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  Subjects -> BUSINESS AND ECONOMICS (Total: 3070 journals)
    - ACCOUNTING (88 journals)
    - BANKING AND FINANCE (261 journals)
    - BUSINESS AND ECONOMICS (1145 journals)
    - CONSUMER EDUCATION AND PROTECTION (24 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (156 journals)
    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (170 journals)
    - FASHION AND CONSUMER TRENDS (13 journals)
    - HUMAN RESOURCES (94 journals)
    - INSURANCE (23 journals)
    - INTERNATIONAL COMMERCE (125 journals)
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    - MARKETING AND PURCHASING (86 journals)
    - MICROECONOMICS (24 journals)
    - PRODUCTION OF GOODS AND SERVICES (137 journals)
    - PUBLIC FINANCE, TAXATION (32 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

BUSINESS AND ECONOMICS (1145 journals)                  1 2 3 4 5 6 | Last

Showing 1 - 200 of 1566 Journals sorted alphabetically
4OR: A Quarterly Journal of Operations Research     Hybrid Journal   (Followers: 9)
Abacus     Hybrid Journal   (Followers: 12)
Accounting Forum     Hybrid Journal   (Followers: 22)
Acta Amazonica     Open Access   (Followers: 3)
Acta Commercii     Open Access   (Followers: 2)
Acta Oeconomica     Full-text available via subscription   (Followers: 2)
Acta Scientiarum. Human and Social Sciences     Open Access   (Followers: 4)
Acta Universitatis Danubius. Œconomica     Open Access  
Acta Universitatis Nicolai Copernici Zarządzanie     Open Access   (Followers: 3)
AD-minister     Open Access   (Followers: 2)
ADR Bulletin     Open Access   (Followers: 5)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 21)
Advances in Economics and Business     Open Access   (Followers: 12)
AfricaGrowth Agenda     Full-text available via subscription   (Followers: 1)
African Affairs     Hybrid Journal   (Followers: 57)
African Development Review     Hybrid Journal   (Followers: 35)
African Journal of Business and Economic Research     Full-text available via subscription   (Followers: 1)
African Journal of Business Ethics     Open Access   (Followers: 7)
African Review of Economics and Finance     Open Access   (Followers: 3)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 6)
Afyon Kocatepe Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi     Open Access   (Followers: 3)
Agronomy     Open Access   (Followers: 11)
Akademika : Journal of Southeast Asia Social Sciences and Humanities     Open Access   (Followers: 4)
Alphanumeric Journal : The Journal of Operations Research, Statistics, Econometrics and Management Information Systems     Open Access   (Followers: 4)
American Economic Journal : Applied Economics     Full-text available via subscription   (Followers: 124)
American Economic Journal : Economic Policy     Full-text available via subscription   (Followers: 97)
American Journal of Business     Hybrid Journal   (Followers: 15)
American Journal of Business and Management     Open Access   (Followers: 51)
American Journal of Business Education     Open Access   (Followers: 10)
American Journal of Economics and Business Administration     Open Access   (Followers: 24)
American Journal of Economics and Sociology     Hybrid Journal   (Followers: 28)
American Journal of Evaluation     Hybrid Journal   (Followers: 12)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 17)
American Journal of Health Economics     Full-text available via subscription   (Followers: 13)
American Journal of Industrial and Business Management     Open Access   (Followers: 23)
American Journal of Medical Quality     Hybrid Journal   (Followers: 7)
American Law and Economics Review     Hybrid Journal   (Followers: 26)
ANALES de la Universidad Central del Ecuador     Open Access   (Followers: 1)
Annales de l'Institut Henri Poincare (C) Non Linear Analysis     Full-text available via subscription   (Followers: 1)
Annals in Social Responsibility     Full-text available via subscription  
Annals of Finance     Hybrid Journal   (Followers: 27)
Annals of Operations Research     Hybrid Journal   (Followers: 8)
Annual Review of Economics     Full-text available via subscription   (Followers: 29)
Applied Developmental Science     Hybrid Journal   (Followers: 3)
Applied Economics     Hybrid Journal   (Followers: 44)
Applied Economics Letters     Hybrid Journal   (Followers: 28)
Applied Economics Quarterly     Full-text available via subscription   (Followers: 10)
Applied Financial Economics     Hybrid Journal   (Followers: 23)
Applied Mathematical Finance     Hybrid Journal   (Followers: 6)
Applied Stochastic Models in Business and Industry     Hybrid Journal   (Followers: 6)
Arab Economic and Business Journal     Open Access   (Followers: 3)
Archives of Business Research     Open Access   (Followers: 5)
Arena Journal     Full-text available via subscription   (Followers: 1)
Argomenti. Rivista di economia, cultura e ricerca sociale     Open Access   (Followers: 2)
ASEAN Economic Bulletin     Full-text available via subscription   (Followers: 5)
Asia Pacific Business Review     Hybrid Journal   (Followers: 5)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 322)
Asia Pacific Viewpoint     Hybrid Journal   (Followers: 1)
Asia-Pacific Journal of Business Administration     Hybrid Journal   (Followers: 3)
Asia-Pacific Journal of Operational Research     Hybrid Journal   (Followers: 3)
Asian Business Review     Open Access   (Followers: 2)
Asian Case Research Journal     Hybrid Journal   (Followers: 1)
Asian Development Review     Open Access   (Followers: 14)
Asian Economic Journal     Hybrid Journal   (Followers: 8)
Asian Economic Papers     Hybrid Journal   (Followers: 7)
Asian Economic Policy Review     Hybrid Journal   (Followers: 4)
Asian Journal of Accounting and Governance     Open Access   (Followers: 3)
Asian Journal of Business Ethics     Hybrid Journal   (Followers: 7)
Asian Journal of Social Sciences and Management Studies     Open Access   (Followers: 6)
Asian Journal of Technology Innovation     Hybrid Journal   (Followers: 8)
Asian-pacific Economic Literature     Hybrid Journal   (Followers: 6)
AStA Wirtschafts- und Sozialstatistisches Archiv     Hybrid Journal   (Followers: 5)
Atlantic Economic Journal     Hybrid Journal   (Followers: 14)
Australasian Journal of Regional Studies, The     Full-text available via subscription   (Followers: 2)
Australian Cottongrower, The     Full-text available via subscription   (Followers: 1)
Australian Economic Papers     Hybrid Journal   (Followers: 21)
Australian Economic Review     Hybrid Journal   (Followers: 7)
Australian Journal of Maritime and Ocean Affairs     Hybrid Journal   (Followers: 10)
Balkan Region Conference on Engineering and Business Education     Open Access   (Followers: 1)
Baltic Journal of Real Estate Economics and Construction Management     Open Access   (Followers: 1)
Banks in Insurance Report     Hybrid Journal   (Followers: 2)
BBR - Brazilian Business Review     Open Access   (Followers: 4)
Benchmarking : An International Journal     Hybrid Journal   (Followers: 11)
BER : Consumer Confidence Survey     Full-text available via subscription   (Followers: 4)
BER : Economic Prospects : An Executive Summary     Full-text available via subscription  
BER : Economic Prospects : Full Survey     Full-text available via subscription   (Followers: 2)
BER : Intermediate Goods Industries Survey     Full-text available via subscription   (Followers: 1)
BER : Manufacturing Survey : Full Survey     Full-text available via subscription   (Followers: 2)
BER : Motor Trade Survey     Full-text available via subscription   (Followers: 1)
BER : Retail Sector Survey     Full-text available via subscription   (Followers: 2)
BER : Retail Survey : Full Survey     Full-text available via subscription   (Followers: 2)
BER : Survey of Business Conditions in Building and Construction : An Executive Summary     Full-text available via subscription   (Followers: 4)
