Employees’ perceptions of barriers to participation in training and development in small engineering businesses

2015 ◽  
Vol 27 (7) ◽  
pp. 561-578 ◽  
Author(s):  
Pattanee Susomrith ◽  
Alan Coetzer
Keyword(s):  
Work Environment ◽  
Learning Strategies ◽  
Small Businesses ◽  
Employee Participation ◽  
Training And Development ◽  
Future Research ◽  
Formal Training ◽  
Content Type ◽  
Industry Sector ◽  
Proactive Behaviour

Purpose – This paper aims to investigate barriers to employee participation in voluntary formal training and development opportunities from the perspective of employees in small engineering businesses. Design/methodology/approach – An exploratory qualitative methodology involving data collection via site visits and in-depth semi-structured interviews with 20 employees in five small engineering businesses was used. Interviews explored the role of developmental proactivity and employees’ perceptions of conditions in the immediate work environment and industry sector that represent barriers to their participation in formal training and development. Interview transcripts were analysed using thematic analysis. Findings – Three key findings are as follows. First, proactive behaviour regarding access to external training and development is muted in small business settings because of strong resource allocation norms. Second, factors in the internal work environment rather than the industry sector constitute the major barriers to training and development. Third, owner-managers and employees appear to have significantly differing perspectives of barriers to training and development. Research limitations/implications – The findings suggest avenues for future research. These include examining how workplace norms influence employee behaviour with regard to accessing formal training and development and investigating the learning strategies that employees use to compensate for a lack of access to training and development. Originality/value – Research into relatively low levels of employee participation in formal training and development in small businesses is deficient because it predominantly involves surveys of owner-managers’ opinions. This study is novel because it seeks to generate new insights not previously articulated by employees. The study yielded four propositions that have practical and research implications.

scholarly journals The role of organizational learning climate and individual's learning goal orientation in training and development activity participation of R&D organization employees

2013 ◽  
Vol 26 (2) ◽  
pp. 177-194
Author(s):  
Sunhee Lee
Keyword(s):  
Organizational Learning ◽  
Goal Orientation ◽  
Training And Development ◽  
Future Research ◽  
Learning Climate ◽  
Formal Training ◽  
Organizational Training ◽  
Development Activity ◽  
Learning Goal ◽  
Learning Goal Orientation

The study examined the relationships between organizational learning climate and individual's learning goal orientation and employee's participation in training and development activities and whether the relationships differ between informal versus formal training and development activities. Multi-level analyses on survey data from a total of 1,087 employees of 11 R&D organizations showed that learning climate and learning goal orientation were positively related to participation in training and development activities even after organizational training budget was controlled for. Further, organizational learning climate was more closely related to formal training and development activities while individual's learning goal orientation was more closely related to informal training and development activities. The theoretical and practical implications as well as directions for future research were discussed.

Industry 4.0 – organizing routines or innovations?

2018 ◽  
Vol 48 (2) ◽  
pp. 238-254 ◽  
Author(s):  
Maximiliane Wilkesmann ◽  
Uwe Wilkesmann
Keyword(s):  
Work Environment ◽  
Industry 4.0 ◽  
Transport Systems ◽  
Future Research ◽  
Successful Implementation ◽  
Content Type ◽  
Stage Of Development ◽  
The Future ◽  
Control Authority ◽  
The Right

