactional are inter-related with each other. Further, distributive and interactional justice take precedence over procedural justice in determining job engagement, while distributive justice plays the most important role in determining OE, followed by procedural and interactional justice. Practical implications – By highlighting the inter-relationships among the three dimensions of justice, this study offers useful insights into the underlying processes through which job and OE can be improved through these inter-relationships. Findings also highlight the application of concepts like relative deprivation in Indian public sector banks to increase the engagement levels of their employees. Originality/value – This paper adds to the very small number of studies that have investigated the role of interactional justice in enhancing job and OEs. It has also established inter-relationships between the three dimensions of organizational justice and their individual roles in determining job and OEs.
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
  • The impact of leader-member exchange (LMX) on work-family interference and
           work-family facilitation
    • Authors: literatinetwork@emeraldinsight.com (Lars G. Tummers; Babette A.C. Bronkhorst
      Abstract: Abstract

      Purpose – The purpose of this paper is to analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange (LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family spillover effect (work-family facilitation). The authors hypothesize that LMX influences work-family spillover via different mediators, rather than one all-encompassing mediator, such as empowerment. Design/methodology/approach – The authors hypothesize that a good relationship with your supervisor (high LMX) diminishes work pressure, which in turn reduces work-family interference. Furthermore, the authors expect that a good relationship with your supervisor positively relates to the meaningfulness of work, as you could get more interesting work and more understanding of your role within the organization. In turn, this will increase work-family facilitation. These hypotheses are tested using a nation-wide survey among Dutch healthcare professionals. Findings – Findings of structural equation modeling (SEM) indeed indicate that high-quality LMX is negatively related to work-family interference, and that this is mediated by work pressure (53 percent explained variance). Furthermore, the authors found that a good relationship with your supervisor is positively related to meaningfulness of work, which in turn positively correlates to work-family facilitation (16 percent explained variance). Originality/value – The added value of the paper lies in introducing two mediators – work pressure and meaningful work – which worked adequately both theoretically and empirically, instead of the sometimes problematic mediators empowerment and stress; a focus on healthcare professionals; and using sophisticated techniques to test the model (SEM with bootstrapping).
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
  • Defining perceived employability: a psychological approach
    • Authors: literatinetwork@emeraldinsight.com (Dorien Vanhercke; Nele De Cuyper, Ellen Peeters, Hans De Witte
      Abstract: Abstract

      Purpose – The purpose of this paper is to define employability within the psychological literature with a focus upon perceived employability. Design/methodology/approach – To achieve the aim, the paper defines five objectives as follows. First, the paper discusses how employability is interpreted in the psychological literature. Second, the paper defines perceived employability within this literature. Third, the paper goes one step further by comparing the perceived employability approach to other approaches in the psychological field, namely, approaches based on competences and dispositions. The paper concludes with an integration of the three approaches into a process model to demonstrate their interrelationships, which the authors see as the fourth objective. With approach, the paper refers to a specific view on employability, including both definitions and measures, which share significant common ground. Finally, the paper highlights some implications. Findings – The paper concludes that each approach comes with specific advantages and disadvantages. Researchers and practitioners should use an approach according to the general research question one aims to address. Originality value – The authors believe to contribute to the employability literature in the following ways. First, the paper raises awareness that not all psychological notions of employability are equal, though they are often treated as such in the literature. Second, the paper highlights how perceived employability is tied to competences and dispositions. That is, though all notions are clearly different, they are also related.
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
  • Effects of early employment experiences on anticipated psychological
           contracts
    • Authors: literatinetwork@emeraldinsight.com (Galit Eilam-Shamir; Erez Yaakobi
      Abstract: Abstract

      Purpose – The purpose of this paper is to investigate how initial employment experiences of new entrants to the labor market, which results from changes in organizations employment practices affect individuals’ expectations from their future employers (their anticipatory psychological contracts and anticipated job insecurity) and to explore the implications of these effects for theory and practice. Design/methodology/approach – The paper focussed on four common experiences and tested the hypotheses about their effects using data collected by a relatively large survey among mature college students with work experience (n=1,164). Findings – Individuals who had been exposed to the experiences of being laid off, witnessing layoffs and having to accept reductions in pay or status held higher transactional and lower relational expectations from their future employers, in comparison with individuals who had not been exposed to such experiences. They also anticipated a higher level of job insecurity in their future employment. Practical implications – In order to mitigate the potential negative consequences of the phenomenon discovered on employee retention and organizational performance, organizations have to develop and implement specific HR practices to deal with cohorts of new members, who have been exposed to the employment experiences investigated. Of particular importance are orientation and socialization practices that address new recruits’ concerns and expectations, and exposing new members to training and learning experiences that increase their employability outside the organization. Originality/value – This is one of a few studies that documents empirically the (anecdotally based) claims about the effects of changes in the economic environment on individuals’ employment expectations and perhaps the first study to focus specifically on the effects of initial experiences of entrants to the labor market. It extends psychological contract research by focussing on the antecedants and formation of the psychological contract rather than on its consequences and on the anticipatory contract rather than on employees’ current psychological contracts.
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
  • Perceived employability and performance: moderation by felt job insecurity
    • Authors: literatinetwork@emeraldinsight.com (Nele De Cuyper; Coralia Sulea, Kristien Philippaers, Gabriel Fischmann, Dragos Iliescu, Hans De Witte
      Abstract: Abstract