BER : Survey of Business Conditions in Manufacturing : An Executive Summary     Full-text available via subscription   (Followers: 3)
BER : Survey of Business Conditions in Retail : An Executive Summary     Full-text available via subscription   (Followers: 3)
BER : Trends : Full Survey     Full-text available via subscription   (Followers: 2)
BER : Wholesale Sector Survey     Full-text available via subscription   (Followers: 1)
Berkeley Business Law Journal     Free   (Followers: 11)
Bio-based and Applied Economics     Open Access   (Followers: 1)
Biodegradation     Hybrid Journal   (Followers: 1)
Biology Direct     Open Access   (Followers: 7)
Black Enterprise     Full-text available via subscription  
Board & Administrator for Administrators only     Hybrid Journal  
Border Crossing : Transnational Working Papers     Open Access   (Followers: 2)
Briefings in Real Estate Finance     Hybrid Journal   (Followers: 5)
British Journal of Industrial Relations     Hybrid Journal   (Followers: 30)
Brookings Papers on Economic Activity     Open Access   (Followers: 47)
Brookings Trade Forum     Full-text available via subscription   (Followers: 3)
BRQ Business Research Quarterly     Open Access   (Followers: 2)
Building Sustainable Legacies : The New Frontier Of Societal Value Co-Creation     Full-text available via subscription   (Followers: 1)
Bulletin of Economic Research     Hybrid Journal   (Followers: 16)
Bulletin of Geography. Socio-economic Series     Open Access   (Followers: 7)
Bulletin of Indonesian Economic Studies     Hybrid Journal   (Followers: 3)
Bulletin of the Dnipropetrovsk University. Series : Management of Innovations     Open Access   (Followers: 1)
Business & Entrepreneurship Journal     Open Access   (Followers: 16)
Business & Information Systems Engineering     Hybrid Journal   (Followers: 5)
Business & Society     Hybrid Journal   (Followers: 9)
Business : Theory and Practice / Verslas : Teorija ir Praktika     Open Access   (Followers: 1)
Business and Economic Research     Open Access   (Followers: 6)
Business and Management Horizons     Open Access   (Followers: 11)
Business and Management Research     Open Access   (Followers: 17)
Business and Management Studies     Open Access   (Followers: 9)
Business and Politics     Hybrid Journal   (Followers: 6)
Business and Professional Communication Quarterly     Hybrid Journal   (Followers: 7)
Business and Society Review     Hybrid Journal   (Followers: 5)
Business Economics     Hybrid Journal   (Followers: 6)
Business Ethics: A European Review     Hybrid Journal   (Followers: 16)
Business Horizons     Hybrid Journal   (Followers: 8)
Business Information Review     Hybrid Journal   (Followers: 13)
Business Management and Strategy     Open Access   (Followers: 40)
Business Research     Hybrid Journal   (Followers: 2)
Business Strategy and the Environment     Hybrid Journal   (Followers: 12)
Business Strategy Review     Hybrid Journal   (Followers: 7)
Business Strategy Series     Hybrid Journal   (Followers: 6)
Business Systems & Economics     Open Access   (Followers: 2)
Business Systems Research Journal     Open Access   (Followers: 5)
Business, Management and Education     Open Access   (Followers: 17)
Business, Peace and Sustainable Development     Full-text available via subscription   (Followers: 3)
Bustan     Hybrid Journal   (Followers: 1)
Cadernos EBAPE.BR     Open Access   (Followers: 1)
Cambridge Journal of Economics     Hybrid Journal   (Followers: 55)
Cambridge Journal of Regions, Economy and Society     Hybrid Journal   (Followers: 9)
Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l Administration     Hybrid Journal   (Followers: 1)
Canadian Journal of Economics/Revue Canadienne d`Economique     Hybrid Journal   (Followers: 25)
Canadian journal of nonprofit and social economy research     Open Access   (Followers: 2)
Capitalism and Society     Hybrid Journal   (Followers: 2)
Capitalism Nature Socialism     Hybrid Journal   (Followers: 11)
Case Studies in Business and Management     Open Access   (Followers: 8)
CBU International Conference Proceedings     Open Access   (Followers: 1)
Central European Journal of Operations Research     Hybrid Journal   (Followers: 5)
Central European Journal of Public Policy     Open Access   (Followers: 1)
CESifo Economic Studies     Hybrid Journal   (Followers: 15)
Chain Reaction     Full-text available via subscription  
Challenge     Full-text available via subscription   (Followers: 4)
China & World Economy     Hybrid Journal   (Followers: 15)
China : An International Journal     Full-text available via subscription   (Followers: 16)
China Economic Journal: The Official Journal of the China Center for Economic Research (CCER) at Peking University     Hybrid Journal   (Followers: 10)
China Economic Review     Hybrid Journal   (Followers: 10)
China Finance Review International     Hybrid Journal   (Followers: 5)
China Nonprofit Review     Hybrid Journal   (Followers: 3)
China perspectives     Open Access   (Followers: 11)
Chinese Economy     Full-text available via subscription  
Ciência & Saúde Coletiva     Open Access   (Followers: 2)
CLIO América     Open Access   (Followers: 1)
Cliometrica     Hybrid Journal   (Followers: 1)
COEPTUM     Open Access  
Community Development Journal     Hybrid Journal   (Followers: 23)
Compensation & Benefits Review     Hybrid Journal   (Followers: 6)
Competition & Change     Hybrid Journal   (Followers: 10)
Competitive Intelligence Review     Hybrid Journal   (Followers: 2)
Competitiveness Review : An International Business Journal incorporating Journal of Global Competitiveness     Hybrid Journal   (Followers: 5)
Computational Economics     Hybrid Journal   (Followers: 9)
Computational Mathematics and Modeling     Hybrid Journal   (Followers: 8)
Computer Law & Security Review     Hybrid Journal   (Followers: 15)
Computers & Operations Research     Hybrid Journal   (Followers: 10)
Construction Innovation: Information, Process, Management     Hybrid Journal   (Followers: 14)
Contemporary Wales     Full-text available via subscription   (Followers: 3)
Contextus - Revista Contemporânea de Economia e Gestão     Open Access   (Followers: 1)
Contributions to Political Economy     Hybrid Journal   (Followers: 6)
Corporate Communications An International Journal     Hybrid Journal   (Followers: 5)
Corporate Philanthropy Report     Hybrid Journal   (Followers: 2)
Corporate Reputation Review     Hybrid Journal   (Followers: 4)
Creative and Knowledge Society     Open Access   (Followers: 10)
Creative Industries Journal     Hybrid Journal   (Followers: 8)
CRIS - Bulletin of the Centre for Research and Interdisciplinary Study     Open Access   (Followers: 1)
Crossing the Border : International Journal of Interdisciplinary Studies     Open Access   (Followers: 4)
Cuadernos de Administración (Universidad del Valle)     Open Access   (Followers: 1)
Cuadernos de Economía     Open Access   (Followers: 1)
Cuadernos de Economia - Latin American Journal of Economics     Open Access   (Followers: 1)
Cuadernos de Estudios Empresariales     Open Access   (Followers: 1)
Current Opinion in Creativity, Innovation and Entrepreneurship     Open Access   (Followers: 8)
De Economist     Hybrid Journal   (Followers: 12)
Decision Analysis     Full-text available via subscription   (Followers: 8)
Decision Sciences     Hybrid Journal   (Followers: 15)
Decision Support Systems     Hybrid Journal   (Followers: 15)
Defence and Peace Economics     Hybrid Journal   (Followers: 16)
der markt     Hybrid Journal   (Followers: 1)
Desenvolvimento em Questão     Open Access  
Development     Full-text available via subscription   (Followers: 23)
Development and Change     Hybrid Journal   (Followers: 47)
Development and Learning in Organizations     Hybrid Journal   (Followers: 7)

