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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: 9)
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: 9, 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: 904, SJR: 0.996, h-index: 15)
Library Hi Tech News     Hybrid Journal   (Followers: 599, SJR: 0.437, h-index: 7)
Library Management     Hybrid Journal   (Followers: 669, SJR: 0.646, h-index: 10)
Library Review     Hybrid Journal   (Followers: 623, 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: 156, SJR: 0.246, h-index: 10)
On the Horizon     Hybrid Journal   (SJR: 0.394, h-index: 10)
Online Information Review     Hybrid Journal   (Followers: 214, 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: 282, 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: 4)
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: 733, 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]
  • Static and dynamic views of conflict and cooperation in the employment
           relationship: A new kind of time-based theory with implications for
           non-standard work forms
    • Authors: literatinetwork@emeraldinsight.com (Anthony M. Gould; Guillaume Desjardins)
      Abstract: Abstract

      Purpose – The employment relationship is beset by an incongruous mix of bases for cooperation and conflict. Scholars have attempted to reconcile the simultaneous presence of convergent and divergent interests between capital and labour in several ways and distinctive bodies of theory addressing this matter have emerged. However, to date, attempts to incorporate the role that the passage of time plays in changing the ratio of conflict to cooperation in the employment relationship have mostly been inadequate. This essay presents a theory about this issue based on six tenets. The paper aims to discuss these issues. Design/methodology/approach – A critical review of existing genres of literature addressing conflict and cooperation in the employment relationship and a conceptual contribution to a perceived generic limitation of these bodies of literature. Findings – A new conceptualization of the elements causing conflict and cooperation between employers and their employees. The theory presented is modular and mostly compatible with the work of earlier scholars. It has theoretical and practical application and aids in understanding the strategic management consequences of new employment forms when other pertinent variables are held constant. Practical implications – The paper offers a fresh perspective on new employment forms in particular Originality/value – A new conceptualization of the elements causing conflict and cooperation between employers and their employees. The new view is not necessarily incompatible with earlier perspectives but does have potential to create genuinely new research paradigms and reframe certain contemporary debates about non-standard work in particular.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
  • A comparative analysis of best human resource management practices in the
           hotel sector of Samoa and Tonga
    • Authors: literatinetwork@emeraldinsight.com (Suwastika Naidu; Anand Chand)
      Abstract: Abstract

      Purpose – The purpose of this paper is to comparatively analyse the best human resource management (HRM) practices in the hotel sector of Samoa and Tonga. Design/methodology/approach – This study examined best HRM practices used by the hotel sector of Samoa and Tonga by using self-administered questionnaires. Self-administered questionnaires were distributed to 73 hotels in Samoa and 66 hotels in Tonga. Out of the 73 self-administered questionnaires that were distributed in Samoa, 58 usable questionnaires were returned resulting in a response rate of 79 per cent. In the case of Tonga, out of the 66 self-administered questionnaires were distributed, 51 usable questionnaires were returned resulting in a response rate of 77 per cent. Findings – The findings of this study show that there are 28 best HRM practices in Samoa and 15 best HRM practices in Tonga. This study also found that best HRM practices differ based on differences in internal and external environmental factors present in different geographical areas. The findings of this paper support the assumptions of the Contextual Paradigm of HRM and strategic human resource management. Research limitations/implications – This study is based on a single sector of Samoa and Tonga. A single sector study limits the generalisations that can be made across different sectors in Samoa and Tonga. Practical implications – Human resource managers should incorporate cultural, political, legal, economic and social factors in HRM practices. Originality/value – None of the existing studies have examined best HRM practices used by the hotel sector of Samoa and Tonga. This study is a pioneering study that comparatively analyses the best HRM practices used by the hotel sector of Samoa and Tonga.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
  • The role of workplace mediation: a critical assessment
    • Authors: literatinetwork@emeraldinsight.com (Tony Bennett)
      Abstract: Abstract