      Purpose – The purpose of this paper is to investigate the relationship perceived employability (the employee's perception about available job opportunities in the external labour market) and performance, accounting for felt job insecurity. Performance is conceptualized broadly in terms of optimal functioning (i.e. in-role performance and helping behaviour) and malfunctioning (i.e. organizational and interpersonal counterproductive work behaviour). Design/methodology/approach – Survey data were collected among 433 Romanian workers. Findings – The authors hypothesize and demonstrate that perceived employability relates positively to optimal functioning, but less so when workers feel insecure: highly employable workers may be high achievers, but withdraw from the organization when they feel insecure. Furthermore, the authors hypothesize that perceived employability relates positively to malfunctioning, the more so when workers feel insecure. Highly employable workers may care less about organizational norms, particularly when they see reasons to violate these norms: felt job insecurity may be such a reason. However, the interaction between perceived employability and felt job insecurity was not significantly related to malfunctioning. Instead, the authors established a main effect of perceived employability on both organizational and interpersonal counterproductive work behaviour. Originality/value – The paper concludes that perceived employability contributes to optimal functioning when workers feel secure, but it may also bring along some costs in the form of malfunctioning.
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
  • Employee social cognition and performance evaluation process reactions
    • Authors: literatinetwork@emeraldinsight.com (Janice S. Miller; Amy Klemm Verbos, Ashita Goswami
      Abstract: Abstract

      Purpose – The paper uses social cognitive theory to explore reactions to performance evaluation processes as situated cognitions by examining the relationship between key elements of employees’ schemas about an organizational environment, preparation for evaluation, and these reactions. The paper aims to discuss these issues. Design/methodology/approach – Survey of 260 employees of eight organizations in a Midwestern US city. Findings – Job resource adequacy, communication adequacy, coworker relationships, and preparation time are significantly and positively associated with employee reactions to performance evaluation processes. Preparation time moderates the association between organizational context and employee reactions. Research limitations/implications – A social cognitive perspective on performance evaluation broadens the scope of extant research. This study is limited by cross-sectional design but opens the door to future experimental and longitudinal research. Practical implications – Performance evaluation processes are situated in an organizational context. Organizational interventions to improve perceptions of this key process could focus on better communication and encouraging preparation, especially if job resources are less adequate. Originality/value – This research contributes to the performance evaluation literature by applying social cognitive theory to performance evaluation reactions as situated cognitions, calling attention to the broader organizational context in which these processes occur.
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
  • Getting inside the black box: HR practices and firm performance within the
           Tunisian financial services industry
    • Authors: literatinetwork@emeraldinsight.com (Nizar Mansour; Emna Gara, Chiha Gaha
      Abstract: Abstract

      Purpose – The purpose of this paper is to explore, and eventually unlocking, the “black box” problem by addressing the potential mediating role of human capital and organizational commitment in the relationship between high performance work systems (HPWS) and perceived firm performance in the Tunisian financial industry. Design/methodology/approach – Based on the strategic human resource management (SHRM) theory, the authors developed a model that links HPWS to perceived organizational performance through human capital and employee organizational commitment. Data collected from 351 respondents was considered. Multiple regression analysis was then used to assess the research hypotheses. Findings – Data collected from 351 respondents suggest that HPWS positively affect perceived firm performance through first, enhancing the firms’ human capital; and second, developing positive organizational commitment attitude among employees. In addition, a direct relationship between HPWS and firm performance was found. Research limitations/implications – The research focussed on the perceived performance of the organization rather than financial measures. Also, because data were collected from a sample of Tunisian financial companies, results of this study are not generalizable. Originality/value – More than two decades after the earliest contributions, the SHRM scholars believe that the “black box” problem is still accurate and, therefore, needs to be addressed in an effective way. At a general and broad level, the authors believe this study contributes to the SHRM literature by successfully addressing two critical “black box” elements, i.e. human capital and organizational commitment. Also, since there is a lack in such research in Tunisia, an icon country of the Arab spring, this paper provides theoretical basis for future research and managerial implications for Tunisian business leaders and HR managers. Finally, this research is extending the current empirical SHRM literature by addressing the critical role of HRM in the largely understudied field of financial services industry.
      PubDate: Tue, 27 May 2014 00:00:00 +010
       
 
 
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