        1 2 3 4 5 6 | Last

Journal Cover Asia Pacific Journal of Human Resources
  [SJR: 0.494]   [H-I: 19]   [322 followers]  Follow
    
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 1038-4111 - ISSN (Online) 1744-7941
   Published by John Wiley and Sons Homepage  [1589 journals]
  • An empirical study of ‘green’ workplace behaviours: ability,
           motivation and opportunity
    • Authors: Julie Rayner; Damian Morgan
      Abstract: Green human resource management contributes to an understanding of the role of human resource management (HRM) towards sustainability and environmental outcomes. This paper assesses employees’ environmental knowledge as well as self-perceptions of ability, motivation and opportunity (AMO) to practise green behaviours by operationalising the AMO framework towards a pro-environmental agenda. The study draws on a survey sample of 394 employees from five organisations in regional Australia. Key findings show that pro-environmental AMO are positively associated with green behaviours and that these are more prevalent at home than in the workplace. Further, line managers moderate the relationship between pro-environmental AMO and green behaviour although not the relationship between environmental knowledge and green behaviour. Such benchmark measurement informs HRM policies, practices and interventions and contributes to environmental management.
      PubDate: 2017-04-27T13:23:25.120021-05:
      DOI: 10.1111/1744-7941.12151
       
  • Lean production and the well-being of the frontline manager: the job
           
    • Authors: Meng-Long Huo; Peter Boxall
      Abstract: Frontline managers (FLMs) are critical to the implementation of lean production yet its effect on their well-being is a neglected subject. Illustrating the value of the job demands – resources model as a diagnostic tool, this study examines the impact of lean production on FLM well-being in a Chinese manufacturer. Following qualitative interviews, survey responses from 226 FLMs were analysed through structural equation modelling. The analysis demonstrated the impact of relevant training, top management support and the level of pay as valuable resources for Chinese FLMs, stimulating their work engagement in a lean context. On the other hand, role overload showed a strong relationship with exhaustion. While perceptions of distributive justice can, to some extent, ameliorate feelings of exhaustion, other resources will most likely need to be mobilised to address the threat to the health of FLMs posed by high levels of work pressure.
      PubDate: 2017-04-20T04:23:22.722806-05:
      DOI: 10.1111/1744-7941.12152
       
