scholarly journals Knowledge Worker Fair Compensation

2011 ◽  
pp. 215-231
Author(s):  
Gonçalo Costa
Keyword(s):  
Human Resources ◽  
Knowledge Workers ◽  
Empirical Studies ◽  
Knowledge Worker ◽  
Future Research ◽  
Main Stream ◽  
Personal Mastery ◽  
Key Characteristics ◽  
Fair Compensation ◽  
Future Research Directions

One of the key characteristics in knowledge management is the importance of human resources. Therefore, main stream literature has been discussing the concept of knowledge worker, its characteristics, and duties versus rights, and human resources policies in its dissimilar perspectives (knowledge workers retention, personal mastery, intellectual property rights, among others). Although, empirical studies seem to disregard if knowledge workers feel that are well compensated, or what dimensions entail faire compensation. Hence, this chapter aims to recognize knowledge workers feeling about faire compensation, and what elements are essential to achieve it through a conceptual framework. For that, the chapter is divided into six sections: the research questions; knowledge worker (key characteristics and responsibilities versus rights); fairness (etymology and the contribution of Rawls); linking the theoretical basis; empirical results (methodological remarks, findings and discussion); future research directions (the surrealist assumption, Dali surrealism and the metaphorical assumption).

Knowledge Worker Faire Compensation

2012 ◽  
pp. 1068-1084
Author(s):  
Gonçalo Costa
Keyword(s):  
Human Resources ◽  
Knowledge Workers ◽  
Empirical Studies ◽  
Knowledge Worker ◽  
Future Research ◽  
Main Stream ◽  
Personal Mastery ◽  
Key Characteristics ◽  
Future Research Directions ◽  
Research Questions

One of the key characteristics in knowledge management is the importance of human resources. Therefore, main stream literature has been discussing the concept of knowledge worker, its characteristics, and duties versus rights, and human resources policies in its dissimilar perspectives (knowledge workers retention, personal mastery, intellectual property rights, among others). Although, empirical studies seem to disregard if knowledge workers feel that are well compensated, or what dimensions entail faire compensation. Hence, this chapter aims to recognize knowledge workers feeling about faire compensation, and what elements are essential to achieve it through a conceptual framework. For that, the chapter is divided into six sections: the research questions; knowledge worker (key characteristics and responsibilities versus rights); fairness (etymology and the contribution of Rawls); linking the theoretical basis; empirical results (methodological remarks, findings and discussion); future research directions (the surrealist assumption, Dali surrealism and the metaphorical assumption).

Knowledge Worker Faire Compensation

2013 ◽  
pp. 1252-1268
Author(s):  
Gonçalo Costa
Keyword(s):  
Human Resources ◽  
Knowledge Workers ◽  
Empirical Studies ◽  
Knowledge Worker ◽  
Future Research ◽  
Main Stream ◽  
Personal Mastery ◽  
Key Characteristics ◽  
Future Research Directions ◽  
Research Questions

One of the key characteristics in knowledge management is the importance of human resources. Therefore, main stream literature has been discussing the concept of knowledge worker, its characteristics, and duties versus rights, and human resources policies in its dissimilar perspectives (knowledge workers retention, personal mastery, intellectual property rights, among others). Although, empirical studies seem to disregard if knowledge workers feel that are well compensated, or what dimensions entail faire compensation. Hence, this chapter aims to recognize knowledge workers feeling about faire compensation, and what elements are essential to achieve it through a conceptual framework. For that, the chapter is divided into six sections: the research questions; knowledge worker (key characteristics and responsibilities versus rights); fairness (etymology and the contribution of Rawls); linking the theoretical basis; empirical results (methodological remarks, findings and discussion); future research directions (the surrealist assumption, Dali surrealism and the metaphorical assumption).

Managing Human Resources in Family Businesses

2014 ◽  
pp. 96-112 ◽  
Author(s):  
Santiago Gutiérrez-Broncano ◽  
Mercedes Rubio-Andrés ◽  
Pedro Jiménez Estévez
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
High Performance ◽  
Negative Impact ◽  
Business Owners ◽  
Family Businesses ◽  
Future Research ◽  
Research Directions ◽  
Positive Effects ◽  
Future Research Directions

Although a lot of research has been carried out in the field of family businesses in recent years, not much of it has focused on human resource management. After compiling the major studies, both negative aspects (e.g. nepotism) and positive ones (e.g. employee commitment) have been identified. Therefore, the authors propose high-performance human resources practices to reduce the negative impact of family in business and boost the positive effects, increase their human capital, and achieve a competitive advantage in this field. Finally, the authors provide key insights for practitioners, family business owners, and managers, and they propose future research directions.