Purpose The rise of new information and communication technologies forms the cornerstone for the future development of work. The term Industry 4.0 refers to the vision of a fourth industrial revolution that is based on a network of autonomous, self-controlling, self-configuring, knowledge-based, sensor-based and spatially distributed production resources. All in all, different forms of the application of the Industry 4.0 concept can be observed, ranging from autonomous logistic transport systems drawn upon the idea of swarm intelligence to smart knowledge management systems. This paper aims to develop a theoretical framework to analyze different applications of Industry 4.0 on an organizing continuum. The general research questions are: What forms of organizing digitalized work lead to the reproduction of routines, and what forms foster innovation within Industry 4.0? The authors thus analyze the consequences of different forms of organizing work on workers’ perceptions and the results of the working process. Design/methodology/approach This paper provides case studies for different stages of the organizing continuum in the context of Industry 4.0. The cases and a further analysis of all 295 funded projects are based on the Platform Industry 4.0 Map, which is part of the Industry 4.0 initiative of the German Federal Ministry of Economic Affairs and Energy and the German Federal Ministry of Education and Research. The consequences for people acting in such organizational and digitally supported structures are discussed. Findings A variety of applications of Industry 4.0 can be found. These applications mainly vary in the dimensions of the degree of formalization, the location of control authority, the location of knowledge and the degree of professionalization. At the right side of the organizing continuum, the digitalization organizes a work environment that supports highly qualified humans. They have broad leeway and a high degree of autonomy to design and create innovative forms of digitalization for tomorrow. At the left side of the organizing continuum, Industry 4.0 structures a work environment with narrow leeway, a low degree of autonomy and a top-down structure of control authority predetermined by digital applications. In this case, employees fill the gaps the machines cannot handle. Research limitations/implications As the paper focuses on Industry 4.0 developments in Germany, the comparability with regard to other countries is limited. Moreover, the methodological approach is explorative, and broader quantitative verification is required. Specifically, future research could include quantitative methods to investigate the employees’ perspective on Industry 4.0. A comparison of Industry 4.0 applications in different countries would be another interesting option for further research. Practical implications This paper shows that applications of Industry 4.0 are currently at a very early stage of development and momentarily organize more routines than innovations. From a practical point of view, professional vocational and academic training will be a key factor for the successful implementation of digitalization in future. A joint venture of industry and educational institutions could be a suitable way to meet the growing demand for qualified employees from the middle to the right-hand of the organizing continuum in the context of Industry 4.0. Social implications Industry 4.0 is designed by men, and therefore, humans are responsible for whether the future work situation will be perceived as supportive or as an alienated routine. Therefore, designers of Industry 4.0, as well as politicians and scientists, absolutely must take the underlying outcomes of digitalized work into account and must jointly find socially acceptable solutions. Originality/value This paper provides a promising avenue for future research on Industry 4.0 by analyzing the underlying organizational structures of digital systems and their consequences for employees. Moreover, the paper shows how Industry 4.0 should be organized to simply reproduce routines or to support innovation.

Police officers’ role orientations

2019 ◽  
Vol 42 (5) ◽  
pp. 944-959 ◽  
Author(s):  
Jacinta M. Gau ◽  
Nicholas D. Paul
Keyword(s):  
Law Enforcement ◽  
Work Environment ◽  
Police Officers ◽  
Community Policing ◽  
Ordinary Least Squares ◽  
Future Research ◽  
Content Type ◽  
Order Maintenance ◽  
Role Orientations ◽  
Maintenance Activities

Purpose The purpose of this paper is to examine police officers’ attitudes toward community policing and order maintenance, as well as the facets of the work environment that impact those attitudes. Design/methodology/approach Survey data come from a sample of officers in a mid-sized police department. Ordinary least squares regression modeling is used to examine community-policing, order-maintenance and law-enforcement role orientations. Findings Officers endorse community partnerships, but are less enthusiastic about order maintenance. They also display mid-level support for traditional law enforcement. Work–environment variables have inconsistent impacts across the three role orientations. Research limitations/implications This was a survey of attitudes in one department. Future research should examine officers’ involvement in community-policing and order-maintenance activities and any impediments to such activities. Practical implications The findings have implications for police leaders seeking to implement community policing and ensure street-level officers are carrying out partnership and order-maintenance activities. In particular, top management must foster a positive work environment and personally model commitment to policing innovations. Originality/value This paper adds to the currently sparse body of literature on officer attitudes toward community policing and order maintenance, and incorporates traditional law-enforcement attitudes as a point of contrast. This paper advances the scholarly understanding of police officers’ role orientations.

scholarly journals Gender differences in the correlates of academic achievement among university students

2017 ◽  
Vol 9 (2) ◽  
pp. 313-324 ◽  
Author(s):  
Sarah Pirmohamed ◽  
Agata Debowska ◽  
Daniel Boduszek
Keyword(s):  
Academic Achievement ◽  
Gender Differences ◽  
Learning Strategies ◽  
Academic Motivation ◽  
Study Time ◽  
Female Students ◽  
Future Research ◽  
Performance Goal ◽  
Male And Female ◽  
Content Type