  • Green human resource management practices: scale development and validity
    • Authors: Guiyao Tang; Yang Chen, Yuan Jiang, Pascal Paillé, Jin Jia
      Abstract: Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.
      PubDate: 2017-03-24T06:55:35.364099-05:
      DOI: 10.1111/1744-7941.12147
       
  • Cross-level effects of high-commitment work systems on work engagement:
           the mediating role of psychological capital
    • Authors: Shu-Ling Chen
      Abstract: This study integrates theories from strategic human resource management and the job demands – resources model and focuses on exploring the cross-level relationship between high-commitment work systems and work engagement. It includes further investigation into whether the emerging core construct of positive psychological capital plays a role in mediating the effects of high-commitment work systems on work engagement. Data were collected from multiple sources, including 94 managers and 344 service employees at 47 stores in Taiwanese retail chain enterprises. The study's results show that high-commitment work systems are positively correlated with work engagement and mediate work engagement through psychological capital. The implications of this research and possible limitations and directions for future research are then discussed.
      PubDate: 2017-03-07T23:50:33.321447-05:
      DOI: 10.1111/1744-7941.12144
       
  • Mindfulness and job performance: a study of Australian leaders
    • Authors: Elizabeth King; Jarrod M Haar
      Abstract: Mindfulness relates to being aware of the present reality and living in the moment, and, while linked to well-being, it has only recently been tested on specific leader samples. Despite attention, the links between mindfulness and job performance are scarce, with the performance of leaders especially so. The present study tests self-reported mindfulness from 84 Australian leaders towards two forms of leadership performance as rated by their immediate manager. Using structural equation modelling, we find mindfulness is positively related to leadership self-mastery and leadership organizational-transformation. The best fit for the data was a full mediation model: mindfulness predicting leadership self-mastery, predicting leadership organizational-transformation. Furthermore, we tested for the moderating effects of tenure duration and found that mindfulness was especially beneficial for leadership self-mastery at low tenure duration. Findings suggest that leadership performance may ultimately be enhanced by having leaders who are more mindful and present at work.
      PubDate: 2017-03-07T00:45:30.242856-05:
      DOI: 10.1111/1744-7941.12143
       
  • What one thinks determines one's actions: the importance of employees’
           perception in implementing HR systems
    • Authors: Jang-Ho Choi
      Abstract: Although a number of studies have focused on the mediating relationship between HR systems and performance at both a firm-level analysis and a cross-level analysis, only a few have examined the importance of employees’ perception in implementing HR systems. Using a massive database that included 6709 employees in 245 manufacturing firms in South Korea, this study examines the relationship between HR systems and two types of firm performance – financial performance and employee job satisfaction – through regression analyses and hierarchical linear modeling. In addition, the study investigates the mediating effect of the employees’ positive perception of HR systems. The results indicate that HR systems had an influence on the performance of firms and that the employees’ positive perception of HR systems had a mediating effect on the HR–performance relationship in both a firm-level and a cross-level analysis.
      PubDate: 2017-02-28T23:50:23.566685-05:
      DOI: 10.1111/1744-7941.12146
       
  • Subordinate's proactivity in performance planning: implications for
           performance management systems
    • Authors: Alfred Presbitero; Mendiola Teng-Calleja
      Abstract: Previous studies have called for the investigation of individual-level factors that influence performance management systems. Drawing on self-regulation theory, this study investigates subordinate's proactivity in performance planning. Self-regulation theory suggests that individuals can actively participate in planning for the future by having standards and monitoring themselves through self-regulatory processes. Given the integral role that subordinates play in the effectiveness of performance management systems, this study carefully examines their self-regulation in the form of proactivity in relation to performance planning. Using matched data obtained from 225 subordinates and their respective supervisors in an organisation in Australia, results show that proactive personality or the tendency of an individual to be relatively unconstrained by situational factors is found to be positively and significantly related to proactive performance planning. In addition, results show that proactive feedback-seeking behaviour or the active solicitation of feedback partially mediates the relationship between proactive personality and proactive performance planning.
      PubDate: 2017-02-28T00:05:27.908033-05:
      DOI: 10.1111/1744-7941.12149
       
  • How likely am I to return home' A study of New Zealand self-initiated
           expatriates
    • Authors: Valerie Lindsay; Revti Raman Sharma, Shaleen Rashad
      Abstract: Our study contributes to the research domain of self-initiated repatriation, focusing on the drivers of self-initiated expatriates’ intention to repatriate (ITR). We examine the impact of selected individual characteristics (gender, ethnicity, international experience), contextual factors (spouse job availability, nature of networks, host-country location) and the established home-country pull factors (economic opportunities, lifestyle and relational considerations) on self-initiated expatriates’ ITR. We also examine the moderating effects of gender and international experience. Based on a sample of 248 New Zealand self-initiated expatriates (SIEs), the findings support the role of the established home-country pull factors, but a number of the additional contextual factors and individual characteristics of SIEs, as well as the moderation effects of gender and international experience represent new findings and offer contributions to the SIE repatriation literature.
      PubDate: 2017-02-27T23:55:42.279686-05:
      DOI: 10.1111/1744-7941.12148
       
  • Greg Bamber, Russell Lansbury, Nick Wailes and Chris F Wright, eds (2016)
           International and comparative employment relations: national regulation,
           global changes. Allen & Unwin, Crows Nest, NSW. ISBN 978 1 76011 029 1
           (pbk); xxvii + 418 pages, RRP A$55.
    • Authors: Chris Leggett
      PubDate: 2017-02-24T00:25:23.744398-05:
      DOI: 10.1111/1744-7941.12150
       