      Purpose – Interest in mediation as an alternative strategy for managing conflict in the workplace has grown recently both in terms of theory, practice and government policy. The purpose of this paper is to investigate the efficacy of the process as practised in higher education, where its use is quite well developed. Its key aim is to increase the understanding of the process through a more qualitative sectorial analysis. Design/methodology/approach – The research took place over a six-month period in 2011. It is based on the views and experiences of 36 representatives from 16 universities across the North of England and four senior managers from mediation providers serving those organisations. Face-to-face semi-structured interviews with an average duration of one hour were undertaken with the majority of respondents with a small number of slightly shorter telephone interviews. All interviews were fully transcribed. Findings – The key findings of the research suggest that universities, whilst having similarities to other organisations in terms of the rationale, implementation and management of workplace mediation, have a practice also informed by some aspects specific to the sector. These include: the ethos of the sector, the nature of the academic labour process, its potential client base and also in its desire to network with others within the sector. Originality/value – The study offers a more in-depth understanding of mediation as practised in a cross-section of organisations in one sector and is in contrast to the predominantly more quantitative approach adopted so far in the mediation literature in the UK.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
  • Predicting boredom-coping at work
    • Authors: literatinetwork@emeraldinsight.com (John W. Whiteoak)
      Abstract: Abstract

      Purpose – The purpose of this paper is to explore the dimensions of boredom-coping in the workplace and develop a linear equation capable of predicting a single individual's boredom-coping capacity. Design/methodology/approach – The research employs a mixed-methods approach and triangulates the identification of themes through, consultation with five industry experts, 23 individual interviews and 169 survey respondents. Findings – A linear composite that explains 41.4 percent of the variance in boredom-coping (r=0.66, p<0.001) was developed. The model was derived from four constructs identified from primary qualitative data. These were, personality traits (i.e. conscientiousness, openness, work ethic, and extraversion), attitude to challenge, trainable abilities (i.e. practical intelligence, foresight ability, and situational awareness), and group potency. Research limitations/implications – These findings provide research implications for the study of boredom-coping at work. Common-method artifacts are a potential limitation of the conclusions drawn. However, the mixed-methods approach, independent samples at each stage, and multiple data collection sites and times, supports the integrity of the findings discussed. Practical implications – The practical implications of this research includes providing strategies for human resource decisions associated with recruitment, selection, and front-line training interventions. The model indicates training may be targeted at different areas of the equation with markedly different impact and return depending on the timed nature of interventions. Originality/value – The findings support the development of approaches that may help to create a more engaged, productive, and well-adjusted workforce. The translation of the findings to the “bottom-line” is also significant.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
  • An empirical study of the career anchors that govern career decisions
    • Authors: literatinetwork@emeraldinsight.com (Jared R. Chapman; Bruce L. Brown)
      Abstract: Abstract

      Purpose – The purpose of this paper is to examine two of Feldman and Bolino's proposals: career anchor plurality and career anchor relationships. Design/methodology/approach – A novel method for examining the relationships between career anchors called “indices of mutual presence” is developed for this study to generate meaningful results from ordinal and ipsative career anchor data. Findings – Evidence for some individuals having multiple career anchors was found. Complementary and exclusivity career anchor relationships are identified and a model for representing them is presented. The importance and possible benefit of understanding both an individual's preferred and “unpreferred” anchors is discussed. The non-reflexive nature of career anchors is explored and the idea of “mutually” exclusive career anchors is rejected. Weaknesses in the octagon shaped career anchor relationships diagram presented by Feldman and Bolino are discussed. Research limitations/implications – Despite the benefits associated with forced-choice assessments, some have expressed concern because of the nature of this type of evaluation. Each time an item is preferred, another item must be “unpreferred.” Thus, for one item to have a high preference count, some other item must necessarily have lower preference counts. The resulting data is ordinal rather than interval or ratio. It contains information regarding order of preference, but provides little insight into magnitude of preference. This makes it difficult to identify and examine how much more or less one individual prefers an item when compared to another individual. Originality/value – The second property of forced-choice data that raises concern is its ipsative nature. As respondents are constrained to unprefer an item each time the prefer one, the total preference counts remain the same for every individual. As a result, the preference scores for every individual will always sum to the same value. When data has this property, it is called ipsative. Ipsative data is not free to vary, and thus statistical methods which analyze variance may yield spurious results. Thus, traditional factorial statistical methods cannot be appropriately used with ipsative data (Baron, 1996; Bartram, 1996; Closs, 1996). It is commonly believed that researchers trade ease of use and accuracy for fewer available statistical tools when using forced-choice methods. However, this paper attempts to use “indices of mutual presence” developed for this study (described below) that do not rely on variance to generate meaningful results from ipsative career anchor data.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
  • Ethics-related selection and reduced ethical conflict as drivers of
           positive work attitudes: Delivering on employees’ expectations for
           an ethical workplace
    • Authors: literatinetwork@emeraldinsight.com (Sean Valentine; David Hollingworth, Bradley Eidsness)
      Abstract: Abstract

