1,720,957 research outputs found
Reflection on epistemology and methodology in management sciences: CEDOC Case Study of “Hassan 1st University”
Full text linkThe epistemological position of management science is generally an essential phase in the evolution of scientific research. Its aim is to clarify the concept of knowledge that underpins a scientific approach. It is more than just a slight methodological preoccupation, since it enables us to understand the nature of the knowledge generated, how it is generated and its status. From there, it determines the purpose of the investigation, and the approaches and procedures used to carry out a scientific project. Each study unfolds and articulates a set of steps that can be repetitive and are essentially linked to the object of study. Perplexities arise from mix-ups between some of these steps. In terms of the project’s purpose, should it be considered a study designed to understand, elucidate or anticipate? Furthermore, does the approach adopted focus on the discovery or validation of hypotheses or theories? For its part, methodological choice encompasses the different procedures implemented to bring a scientific project to fruition. In this context, the scientist determines the means of data collection and processing he or she will use. This paper aims firstly to outline the major epistemological paradigms within management studies and their methodological repercussions, and secondly to carry out a study aimed at taking stock of the different epistemological paradigms and methodological choices adopted by PhD students at Hassan 1er University
HIGH PERFORMANCE WORK PRACTICES, AFFECTIVE COMMITMENT, AND INNOVATIVE WORK BEHAVIOR: AN EXPLORATORY FACTOR ANALYSIS OF MEASUREMENT SCALES
Full text linkThis study is part of the context of human resources (HR) management practices in Morocco, with a particular emphasis on the affective commitment of employees and innovative behaviors in the workplace. These areas are of crucial importance in the Moroccan economic and organizational context, where the effectiveness of HR practices can have a significant impact on employee behaviors. The main objective of this research is to evaluate the validity and reliability of the measurement scales used to assess high-performance work practices, affective commitment and innovative work behavior in the specific context of Morocco. This involves identifying the relevant ITEMS of these concepts and verifying whether the empirical structure of the measurement scales corresponds to the theoretical structure defined in the existing literature. A quantitative study was conducted, involving an exploratory factor analysis of the three measurement scales. Data was collected from a representative sample of Moroccan organizations. The results of the exploratory factor analysis revealed an empirical structure of the measurement scales that largely corresponds to the theoretical structure presented in the literature review. However, some Items were eliminated because they did not seem appropriate in the Moroccan context. These results help provide a solid foundation for future research in this area.Cette étude s'inscrit dans le contexte des pratiques de gestion des ressources humaines (RH) au Maroc, avec un accent particulier sur l'engagement affectif des employés et les comportements d'innovation en milieu de travail. Ces domaines revêtent une importance cruciale dans le contexte économique et organisationnel marocain, où l'efficacité des pratiques RH peut avoir un impact significatif sur les comportements des employés. L'objectif principal de cette recherche est d'évaluer la validité et la fiabilité des échelles de mesure utilisées pour évaluer les pratiques RH à haute performance, l'engagement affectif et les comportements d'innovation dans le contexte spécifique du Maroc. Il s'agit notamment d'identifier les ITEMS pertinentes de ces concepts et de vérifier si la structure empirique des échelles de mesure correspond à la structure théorique définie dans la littérature existante. Une étude quantitative a été menée, impliquant une analyse factorielle exploratoire des trois échelles de mesure. Les données ont été collectées auprès d'un échantillon représentatif d'organisations marocaines. Les résultats de l'analyse factorielle exploratoire ont révélé une structure empirique des échelles de mesure qui correspond largement à la structure théorique présentée dans la revue de littérature. Cependant, certains Items ont été éliminés car ils ne semblaient pas appropriés dans le contexte marocain. Ces résultats contribuent à fournir une base solide pour de futures recherches dans ce domaine
High-performance work practices: Key development factors and analysis of different practices in the literature
No full textHigh-performance work practices (HPWPs) are increasingly recognized as pivotal in shaping business strategies and enhancing organizational effectiveness. This paper presents an integrative literature review, synthesizing findings from various academic sources to analyze the historical development of human resource management (HRM) practices and their role in fostering competitive advantage. The paper highlights the shift in human resource management from viewing employees as costs to recognizing them as valuable intellectual resources. It also explores key high performance work practices characteristics, including rigorous recruitment, comprehensive training programs, performance-driven rewards, and increased employee motivation and involvement.
The review also examines the determinants and organizational factors influencing the successful implementation of high-performance work practices (HPWPs). External factors such as union involvement, organizational size, and labor market characteristics, alongside internal elements like company culture and management practices, are explored in depth. The role of human resource practitioners is also emphasized, particularly their political influence, expertise, professionalism, and networking capabilities in facilitating the adoption of these practices.