  • Exploring the antecedents of employees’ developmental network
           characteristics: does context matter'
    • Authors: Jeong Won Lee
      Abstract: Reflecting today's turbulent business environment, mentoring research has broadened its focus from traditional dyadic relationships to developmental networks. Drawing on developmental network and social information processing theory, the present study examined the effects of work context on employees’ developmental network characteristics. The multi-level data collected from 681 employees at 42 companies in Korea provided empirical evidence of the influence of three contextual factors (industry sector, organizational culture, and HR practice). Specifically, service firms showed a positive relationship with employees’ network range and relationship strength with developers (or multiple mentors). Adhocracy culture was positively associated with the range, strength, and size of developmental networks, whereas market culture showed a negative relationship with tie strength. Finally, formal mentoring programs were found to be positively related to tie strength and negatively related to network size. These findings extend previous developmental network research by integrating contextual factors, which have thus far been neglected.
      PubDate: 2017-02-24T00:05:31.892206-05:
      DOI: 10.1111/1744-7941.12145
       
  • Flexible working arrangements in residential aged care: applying a
           person–environment fit model
    • Authors: Victoria P Weale; Yvonne D Wells, Jodi Oakman
      Abstract: Ensuring sufficient staff numbers to accommodate an increasing need for aged-care services is one challenge facing the residential aged-care sector. Human resources management (HRM) policy and practice need to explore ways flexible working arrangements can be utilised to improve recruitment and retention. This study applied a person–environment (P–E) fit model to understanding the role of flexible working arrangements in contributing to the successful operation of residential aged-care facilities in Victoria, Australia. A sample of 108 residential aged-care workers participated in semi-structured interviews to discuss flexible working arrangements, facilitators and barriers affecting their use and uptake, and individual and organisation outcomes resulting from their use. HRM should encourage the development and implementation of policies and practices related to flexible working arrangements in residential aged care, and their uptake by staff, to enhance P–E fit, thus supporting people to remain in their jobs.
      PubDate: 2017-02-16T00:20:27.555483-05:
      DOI: 10.1111/1744-7941.12142
       
  • The direct and moderating effect of learning orientation on individual
           performance in the banking industry in China: contextualization of
           high-performance work systems
    • Authors: Nan Ning; Jue Wang, Zhaohong Lin, Zhiyu Zheng
      Abstract: Extant research on learning orientation (LO) has primarily examined the effects of LO on organizational-level performance from a management perspective. Meanwhile, the black box relationship between high-performance work systems (HPWS) and individual outcomes has not been fully explored. The current study examines the cross-level relationship between perceived unit-level LO and individual-level performance and investigates the moderation effect of LO in the HPWS – individual performance relationship. With a participant sample of 1887 individuals from 74 work-units in the banking industry in China, a cross-level model was tested using hierarchical linear modeling. Work-unit-level LO was found to have significant impact on individual performance and positively moderate the relationship between HPWS and individual performance. The implications of these findings and the research limitations were also discussed.
      PubDate: 2017-02-16T00:05:30.437558-05:
      DOI: 10.1111/1744-7941.12141
       
  • High-performance work systems and employee engagement: empirical evidence
           from China
    • Authors: Yufang Huang; Zhenzhong Ma, Yong Meng
      Abstract: Employee engagement and commitment has been a very important issue in human resource managers’ agenda. The present study adds to the literature by examining the impact of high-performance work systems (HPWS) on employee attitudes and on employee engagement in China in response to the increasing interest in the universalistic effects of HPWS in the globalized world market. With the data from 782 employees working in China's manufacturing and service sectors, this study shows that HPWS are positively related to employees’ positive mood and job satisfaction, and that job satisfaction and positive mood lead to high employee engagement. Moreover, employee's positive mood and job satisfaction also mediate the relationship between HPWS and employee engagement. The result helps explore one mechanism via which HPWS affect employee behaviors and provides empirical evidence for the applicability of HPWS in an international context.
      PubDate: 2017-02-13T01:15:27.362075-05:
      DOI: 10.1111/1744-7941.12140
       
  • Cosmetic facial surgery: the influence of self-esteem on job satisfaction
           and burnout
    • Authors: Alicia R Kalus; Christina Cregan
      Abstract: Using knowledge-based theories of self-esteem, we investigate the relationship between employed adults' change in self-esteem following cosmetic facial surgery and changes in their job satisfaction and workplace burnout. Quantitative data are collected from patients who have undergone cosmetic facial surgical procedures within a four-year period. The survey responses of 106 employed adults are analysed using hierarchical moderator regression. The findings show a positive relationship between change in self-esteem and change in job satisfaction, and a negative relationship with change in burnout. Cumulative effects are identified. For those who strongly perceive an improvement in their post-operative self-esteem, the longer the time since surgery, the greater the increase in job satisfaction and decrease in burnout; for those who strongly perceive their self-esteem has not improved, the greater the decrease in job satisfaction. These results demonstrate that the influence of change in self-esteem following surgery extends into the workplace.
      PubDate: 2017-01-30T07:00:31.229085-05:
      DOI: 10.1111/1744-7941.12137
       
  • The growth of non-standard employment in Japan and South Korea: the role
           of institutional actors and impact on workers and the labour market
    • Authors: Fang Lee Cooke; Yumei Jiang
      Abstract: A key trend in the development of the global economy is the informalisation of employment. A number of studies have emerged that capture the growth and characteristics of non-standard employment in Japan and South Korea as two major world economies that are experiencing relative decline in growth. However, limited is understood in the role of institutional actors in shaping the labour markets and how these two neighbouring countries may, despite similarities, differ in terms of forms of non-standard employment and the institutional and cultural reasons that underpin the differences. This review study fills part of the gap by providing a systematic analysis of changes in the labour market in Japan and South Korea, the role of institutional actors in shaping the informal labour market, patterns of non-standard employment and its impacts on individual workers as well as the development of the labour market. The paper concludes that informalisation has led to the decline of job quality on a relatively large scale in these two countries and that a greater level of state intervention is necessary to maintain workforce well-being and economic sustainability.
      PubDate: 2017-01-18T00:30:31.831888-05:
      DOI: 10.1111/1744-7941.12138
       
