Search results for "organizational behavior"

Organismes de formation et alternance

1984

Jean-Jacques Paul, Die Ausbildungsstatten und der Ablauf der wiederholten Folgeausbildung : einige Beobachtungen nach dem ersten Jahr der in Kraft getretenen Massnahmen zur Qualifizierung der 16-18 jährigen (« Dispositif 16-18 »). Die mit der wiederholten Folgeausbildung gebundenen Einsätze sind vielfältig ; sie beziehen sich sowohl auf ihre pädagogischen Potentialitäten als auch auf das Risiko, die Einführung einer neuen von jungen Lehrgangbesuchern gebildeten Beschäftigtengruppe zu fördern. Diese Problematik wird hier durch die Analyse des ersten Ausbildungsjahres seit dem Inkrafttreten der Massnahmen zur Qualifizierung und beruflichen Eingliederung der Jugendlichen im Alter von 16-18 Jah…

Organizational commitment and its effects on organizational citizenship behavior in a high-unemployment environment

2016

[EN] Organizational commitment is an important concept in management and a construct on which extensive research exists. This study considers the relationship of the three dimensions of organizational commitment (affective, normative, and continuance commitment) with employees' organizational citizenship behavior in a high-unemployment environment. By analyzing the effect of high unemployment on the displacement of the self-concept from individual toward relational and collective levels, this work predicts differences in the effect of unemployment on each of the organizational-commitment dimensions. The results show that in a high-unemployment environment the affective and normative dimensi…

Translating strategy, values and identities in higher education: the case of multi-campus systems

2016

Online PR: emerging organisational practice

2001

This article describes recent changes in the media landscape where companies and organisations operate. Such changes have numerous impacts on the basic tenets of public relations as well as its practice, education and further education. The impacts are described, new practices for PR practitioners are identified, and guidelines are given. In the future, there will no longer be two kinds of PR practitioners persisting side by side: those using traditional tools and those practising online communication. Instead, PR practitioners will be expected to integrate all means of communication to be a part of their professional qualifications.

Conflicting Commitments: The Politics of Enforcing Immigrant Worker Rights in San Jose and Houston, by ShannonGleeson. Cornell University Press, Itha…

2014

Laufbahnförderung durch ein Unterstützungsnetzwerk:

2003

Zusammenfassung. Die Netzwerkkonzeption des Mentoring postuliert, dass eine gelungene berufliche Karriere auch für die möglich ist, die keinen Mentor finden. Das Kennzeichnende von Mentor-Protegé-Beziehungen ist die Bündelung von unterstützenden psychosozialen und karriereförderlichen Aspekten in einer einzelnen zwischenmenschlichen Beziehung. Psychosoziale und karriereförderliche Unterstützung kann jedoch auch durch unterschiedliche Personen gewährt werden. Entscheidend, so die These, sei nicht die Quelle, sondern die Summe der Laufbahnunterstützung, die eine Person insgesamt erfährt. An der Studie beteiligten sich 237 berufstätige Personen. Es zeigte sich, dass Personen mit Mentoren in B…

Does leader–member exchange buffer or intensify detrimental reactions to psychological contract breach? The role of employees' career orientation

2018

There is an ongoing debate about two contradictory moderating effects of leader–member exchange (LMX) on the relationship between psychological contract breach (PCB) and work outcomes. Whereas some studies demonstrated LMX to be a social support resource capable of buffering the negative effects of PCB, findings from other research suggest that employees show stronger negative reactions to PCB when the quality of relationships with leaders is high. The present study addresses how these contradictory results can be explained by individuals' career orientations. We surveyed a representative random sample of 954 employees from various organizations and occupations to test whether employees wit…

What is the meaning of ‘talent’ in the world of work?

2013

The ongoing confusion about the meaning of ‘talent’ within the world of work is hindering the establishment of widely accepted talent management theories and practices. The aim of this paper is to contribute to the literature on talent management by offering an indepth review of the talent concept within the specific context of the world of work, and proposing a framework for its conceptualization. We group different theoretical approaches to talent into ‘object’ (i.e., talent as natural ability; talent as mastery; talent as commitment; talent as fit) versus ‘subject’ approaches (i.e., talent as all people; talent as some people) and identify dynamics existing within and between them, as we…

Expansión de la temporalidad y erosión de la relación de empleo estándar en España: ¿La irrupción de un nuevo paradigma de relación de empleo?

2018

Desde la década de los ochenta el mercado de trabajo español ha venido caracterizado por la persistencia de unas tasas muy altas de temporalidad hasta convertirse este en un problema crónico de la sociedad española, que, además, no ha tenido -en cuanto a magnitud- parangón en el resto de países de la UE. Las diferentes fórmulas de contratación temporal creadas e incentivadas por la vía normativa en un proceso de “reforma laboral permanente” se han convertido, en conjunción con otros factores entre los que destaca la utilización empresarial de los contratos temporales en el límite de la legislación, cuando no en claro fraude de ley, en una efectiva vía para la segmentación laboral y una clar…

Employee types and endogenous organizational design: an experiment

2011

When managers are sufficiently guided by social preferences, incentive provision through an organizational mode based on informal implicit contracts may provide a cost-effective alternative to a more formal mode based on explicit contracts and active monitoring. This paper reports the results from a stylized laboratory experiment designed to test whether subjects in the role of firm owner rely on the social preferences of other (‘employee’) subjects with whom they are matched when choosing which payoff version of a simple trust game these employee subjects should play (‘the organizational mode’). Our main finding is that they do so, albeit in a different way than theory predicts. The import…