Purpose Prior research has highlighted gender differences in academic motivational attributes, and how these predict academic achievement for each gender; however, a vast amount of inconsistency exists amongst such literature. The purpose of this paper is to examine the predictive value of academic motivation (achievement goal, leaning goal, performance goal (PG), self-efficacy (SE), and active learning strategies (ALS)) and study time in explaining academic achievement amongst male and female students. Design/methodology/approach Cross-sectional survey design was applied. Participants were sampled opportunistically, and consisted of final year undergraduate students, including both males (n=126) and females (n=189) attending various courses at a UK university. Findings A multiple regression analysis carried out for each gender revealed that study time, ALS, PG, and SE were significant predictors of achievement for males, whereas SE was the only significant predictor of achievement for females. Originality/value These findings offer practical implications in terms of methods employed by educators to enhance academic achievement. Such implications highlight the importance of the development of SE in both genders and propose methods in which universities can enhance motivation in male and female students. Recommendations for future research are also made.

Human resource development practices, managers and multinational enterprises in Australia

2017 ◽  
Vol 59 (5) ◽  
pp. 483-501 ◽  
Author(s):  
Gitika Sablok ◽  
Pauline Stanton ◽  
Timothy Bartram ◽  
John Burgess ◽  
Brendan Boyle
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Succession Planning ◽  
Multinational Enterprises ◽  
Management Development ◽  
Talent Management ◽  
Training And Development ◽  
Integrative Approach ◽  
Future Research ◽  
Content Type

Purpose The purpose of this paper is to examine the HRD practices of multinational enterprises (MNEs) operating in Australia to understand the value that MNEs place on investment in their human capital, particularly managerial talent. Design/methodology/approach Drawing on a representative sample of 211 MNEs operating in Australia, this paper investigates the extent (using frequencies) and determinants (using logistic regression analysis) of training and development expenditure, management development strategies, talent management and succession planning policies. Findings The findings suggest that less than 20 per cent of MNEs operating in Australia are investing over 4 per cent of their annual pay bill on training and development. Furthermore, almost a quarter of firms invest less than 1 per cent in training and development. However, most MNEs invest in their managers and those with high potential through the use of management development programmes, talent management strategies and succession planning. Interestingly, in comparison to US MNEs, Australian MNEs were less likely to use management development or talent management programmes for senior management or high performing staff. Research limitations/implications The current study is cross-sectional and represents a snapshot of MNEs’ HRD practices at one point in time. The study measured the perceptions of the most senior HR manager and did not include the views of other organisational participants. The authors suggest the need for future research studies that incorporate longitudinal research designs and the views of different organisational actors. Practical implications HR managers or HRD specialists need to develop a strong understanding of the Australian institutional context, as well as demonstrate the importance/business case for an integrative approach to HRD. Originality/value This paper fulfils an identified need to study the HRD practices of MNEs operating in Australia, particularly focusing on the value that MNEs place on their human capital.

Research on fraud: an overview from small medium enterprises (SMEs)

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Siti Faizah Zainal ◽  
Hafiza Aishah Hashim ◽  
Akmalia M. Ariff ◽  
Zalailah Salleh
Keyword(s):  
Internal Control ◽  
Small Businesses ◽  
Small And Medium Enterprises ◽  
Future Research ◽  
Control Mechanisms ◽  
Content Type ◽  
Small Medium Enterprises ◽  
Medium Enterprises ◽  
The Cost ◽  
The Impact

Purpose The purpose of this paper is to present a review of literature on fraud with a specific focus on small and medium enterprises (SMEs). Specifically, it aims to provide further knowledge on recent developments in fraud research and offers suggestions for future research. Design/Methodology/Approach This paper systematically reviews the fraud literature, by organising them into five sections; definition, elements, theories, factors and prevention mechanisms. Findings The most common factors of fraud in SMEs are the low morale among employees and weak internal control within the organisations. Nonetheless, research on fraud involving SMEs is limited, albeit the importance of SMEs to the economy. Research Limitations/Implications This paper encapsulates the importance of research on fraud in SMEs by offering directions for future research. Among others, future studies might indicate the link between corruption, financing sources and innovation of SMEs, especially within the context of an emerging country and reveal the cost of the criminal justice system to identify more accurately the cost of fraud in SMEs. Originality/Value The focus on fraud in SMEs and the recent period of study offer a foundation for future research directed at the factors of fraud and the prevention mechanisms. Future research can further explore and broaden the literature on fraud involving SMEs through research that focuses on the impact of fraud and the types of control mechanisms that suit the SMEs. Greater understanding of fraud in the SMEs allows in identifying the best approach to prevent and detect fraud for small businesses with limited resources.