  • Issue Information - TOC
    • Pages: 149 - 149
      PubDate: 2017-04-03T00:01:28.547901-05:
      DOI: 10.1111/1744-7941.12128
       
  • Editors' note
    • Authors: Timothy Bartram; Fang Lee Cooke
      Pages: 151 - 154
      PubDate: 2017-04-03T00:01:30.348996-05:
      DOI: 10.1111/1744-7941.12139
       
  • High-performance work systems and firm capabilities in Korea: a fit
           perspective with organizational culture
    • Authors: Seung-Yoon Rhee; Hyo Jun Oh, Gun Jea Yu
      Abstract: Taking a behavioral perspective on high-performance work systems (HPWS), we examine the role that organizational trust plays as a key psychological mechanism linking HPWS and firm capabilities (customer response capability and internal process capability). We further draw on configuration theory and explore how the fit between organizational culture and HPWS can be mutually reinforcing, leading to superior firm capabilities. Based on multisource data collected from 2094 employees in 500 companies in South Korea, the results show that HPWS are positively related to firm capabilities and that the link is fully mediated by organizational trust. HPWS show significant interaction effects with adhocracy, market, and clan cultures on firm capabilities but show no interaction effects with hierarchy culture. These findings highlight the importance of organizational trust and organizational culture aligned with human resource practices in the successful implementation of HPWS.
      PubDate: 2016-12-15T00:05:26.427756-05:
      DOI: 10.1111/1744-7941.12134
       
  • Servant leadership for team conflict management, co-ordination, and
           customer relationships
    • Authors: Alfred Wong; Ying Liu, Xinyan Wang, Dean Tjosvold
      Abstract: Researchers have shown that the effectiveness of leaders depends to a great extent on their capacity to develop productive teamwork among followers. This study proposes that servant leadership, as it emphasizes service to others, team consensus, and the personal development of individuals, lays the groundwork for effective co-ordination among team members so that together they serve their customers. The study collected data from 113 customer service teams from a sample of consumer electronics retailing firms in Beijing, China. Our findings indicate that to the extent that they have servant leaders, teams are able to discuss their disagreements, frustrations, and difficulties directly and work out solutions for the benefit of the team and their customers. These results provide support to the notion that improving the capacity to manage conflict co-operatively can be a useful means for servant leaders to enhance teamwork and customer service in China and perhaps in other countries as well.
      PubDate: 2016-11-21T00:40:27.21761-05:0
      DOI: 10.1111/1744-7941.12135
       
  • A conceptual framework for international human resource management
           research in developing economies
    • Authors: Desmond Tutu Ayentimi; John Burgess, Kerry Brown
      Abstract: This paper highlights the evolution and contribution of the institutional theory perspective to the study of human resource management (HRM) transfers between advanced economies and less developed economies owing to institutional dissimilarities. The paper seeks to explore the institutional differences between advanced economies (home) and less developed economies (host) through the lens of institutional theory and how such institutional differences constrain or provide opportunities for the transfer of HRM practices. We develop a conceptual framework through the lens of institutional theory to provide useful and comprehensive insight of factors or conditions to consider when transferring HRM practices from advanced economies to less developed economies where there are institutional dissimilarities. The framework offers a broad perspective of the three dimensions of institutional theory to help multinational enterprises evaluate and explore how the differences in institutional settings between home and host countries may create opportunities or constraints in HRM practice transfers.
      PubDate: 2016-10-05T07:05:23.803649-05:
      DOI: 10.1111/1744-7941.12132
       
  • Addressing the implementation gap in flexiwork policies: the case of
           part-time work in Singapore
    • Authors: Paulin T Straughan; Mindy E Tadai
      Abstract: This article addresses the implementation gap in the provision of work–life policies in Singapore. While both employers and government in principle endorse the ideology of flexibility in the work place, this has not yet translated into widely adopted policies. This study examines barriers and facilitators to part-time work, and highlights organisational and managerial factors contributing to the implementation gap. It is imperative in ageing societies with declining fertility rates that flexibility be mainstreamed to encourage optimum labour force participation. For both married women with childcare responsibilities and older adults, flexiwork is central to their continued economic participation. In particular, part-time work enables mothers to meaningfully integrate work and family responsibilities, and allows older adults to reap the benefits of economic engagement post-retirement.
      PubDate: 2016-09-24T01:20:26.380935-05:
      DOI: 10.1111/1744-7941.12126
       
  • Employee assistance programs in Australia: the perspectives of
           organisational leaders across sectors
    • Authors: Beulah Joseph; Arlene Walker
      Abstract: Employee assistance programs (EAPs) are employee services that assist in managing a range of issues. This paper posits that in order to ascertain the effectiveness of EAPs, it is critical to identify their purpose and how EAPs are embedded and utilised in organisations to inform evaluations of the programs. A qualitative study investigating how and why EAPs are used in organisations was undertaken. Participants were organisational leaders (3 males, 13 females) representing major industries in Australia. Semi-structured interviews were used to collect data and thematic analysis delineated two categories and eight themes. These highlighted that participants primarily used external program providers and considered EAPs to be a vital resource of support for staff, a cost-effective mechanism for managing risk and developing staff, and industry expectation. Participants differed on their perspectives of how to position EAPs in organisations and what should be offered as core services of EAPs.
      PubDate: 2016-09-15T07:05:27.711159-05:
      DOI: 10.1111/1744-7941.12124
       