The Role of Human Resources in Hotels in China

2015 ◽  
pp. 164-181
Author(s):  
Jenny Chen
Keyword(s):  
Human Resources ◽  
Hotel Industry ◽  
Future Research ◽  
Great Contribution ◽  
Research Directions ◽  
Good Person ◽  
Future Research Directions ◽  
Points Of View

There was a famous saying from the celebrated hotelier, “king of hoteliers and hotelier to kings,” Mr. Cesar Ritz, that a good person is priceless (Leng, 2013). Human resources has always played a very important role in hotels. This is because the hotel industry is a labor-intensive industry that requires great contribution and support from human resources to identify and recruit the required staff, train and manage the manpower to fill the various jobs, and retain and develop the talented employees for greater responsibilities or higher positions. This chapter displays the changes of the role of human resources in hotels in China and its significant impact of the changes to the industry. In addition, this chapter also provides its unique points of view in the part of Solutions and Recommendations and in the part of Future Research Directions.

Editorial boards of 45 journals devoted to school and educational psychology: International characteristics and publication patterns

2019 ◽  
Vol 41 (2) ◽  
pp. 110-136
Author(s):  
Jiayi Wang ◽  
John C. Begeny ◽  
Rahma M. Hida ◽  
Helen O. Oluokun
Keyword(s):  
Educational Psychology ◽  
Future Research ◽  
Board Members ◽  
Scholarly Journals ◽  
Research Directions ◽  
Editorial Boards ◽  
Publication Patterns ◽  
Key Characteristics ◽  
Future Research Directions

To assess and promote internationally representative scholarship, several past studies have examined the geographic affiliation of journals’ editorial board members and authors. The present study is the first known to examine this with journals devoted to school and educational psychology. After systematically identifying all peer-reviewed scholarly journals around the globe that are specifically devoted to school or educational psychology ( N = 45), the goals of this study were to (a) report key characteristics about each journal’s editorial board, and (b) examine the extent to which geographic affiliation (country where one is employed) is consistent among a journal’s editorial board members and recent authors. One key finding revealed that editorial boards of the discipline’s journals represent individuals from all global regions, but many global regions (e.g. Africa, Eastern Europe, Latin America) are underrepresented. Another finding showed that the vast majority of journals evidence strong similarities in geographic affiliation between editorial board members and authors. Findings, implications, limitations, and future research directions are discussed in the context of internationalization.

scholarly journals The Effect of Human Resources Practices on Organizational Commitment: A Jordanian Study

2015 ◽  
Vol 7 (4) ◽  
pp. 222 ◽  
Author(s):  
Taghrid Saleh Suifan
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Response Rate ◽  
Capital City ◽  
Future Research ◽  
Research Directions ◽  
Public And Private ◽  
Private Organization ◽  
Future Research Directions ◽  
Person Organization Fit

<p><strong>Abstract</strong></p><p>The effect of human resources practices on organizational commitment was examined in this study using a sample of 500 subjects randomly selected from employees working for public and private organization in various industries in Amman, the capital city of Jordan. Of the mailed questionnaires, 431 questionnaires were returned with a response rate of 86 percent. A bulk of scales was adopted from related works to measure constructs. Organizational commitment was measured by organizational commitment scale developed by Meyer and Allen (1997), training was measured using a scale developed by Yahya and Goh (2002), person-organization fit was measured by a scale developed by Netemeyer et al. (1997), and, finally, rewards construct was measured by a scale adopted from Sejjaaka and Kaawaase (2014). The results pointed out that all HR practices examined (training, person-organization fit, and rewards) were significantly and positively associated with organizational commitment. Research limitations and future research directions were brought out.   </p>

Marketing in the Sharing Economy

2019 ◽  
Vol 83 (5) ◽  
pp. 5-27 ◽  
Author(s):  
Giana M. Eckhardt ◽  
Mark B. Houston ◽  
Baojun Jiang ◽  
Cait Lamberton ◽  
Aric Rindfleisch ◽  
...  
Keyword(s):  
Technological Development ◽  
Economic Value ◽  
Marketing Research ◽  
Sharing Economy ◽  
Future Research ◽  
Value Appropriation ◽  
Socioeconomic System ◽  
Key Characteristics ◽  
Future Research Directions ◽  
Future Direction

The last decade has seen the emergence of the sharing economy as well as the rise of a diverse array of research on this topic both inside and outside the marketing discipline. However, the sharing economy’s implications for marketing thought and practice remain unclear. This article defines the sharing economy as a technologically enabled socioeconomic system with five key characteristics (i.e., temporary access, transfer of economic value, platform mediation, expanded consumer role, and crowdsourced supply). It also examines the sharing economy’s impact on marketing’s traditional beliefs and practices in terms of how it challenges three key foundations of marketing: institutions (e.g., consumers, firms and channels, regulators), processes (e.g., innovation, branding, customer experience, value appropriation), and value creation (e.g., value for consumers, value for firms, value for society) and offers future research directions designed to push the boundaries of marketing thought. The article concludes with a set of forward-looking guideposts that highlight the implications of the sharing economy’s paradoxes, maturation, and technological development for marketing research. Collectively, this article aims to help marketing scholars not only keep pace with the sharing economy but also shape its future direction.