The relationship between work–life balance and job satisfaction: moderating role of training and development and work environment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alex Aruldoss ◽  
Kellyann Berube Kowalski ◽  
Miranda Lakshmi Travis ◽  
Satyanarayana Parayitam
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Job Stress ◽  
Training And Development ◽  
Hierarchical Regression ◽  
Content Type ◽  
Job Commitment ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to investigate the relationship between work–life balance (WLB) and job stress, job commitment and job satisfaction. Further, the role of work environment and training and development as moderators in the relationship between WLB and its consequences is investigated.Design/methodology/approachUsing a structured survey instrument, this paper gathered data from 331 respondents working in a transportation company in southern part of India. After checking the psychometric properties of the structured survey instrument, the authors analyzed data using hierarchical regression and structural equation modeling.FindingsThe hierarchical regression results indicated that WLB is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to job satisfaction, and (2) job commitment is positively related to job satisfaction. The results also support that work environment is a moderator in the relationship between (1) WLB and job stress, and (2) WLB and job satisfaction. Results also documented that training and development is a moderator in the relationship between (1) job stress and job satisfaction, and (2) job commitment and job satisfaction.Research limitations/implicationsSince the present research is based on self-report measures, the limitations of common method bias and social desirability are inherent. However, the authors have taken sufficient care to minimize these limitations. The research has implications for managers in work organizations.Practical implicationsThis study contributes to both literature on human resource management and practicing managers. The study suggests that employers need to be aware of the importance of WLB and invest moneys into training and development programs. Results also suggest maintaining congenial work environment to help employees maintain balance between work and life.Social implicationsThe study is expected to contribute to the welfare of the society in terms of identifying the consequences of WLB.Originality/valueThis study provides new insights about the consequences of WLB through moderating role of training and development and work environment. To the authors’ knowledge, this is a conceptual model developed and tested and first of its kind in India.

Developing a pedagogical instrument for MIS fundamental course – embracing self-regulated learning strategies

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sajed M. Abukhader
Keyword(s):  
Learning Strategies ◽  
Conceptual Development ◽  
Single Case ◽  
Educational Institution ◽  
Future Research ◽  
Content Type ◽  
Four Dimensions ◽  
Self Regulated Learning ◽  
Regulated Learning ◽  
Practical Implications

Purpose Teaching management information systems (MIS) fundamental course remains a challenging task to date, encountering several continuing complaints from students as well as instructors, as per several studies. Several reasons are reported, some of which are related to little embrace of more innovative non-traditional techniques, and limited literature guidance on selection and effective use of appropriate strategies to various settings. Toward instructional innovation, this paper proposes and tests a pedagogical instrument. By introducing this tool, the ultimate objective is to minimize the confusion that students usually encounter during this course and to empower the instructors in the delivery of its interdisciplinary knowledge. Design/methodology/approach A triangulation of four methods is being employed: conceptual development, experimentation for 12 years, assessment in light of the self-regulated learning theory, and empirical analysis. For the latter method, an open-ended questionnaire as well as group interviewing were carried out. Findings The proposed instrument (need-function instrument [NFI]) was found to be in support of self-regulated learning to a promising extent in terms of its four core aspects. The participants were more inclined to accept as well as appreciate the instrument than report drawbacks. Yet, there are few complaints for the inability to distinguish between two introduced terms, ‘Information Problem’ and ‘Operations Problem’. Therefore, a future effort is deemed necessary to explore this aspect. Research limitations/implications The results are based on a single case of educational institution which is not enough to generalize for other educational environments. Future research is necessary for testing in a variety of settings in terms of type of classroom, number of students enrolled, type of institution (public or private), etc. Practical implications Whereas the instrument is anticipated to render improvements in the students’ understanding of MIS content and to alleviate the task of the course leader in delivering the course, there are possible practical implications that should be paid careful attention to. They were analyzed in terms of four dimensions: the Instructor, the Student, the Classroom and Time. Originality/value The paper introduces a new pedagogical instrument/tool for teaching the MIS fundamental course.