  • Executive-level support for flexible work arrangements in a large
           insurance organization
    • Authors: Penelope Williams; Paula McDonald, Abby Cathcart
      Abstract: Strategic workforce initiatives, such as flexible work arrangements (FWAs) are established at the executive level, yet executive support for FWAs has been given scant attention. This study applies Bowen and Ostroff's human resource (HR) process dimensions of distinctiveness, consistency, and consensus to explore how executives in a large Australian insurance company signal support for the implementation of flexible work policy to subordinate supervisors. The findings show that executives signal their support through explicit statements encouraging use of FWAs, through reporting, and by their own use of FWAs. Importantly, the findings also show that the strategic context influence how executives interpret and implement HR policy, in this case with an emphasis on profitability and risk aversion. This study contributes to knowledge about HR policy implementation and the role of executives in shaping a work environment supportive of FWAs.
      PubDate: 2016-09-12T07:40:43.448592-05:
      DOI: 10.1111/1744-7941.12125
       
  • Challenges in addressing professional competence expectations in human
           resource management courses
    • Authors: Alan Coetzer; Maria M Ryan, Pattanee Susomrith, Yuliani Suseno
      Abstract: Although research has identified many of the competences that human resource management (HRM) professionals need, limited research examines how competence expectations can be met in HRM courses. This study sought to generate the knowledge required to align HRM courses with competence statements in the recently revised Australian Human Resources Institute Model of Excellence. To accomplish this aim, focus groups and interviews were conducted with HRM professionals from private, public and not-for-profit organisations. Findings suggest that the process of aligning course curricula with the MoE is challenging for several reasons, including: competence statements are subject to varied interpretation; subjecting each statement to a learning needs analysis is complex; it is difficult to cluster the wide range of knowledge areas that must be covered into coherent units of learning. This paper explores the appropriateness of using a generic competence model in a curricular-influencing role and outlines implications of our findings for practice and research.
      PubDate: 2016-08-31T08:15:20.071271-05:
      DOI: 10.1111/1744-7941.12123
       
  • Effects of servant leadership on work–family balance in China
    • Authors: Minmin Wang; Ho Kwong Kwan, Aiqin Zhou
      Abstract: While an increasing number of studies focus on work–family balance (WFB), little research has examined WFB in China. We aim to fill this gap by exploring the antecedents to WFB for Chinese employees. On the basis of the WFB model, we propose that servant leadership positively influences WFB through identification with the leader and work-to-family positive spillover (WFPS). We conducted a field survey in an insurance company in Shanghai. Two hundred salespersons with an average age of 32.5 were surveyed (116 women and 84 men). The results indicate that perceived servant leadership indirectly promotes WFB. The positive relationship between servant leadership and WFB is mediated by identification with the leader and WFPS, which operate in tandem. We discuss the theoretical and managerial implications of our findings.
      PubDate: 2016-08-31T08:05:20.490973-05:
      DOI: 10.1111/1744-7941.12122
       
  • How ethical leadership cultivates healthy guanxi to enhance OCB in China
    • Authors: Changsuk Ko; Jianhong Ma, Mingu Kang, Alexander Scott English, Mark H Haney
      Abstract: Ethical leadership has been documented as a critical factor influencing employee behavior. This study aims to expand on previous research by investigating how ethical leadership cultivates healthy Chinese guanxi between employees and their supervisors and influences employee organizational citizenship behavior (OCB). We propose that two types of Chinese guanxi, favor-seeking guanxi and rent-seeking guanxi, may play a mediating role in the relationship between ethical leadership and OCB. Using survey data collected from Chinese employees (N = 502), regression and bootstrap analyses are used to test the proposed research model. The results suggest that ethical leadership not only directly promotes employee OCB performance, but also does so indirectly by facilitating favor-seeking guanxi orientation and suppressing rent-seeking guanxi orientation. The results provide a theoretical contribution to the study of ethical leadership and Chinese guanxi, and also extend our practical understanding of the role of ethical leadership in enhancing OCB effectively in the China context.
      PubDate: 2016-07-08T09:01:08.008858-05:
      DOI: 10.1111/1744-7941.12120
       
  • For public causes or personal interests' Examining public service
           motives in the Chinese context
    • Authors: Judy Yi Sun; Qinxuan Gu
      Abstract: The western concept and scale of public service motivation (PSM) have recently been generalized to China. We analyze the western-centric PSM scale in the Chinese cultural, historical, and sociopolitical contexts. We find that PSM scale developed in the United States has limited applicability and generalizability in China. Instead, we adopt the career orientation inventory as an alternative to measure Chinese PSM with a sample of 403 government employees in relation to their job and career satisfactions and job involvement. We found that lifestyle, security and stability, technical/functional competence and service dedication to a cause were dominating motives for Chinese civil servants studied. The results not only partially explained the recent puzzling ‘civil servant fever’ phenomenon taking place in China, but also demonstrated that not all western developed scales could be directly adopted to the Chinese contexts. We offer important implications and future directions for research on PSM in the Chinese context.
      PubDate: 2016-07-01T06:30:22.990922-05:
      DOI: 10.1111/1744-7941.12119
       
  • Why mutual trust leads to highest performance: the mediating role of
           psychological contract fulfillment
    • Authors: Millissa FY Cheung; Chi-Sum Wong, Gong Yuan Yuan
      Abstract: In this study we extend the work of Brower, Lester, Korsgaard and Dineen (2009) on mutual trust by proposing and testing whether and how the interactive effects of trust in the supervisor and trust in the subordinate account for subordinates’ task and contextual performance through the mediating role of psychological contract fulfillment. We tested our mediated moderation model on 182 supervisor−subordinate dyads of three service firms in Hong Kong. Results indicated that fulfillment of psychological contract fully mediated the effects of mutual trust between supervisors and subordinates on subordinates’ task and contextual performance.
      PubDate: 2016-06-07T05:07:04.816656-05:
      DOI: 10.1111/1744-7941.12117
       
