Search results for "work practices"
showing 10 items of 12 documents
Vuorovaikutteiset työskentelytavat parantavat oppimista
2018
Perceived High Involvement Work Practices and Retirement Intentions
2018
Sustainable human resource management (HRM) stresses the importance of maintaining and developing organizations’ human capital for social, ecological and financial reasons. In the context of aging workforce, the social aspect of sustainable HRM relates to the discussion of retaining older employees and preventing their early exit from work life. This study builds on sustainable HRM literature and examines the antecedents of working until official retirement age and continuing working beyond retirement age with special reference to perceived high involvement work practices (HIWPs). The study population consisted of older (more than 50 years) nursing professionals who work at a Finnish univer…
Organisational and individual resources as antecedents of older nursing professionals’ organisational commitment : Investigating the mediating effect…
2021
Aim and objectives To investigate how organisational and individual resources are linked to older (50+) nursing professionals’ organisational commitment, and to examine the possible mediating role of the active use of selection, optimisation and compensation (SOC) strategies. Background Many healthcare organisations need to find ways to retain their older nursing professionals due to nursing shortage. Design To test a set of hypotheses, cross-sectional survey data (n = 396) were used. Data were analysed using correlation analysis and partial least-squares structural equation modelling. STROBE Statement for cross-sectional studies has been followed in this study. Results The results exhibite…
Domestic Violence Interventions in Social and Health Care Settings: Challenges of Temporary Projects and Short-Term Solutions.
2020
Social welfare service and health care providers are in a key position to implement successful domestic violence (DV) interventions. However, it is known that DV intervention and prevention work is often lacking in coordination and continuity. In addition, the limited resources, hectic work pace, and changing practices negatively affect the development of successful ways to prevent and intervene in DV. This qualitative study involving 11 focus groups, composed of social welfare and health care professionals ( n = 51) in a midsized Finnish hospital, examined the challenges and possibilities within DV interventions and the adoption of good practices produced by a DV intervention development …
Mobile Communication and Work Practices in Knowledge-based Organizations
2005
This paper examines the role of mobile communication, mobile tools and work practices in the context of organizations, especially knowledge-based organizations. Today, organizations are highly complex and diverse. Not surprisingly, various solutions to incorporating mobile tools and mobile communication in organizations have been devised. Challenges to technological development and research on mobile communication are presented.
Investigating document availability : ethnographic study on a technical specification
1999
Employee Age and Company Performance: An Integrated Model of Aging and Human Resource Management Practices
2016
This study investigated the relationships among company average age, company work ability, and company performance by examining (a) the effects of employee average use of selection, optimization, and compensation (SOC) personal strategies and high-involvement work practices (HIWPs) on employee work ability; (b) the buffering effects of both employee average use of SOC and HIWPs on the negative relationship between company-level average age of employees and employee work ability; and (c) the link between company average age and company performance as mediated by company work ability. Analysis was conducted on data from 70 Finnish companies in the retail and metal industries and their 889 em…
The effect of organizational separation on individuals' knowledge sharing in MNCs
2017
Abstract The ability of an organization to apply knowledge globally has been conceptualized as critical for the existence of multinational corporations (MNCs). We argue for an organizational separation effect on knowledge sharing that challenges the view of the MNC as a latent social community. Using a unique data-set of more than 4000 individual responses from an MNC, Telenor, we test how three types of drivers for individuals’ knowledge sharing – individuals’ motivation, and individuals’ perceptions of organizational values and organizational work practices – work differently within, as opposed to across, business units. Our analysis suggests that while intrinsic motivation, innovative va…
Conforming to and resisting imposed identities : An autoethnography on academic motherhood
2022
Purpose This research attempts to make sense of the experiences of two academic women who become mothers. Design/methodology/approach This paper is an autoethnography. Applying the autoethnographic method allows us to discuss cultural phenomena through personal reflections and experiences. Our autoethnographic reflections illustrate our struggles and attempts of resistance within discursive spaces where motherhood and our identity as academics intersect. Findings Our personal experiences combined with theoretical elaborations illuminate how the role of the mother continues to be dominated by such gendered discursive practices that conflict with the work role. Once women become mothers, they…
Relationship between employee involvement and lean manufacturing and its effect on performance in a rigid continuous process industry
2015
Relationship between employee involvement and lean manufacturing and its effect on performance in a rigid continuous process industry DOI: 10.1080/00207543.2014.975852 Juan A. Marin-Garciaa* & Tomas Bonaviab Received: 1 Aug 2013 Accepted: 30 Sep 2014 Published online: 04 Nov 2014 This research aims to empirically test the effect of employee involvement on lean manufacturing (LM), and the effect of LM on production outcomes. Employee involvement is operationalised through four related variables: empowerment, training, contingent remuneration and communication. The effects are tested by recording management perceptions in a different industrial sector from those usually studied in previous re…