Search results for "Job rotation"
showing 7 items of 7 documents
Organizing for What: Job Rotation as an Organizational Development Strategy or as an Organizational anti-Corruption Tool?
2021
The purpose of this article is to understand if Job Rotation (JR)/Organizational Development (OD)-oriented strategies are compatible with JR strategies to curb Organizational Corruption (OC), as these strategies seem to indicate an apparent contradiction. To this end, the paper is structured as follows. Firstly, the main points of JR-Theory in organizational studies are displayed. Subsequently, JR-Theory in organizational anti-corruption is more deeply explored. At the end of the review, the research question is proposed in the methodological section. The two sections after that are devoted to answering this question. The first of which examines the laws and documents of the National Anti-C…
Third-sector job quality: evidence from Finland
2016
Purpose – The purpose of this paper is to study the perceived job quality and job satisfaction among third-sector employees and compare job quality in the third, public and private sector. Design/methodology/approach – The study is based on the quality of work life (QWL) survey data gathered by Statistics Finland. The QWL data are complemented with data set collected among third-sector employees. In the sector comparisons percentage shares were used to compare different dimensions of job quality between the sectors. Regression analysis was used to control the structural labour market differences between the sectors. Findings – The results show that job quality in the third sector differs s…
Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries
2009
An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Naswall, 2002). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide addi…
Psychological consequences of fixed-term employment and perceived job insecurity among health care staff
2005
The present study sought to clarify the roles of fixed-term employment and perceived job insecurity in relation to an employee's job attitudes (job satisfaction, turnover intentions) and well-being (work engagement, job exhaustion). Specifically, we examined which of the two situations, high subjective job insecurity and a permanent job (i.e., violation hypothesis) or high subjective job insecurity and a fixed-term job (i.e., intensification hypothesis), would lead to the most negative job attitudes and well-being. Data from 736 employees in one Finnish health care district were collected by questionnaires. The results supported the violation hypothesis: Under conditions of high perceived j…
Talent identification and development tools
2014
Purpose – This paper aims to contribute to talent management literature by examining empirically the relationship between talent identification and development tools. Design/methodology/approach – The study sample consisted of 112 Argentina-based companies. All participants completed an online survey containing a list of identification and development practices. Responses were analyzed with SPSS 19. Findings – Results show that companies running more talent identification processes (performance management and potential identification) make use of a greater number of development tools. Significant differences were observed in the use of all development tools analyzed, with the exception of …
How Do Young People Cope with Job Flexibility?: Demographic and Psychological Antecendents of the Resistance to Accept a Job with Non-Preferred Flexi…
2002
La flexibilite est souvent vue comme condition necessaire a la survie des marches de travail nationaux et a celle des organisations dans un monde en rapide changement ou s’accroit la competition globale. Elle a adopte diverses formes tels les contrats a duree determinee, l’externalisation, les horaires flexibles, le temps partiel, les heures complementaires, le roulement fonctionnel. De plus, il a ete declare que la flexibilite organisationnelle se doit d’etre accompagnee d’une flexibilite personnelle. Quoi qu’il en soit, face aux nouvelles opportunites de travail, les gens different tant sur le plan de leurs preferences que sur celui de leur comportement. Le but de cette etude est d’identi…
Rotazione del personale nelle amministrazioni pubbliche e politiche contrasto alla corruzione: la prospettiva dell’ANAC
2021
In the last decade, the Italian State has included staff rotation within the framework of anti-corruption policies, providing precise indications on how to implement it and verifying its practical achievements in the national public administration system. The purpose of this article is to provide a framework of the theories and practices of staff rotation from the point of view of the law and the main acts of the National anti-Corruption Authority (ANAC). The article therefore develops as follows. A first part is dedicated to the presentation of the different types of staff rotation. A second part deals with the principles guiding the reorganization actions by rotation of public administrat…