  • Trainee versus supervisor assessment of training transfer: mediational
           analysis of transfer variables
    • Authors: Yoonhee Park; Doo Hun Lim, Joohee Chang
      Abstract: This study investigated the mediating relationships among an organizational variable (supervisory support), three trainee characteristics (self-efficacy, expected utility, and learning motivation), a training design variable (content relevance), and training transfer perceived by both the trainees and the supervisors in South Korean organizational setting. Data analysis indicated that course relevance mediated the relationships between the study variables for both the trainee's and the supervisor's assessment of training transfer. Based on the study findings, training transfer is considered a multiphasic process including many factors interacting simultaneously rather than a linear influential process. For practical implications, content relevance and expected utility were identified as critical factors to enable training transfer in the workplace, which could be controlled and developed by training designers. Also, supervisory support should be carefully controlled to reduce its negative effect on training transfer.
      PubDate: 2016-05-06T04:40:34.996245-05:
      DOI: 10.1111/1744-7941.12116
       
  • Stronger may not be better: organizational identity strength and
           performance of Indian SMEs
    • Authors: Safal Batra; Supriya Sharma
      Abstract: While some researchers argue that a strong organizational identity guides strategy and provides shared understanding among employees, others argue that it restricts change and makes it difficult for organizations to respond to external environment. In this study, we demonstrate that an organizational identity which is strong enough to foster shared purpose and clarity of vision but still fluid enough not to become restrictive to change is the optimal condition for small organizations. Data collected from 162 small and medium manufacturing businesses in India demonstrates a curvilinear relationship between identity strength and performance, and this relationship is significantly influenced by participatory decision-making. By utilizing data from a relatively underexplored context of Indian small and medium enterprises, this study attempts to fill a crucial gap in the HRM literature. Implications for theory and HRM practices are discussed.
      PubDate: 2016-05-05T00:50:28.258438-05:
      DOI: 10.1111/1744-7941.12114
       
  • Moving from the developing to the developed: compensation disparities of
           Chinese expatriates
    • Authors: Kathy Ning Shen; Xuanli Xie
      Abstract: This research examines Chinese expatriates working in Chinese multinational companies subsidiaries in the United Arab Emirates. We identify three salient social referents used by Chinese expatriates to assess distributive justice, i.e. employees working in mainland China, locals from the host country, and employees working in developed country multinational companies in the host country. For each referent, we explore the determinants of perceived distributive justice. The results show that equity and non-monetary rewards are stable and influential factors for perceived distributive justice. Compensation disparity vis-à-vis employees working in mainland China and in international multinational companies has a significant effect on perceived distributive justice. However, compensation disparity is not used when it comes to assessing perceived distributive justice compared to locals in the host country. Finally, our findings suggest that only equity and non-monetary rewards have significant effects on expatriation satisfaction, not perceived distributive justice.
      PubDate: 2016-04-20T04:16:00.51662-05:0
      DOI: 10.1111/1744-7941.12113
       
  • The employability of newcomer self-initiated expatriates in China: an
           employers' perspective
    • Authors: Paula Makkonen
      Abstract: Based on 24 interviews of western recruiters with staffing experience in China, this empirical study is one of the first to explore a neglected aspect of the careers of western newcomer self-initiated expatriates (NC-SIEs) in cross-cultural career settings from the employers' perspective: the value and employability of NC-SIEs in China. The findings reveal that individuals responsible for staffing in China perceive the employability of NC-SIEs to be low, and how both organisational and contextual drivers define the value of each person-related skill and ability, and how the knowledge that affects the perceived employability of a staff member. The findings also illustrate how those attributes are expected to contribute to the performance of an organisation. These findings are relevant both for employers and employees because increasing numbers of mobile NC-SIEs without previous work experience in cross-cultural career contexts seek career opportunities in such labour markets.
      PubDate: 2016-04-04T01:56:29.159728-05:
      DOI: 10.1111/1744-7941.12112
       
  • Devolving authority: the impact of giving public schools power to hire
           staff
    • Authors: Mihajla Gavin; Susan McGrath-Champ
      Abstract: Governments in the western world are increasingly experimenting with education policies that devolve responsibility for hiring and staffing to the local school level. Driven by forces of neoliberalism, marketisation and decentralisation, such reforms differentially affect schools as a result of various geographic and socio-spatial factors. This article presents the findings of a recent study of public schools in the Australian state of New South Wales, and the impact that the government's Local schools, local decisions policy has had on staffing and hiring decisions within schools considered ‘hard-to-staff’. Drawing on interviews conducted with school principals and representatives of industrial bodies, this article reveals the differential and geographically diverse impact of devolutionary reform on ‘hard-to-staff’ schools. It posits that while the reforms facilitate the augmentation of staffing composition and enhanced decision-making flexibility, the interaction of the policy with existing staffing processes undermines the reform's potential.
      PubDate: 2016-04-01T05:21:35.064662-05:
      DOI: 10.1111/1744-7941.12110
       
  • 360° management competency assessment: is our understanding
           adequate'
    • Authors: Zhanming Liang; Peter F Howard, Sandra G Leggat
      Abstract: Management competence links positively to organisational success and efficient and safe healthcare service delivery. A newly developed 360° management competency assessment tool was used to assess 68 middle level managers working in the community health services in Victoria, Australia. Based on the assessment results, this study confirmed the benefits of using a 360° subjective tool incorporating self and multiple colleague assessments in conducting management competency assessment and generating valuable evidence in guiding management competency development and the development of human resource management strategies at the organisational level. The 360° competency assessment (feedback) process not only confirmed the competency level of the assessment participants, but also identified managerial strengths and weaknesses of health service managers at individual, team and organisational levels. The paper suggests the investment of organisations in assisting their managers to improve their managerial competence by including the 360° competency assessment/ feedback process as one of the key steps.
      PubDate: 2016-02-12T04:20:37.09262-05:0
      DOI: 10.1111/1744-7941.12108
       
 
 
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