scholarly journals Sunday is the new Saturday

2018 ◽  
Vol 25 (6) ◽  
pp. 960-984 ◽  
Author(s):  
Hina Khan
Keyword(s):  
Small Businesses ◽  
Future Research ◽  
Current Debate ◽  
Small Business Owners ◽  
Structured Interviews ◽  
Ancillary Benefits ◽  
Content Type ◽  
Multi Method Approach ◽  
The Uk ◽  
Considerable Support

PurposeThe purpose of this paper is to investigate consumers, family-run small businesses (small- and medium-sized enterprises (SMEs)) and their employees’ perceptions and attitude towards reform of the Sunday Trading Act in Britain.Design/methodology/approachA multi-method approach was employed to collect data in this study. Semi-structured interviews were conducted with 27 family-run small business owners/managers, 25 employees and 30 consumers. A survey was also conducted amongst 385 consumers and 279 employees. A convenience sampling method was used to collect data. Interview data were analysed by using content analysis and survey data were analysed by using descriptive statistics.FindingsThe results demonstrate considerable support for extending Sunday trading hours. Most of the arguments against the reform were found to be redundant. The findings suggest that in contemporary Britain, the restricted Sunday trading hours are perceived to be outdated and inconvenient.Research limitations/implicationsThe findings demonstrate that a paradigm shift is needed to meet and understand the changing market conditions. This exploratory study is limited to the UK. Future research will be extended to other European countries.Originality/valueThis is the first academic study to investigate the current debate regarding the deregulation of the Sunday trading hours. This study highlighted the psychographic changes and socio-economic demand in the marketplace. Sunday trading offers different types of benefits to consumers, employees and SMEs. The study proposed an original model that categorised these benefits into three major levels: primary benefits, ancillary benefits and ultimate benefits.

The propensity to participate in formal training programmes

2016 ◽  
Vol 12 (4) ◽  
pp. 344-358
Author(s):  
Obi Berko O. Damoah ◽  
Augutina Ashie ◽  
Elias Kodjo Kekesi
Keyword(s):  
Small Firm ◽  
Firm Size ◽  
Critical Role ◽  
Future Research ◽  
Formal Training ◽  
Content Type ◽  
Probability Sample ◽  
Changing Trends ◽  
Training Programmes ◽  
Resource Capacity

Purpose The purpose of this paper is to identify the factors that are likely to predict the likelihood of a small firm choosing to participate in formal training programmes. The objective is to inform public policy and practice with regard to what SMEs must do in order to realise the benefits of participating in formal training programmes like their counterpart large firms so as to remain competitive. Design/methodology/approach The study uses a logistic regression model to ascertain the critical factors that are likely to predict SMEs’ chances to engage in formal training programmes. The data that inform the logit model are based on a non-probability sample of 85 SMEs drawn from Accra, the capital of Ghana. Findings The major findings are that firm size and having younger owner-managers that are daring play a critical role regarding whether or not small firms in Ghana will offer themselves for formal training programmes. However, firm size, including having young and daring owner-managers reflect the internal resource capacity of a firm. The results imply that the internal resource capacity of a firm is critical in predicting whether or not a small firm will offer itself for a formal training programme, although the changing trends from the external environment are also crucial. Research limitations/implications As a result of the lack of an available sample frame, the study is based on a non-probability sample and so it must be noted that the results must be interpreted in that context. Besides, the study sampled SMEs located in Accra, the capital of Ghana, thus future research must extend the study to cover the rest of the nine regions in Ghana. A further analysis based on probability sampling is needed to strengthen the results. Practical implications Consequently for the growth and the development of SMEs in developing countries, the need for owner-managers to first focus on internal resource building is key. What this means is that owner-managers cannot ignore the conscious attempt to monitor, develop and grow their own internal resource strengths before that can be aligned to any changing trends from the outside environment. Originality/value The paper provides evidence as regards why most SMEs worldwide find it difficult to participate in formal training programmes. The findings seek to enhance the understanding of the barriers to the growth of SMEs’ line of research.

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