Instilling affective commitment: insights on what makes knowledge workers want to stay

2016 ◽  
Vol 39 (3) ◽  
pp. 266-288 ◽  
Author(s):  
Sharmila Jayasingam ◽  
Muhiniswari Govindasamy ◽  
Sharan Kaur Garib Singh
Keyword(s):  
Knowledge Sharing ◽  
Service Sector ◽  
Affective Commitment ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Knowledge Retention ◽  
Future Research ◽  
Content Type ◽  
Knowledge Based ◽  
The Impact

Purpose – This study aims to examine factors that may influence affective organizational commitment among knowledge workers. The five final factors considered in this study include knowledge-sharing culture, autonomy, workplace value identity, promotion practices and, finally, management support. Gender was included as the moderator for the aforementioned relationships. Design/methodology/approach – A sample of 522 knowledge workers from manufacturing, retail and service sector anonymously completed a structured questionnaire that included measures of the variables of this study. Hierarchical regression was used to test the hypotheses. Findings – The findings provide evidence on the possible factors that organizations need to focus on and improvise to ensure the “want to remain in the organization” sentiment is enhanced among knowledge workers. Workplace value identity and knowledge-sharing culture were identified as the pertinent factors in influencing affective commitment. Gender was found to moderate the relationship between unfair promotion practice, knowledge-sharing culture and affective commitment. Research limitations/implications – One obvious limitation is that the sample of this study is sourced from a pool of knowledge workers. This limits our ability to conduct a comparative analysis with non-knowledge workers. Hence, future research could expand the model of this study to compare these relationships among knowledge and non-knowledge worker. Practical implications – Understanding the impact of these factors in a knowledge-based context helps firms prioritize and focus on important factors that can improve the level of affective commitment among knowledge workers. Doing so facilitates knowledge retention and prevents loss of knowledge. Originality/value – From a knowledge-based view, this paper identified factors that play an important role in retaining knowledge workers through enhanced affective commitment. With the changing workforce, the findings of this study show how knowledge-sharing culture and achievement orientation dominate affective commitment in a knowledge-based context.

scholarly journals Social skills of gifted and talented children

2014 ◽  
Vol 19 (4) ◽  
pp. 288-295 ◽  
Author(s):  
Maria Luiza Pontes de França-Freitas ◽  
Almir Del Prette ◽  
Zilda Aparecida Pereira Del Prette
Keyword(s):  
Social Skills ◽  
Gifted And Talented ◽  
Empirical Studies ◽  
Future Research ◽  
Gifted Children ◽  
Research Directions ◽  
Social Skills Rating System ◽  
Demographic Questionnaire ◽  
The Social ◽  
Future Research Directions

There is a clear lack of empirical studies about the socio-emotional characteristics of gifted and talented children, especially in the context of social skills. This study aimed to characterize the social skills of such children, identifying similarities and differences in the skill repertoire in comparison with non-gifted children. The sample contained 394 children from 8 to 12 years old, of which 269 children were identified as gifted. All participants answered the Social Skills Rating System and Socio-demographic Questionnaire. The results indicate a more elaborate social skills repertoire for gifted children in all categories with the exception of empathic skills. The implications of these results for the planning of educational programs are discussed and future research directions are identified.

scholarly journals Employee Turnover and Knowledge Management in the Czech Republic

2015 ◽  
Vol 63 (1) ◽  
pp. 313-325 ◽  
Author(s):  
Lucie Vnoučková ◽  
Hana Urbancová
Keyword(s):  
Czech Republic ◽  
Personal Growth ◽  
Employee Turnover ◽  
Knowledge Workers ◽  
Knowledge Worker ◽  
Future Research ◽  
The Czech Republic ◽  
Critical Knowledge ◽  
Research Areas ◽  
Basic Approaches

Knowledge economy regards employee knowledge as a most important asset. It is a priority task to ensure systematic knowledge continuity of those employees who are the holders of critical knowledge. The aim of the article is to analyse the causes of mobility of knowledge workers and categorise types of employees and mobility according to the future development of an employee’s career. The research areas, i.e. ensuring knowledge continuity and employee turnover were analysed based on the premise of significant relation between those two areas. The data were collected in organizations in the Czech Republic. Surveys were drawn across sectors to ensure representativeness of the outcomes. The outputs revealed two basic approaches to maintaining knowledge inside organizations. Employees can be divided into knowledge workers and remainder, who seek only security. A knowledge worker who decides to transfer is not motivated by the amount of salary (they do not mind a lower level of remuneration); on the contrary they suffer due to an unclear vision on the part of the organization, where they used to work; they cannot stay in conditions where there is no possibility to participate on personal growth. Future research in this area should focus on the return of investments in the knowledge and employee learning, training and retention.

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