      Purpose – There is reason to believe that an ethically minded approach to hiring and the development of an ethical context should be associated with incremental decreases in employees’ perceptions of ethical conflict. It is also likely that the selection of ethical employees, and the reduced ethical conflict that follows, are positively related to employees’ positive work attitudes. The purpose of this paper is to test these relationships. Design/methodology/approach – Using a self-report questionnaire, information was collected from 187 employees working for a medium-sized financial services organization with offices located primarily in the Midwestern USA. Findings – Results of structural equation modeling indicated that employees’ perceptions of ethics-related selection were negatively related to perceived ethical conflict, and that reduced ethical conflict and enhanced ethics-related selection were associated with an increased positive work attitude, which was comprised of job satisfaction, an intention to stay, and organizational commitment. Research limitations/implications – The results cannot prove causal association between the constructs, and the use of one focal firm limits generalizability. Practical implications – Organizational leaders and HR professionals should develop ethics-based hiring practices to reduce ethical conflict and strengthen a company's ethical context. Originality/value – This investigation is relevant because strong relationships among ethics-related hiring, ethical conflict, and positive work attitudes would suggest that companies must use ethical selection criteria and maintain an ethical culture/climate that meets or exceeds employees’ expectations about ethics. Furthermore, this study adds to the relatively few published works exploring the relationship between ethical conflict and work attitudes.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
  • A multilevel study of the relationship between organizational justice and
           affective commitment: The moderating role of organizational size and
           tenure
    • Authors: literatinetwork@emeraldinsight.com (Marc Ohana)
      Abstract: Abstract

      Purpose – The purpose of this paper is to examine the moderating role of organizational size and individual tenure on the relationship between organizational justice and organizational affective commitment. Based on the literature on organizational justice and justice climate, this paper tests whether the role of justice climate, measured at the organizational level, is affected by these organizational and individual characteristics in determining individual organizational affective commitment. Design/methodology/approach – Data on 20,936 employees from 1,496 companies that were included in the 2004 Workplace Employment Relationships Survey were used. Findings – Hierarchical linear modeling analysis shows that the importance of the justice climate extends beyond its effect on individual perceptions. Moreover, whereas the organization size does not influence the justice climate – affective commitment relationship, organizational tenure moderates it. Originality/value – This study shows the impact of justice climate on affective commitment beyond the effect of individual justice. It also examines organizational (organization size) and individual characteristics (tenure) as possible moderators, constructs rarely considered in studies on justice climate.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
  • The impact of person-job fit and person-organization fit on OCB: The
           mediating and moderating effects of organizational commitment and
           psychological empowerment
    • Authors: literatinetwork@emeraldinsight.com (Jaleh Farzaneh; Ali Dehghanpour Farashah, Mehdi Kazemi)
      Abstract: Abstract

      Purpose – Drawing upon the social exchange theory and empowerment theory, the purpose of this paper is to investigate the effect of perceived person-environment fit on organisational citizenship behaviour (OCB). Furthermore, this study assesses the roles of organisational commitment and psychological empowerment (PE) in this relationship. Design/methodology/approach – Respondents of this study were employees of the Iran Northeast Gas Transfer Company. Data were collected through conducting a survey on 500 employees, of which 412 questionnaires were used for further analysis. Confirmatory factor analysis, structural equation modelling, Baron and Kenny's (1986) procedure for examining mediator effect, and finally Zhao and Cavusgil's (2006) technique of evaluating moderator effect were utilised for the analyses. Findings – Results indicated that organisational commitment acts as a mediator between person-job (P-J) fit and person-organisation (P-O) fit and OCB. PE acts as a moderator between organisational commitment and OCB. Practical implications – This research has implications for approaches to human resource management in organisations. Originality/value – This study empirically synthesises the joint effect of P-O fit and P-J fit on a behavioural variable (OCB) in the social context of organisation and explains the mechanism of the effect. The pattern of relationships tested is relatively novel.
      PubDate: Tue, 29 Jul 2014 00:00:00 +010
       
 
 
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