The findings indicate that high performance work practices are associated with improved organizational performance and higher employee satisfaction. However, the success of these practices is contingent upon their alignment with broader strategic objectives. This paper contributes to the ongoing discourse on high performance work practices (HPWPs) by providing a comprehensive understanding of the factors that drive their implementation and the organizational impact of their integration into business practices.
Classification JEL : M41
Paper type: Theoretical Research.High-performance work practices (HPWPs) are increasingly recognized as pivotal in shaping business strategies and enhancing organizational effectiveness. This paper presents an integrative literature review, synthesizing findings from various academic sources to analyze the historical development of human resource management (HRM) practices and their role in fostering competitive advantage. The paper highlights the shift in human resource management from viewing employees as costs to recognizing them as valuable intellectual resources. It also explores key high performance work practices characteristics, including rigorous recruitment, comprehensive training programs, performance-driven rewards, and increased employee motivation and involvement.
The review also examines the determinants and organizational factors influencing the successful implementation of high-performance work practices (HPWPs). External factors such as union involvement, organizational size, and labor market characteristics, alongside internal elements like company culture and management practices, are explored in depth. The role of human resource practitioners is also emphasized, particularly their political influence, expertise, professionalism, and networking capabilities in facilitating the adoption of these practices.
The findings indicate that high performance work practices are associated with improved organizational performance and higher employee satisfaction. However, the success of these practices is contingent upon their alignment with broader strategic objectives. This paper contributes to the ongoing discourse on high performance work practices (HPWPs) by providing a comprehensive understanding of the factors that drive their implementation and the organizational impact of their integration into business practices.
Classification JEL : M41
Paper type: Theoretical Research
High-performance work practices: Key development factors and analysis of different practices in the literature
No full textHigh-performance work practices (HPWPs) are increasingly recognized as pivotal in shaping business strategies and enhancing organizational effectiveness. This paper presents an integrative literature review, synthesizing findings from various academic sources to analyze the historical development of human resource management (HRM) practices and their role in fostering competitive advantage. The paper highlights the shift in human resource management from viewing employees as costs to recognizing them as valuable intellectual resources. It also explores key high performance work practices characteristics, including rigorous recruitment, comprehensive training programs, performance-driven rewards, and increased employee motivation and involvement.
The review also examines the determinants and organizational factors influencing the successful implementation of high-performance work practices (HPWPs). External factors such as union involvement, organizational size, and labor market characteristics, alongside internal elements like company culture and management practices, are explored in depth. The role of human resource practitioners is also emphasized, particularly their political influence, expertise, professionalism, and networking capabilities in facilitating the adoption of these practices.
The findings indicate that high performance work practices are associated with improved organizational performance and higher employee satisfaction. However, the success of these practices is contingent upon their alignment with broader strategic objectives. This paper contributes to the ongoing discourse on high performance work practices (HPWPs) by providing a comprehensive understanding of the factors that drive their implementation and the organizational impact of their integration into business practices.
Classification JEL : M41
Paper type: Theoretical Research.High-performance work practices (HPWPs) are increasingly recognized as pivotal in shaping business strategies and enhancing organizational effectiveness. This paper presents an integrative literature review, synthesizing findings from various academic sources to analyze the historical development of human resource management (HRM) practices and their role in fostering competitive advantage. The paper highlights the shift in human resource management from viewing employees as costs to recognizing them as valuable intellectual resources. It also explores key high performance work practices characteristics, including rigorous recruitment, comprehensive training programs, performance-driven rewards, and increased employee motivation and involvement.
The review also examines the determinants and organizational factors influencing the successful implementation of high-performance work practices (HPWPs). External factors such as union involvement, organizational size, and labor market characteristics, alongside internal elements like company culture and management practices, are explored in depth. The role of human resource practitioners is also emphasized, particularly their political influence, expertise, professionalism, and networking capabilities in facilitating the adoption of these practices.
The findings indicate that high performance work practices are associated with improved organizational performance and higher employee satisfaction. However, the success of these practices is contingent upon their alignment with broader strategic objectives. This paper contributes to the ongoing discourse on high performance work practices (HPWPs) by providing a comprehensive understanding of the factors that drive their implementation and the organizational impact of their integration into business practices.
Classification JEL : M41
Paper type: Theoretical Research
High-performance work practices: Key development factors and analysis of different practices in the literature
No full textHigh-performance work practices (HPWPs) are increasingly recognized as pivotal in shaping business strategies and enhancing organizational effectiveness. This paper presents an integrative literature review, synthesizing findings from various academic sources to analyze the historical development of human resource management (HRM) practices and their role in fostering competitive advantage. The paper highlights the shift in human resource management from viewing employees as costs to recognizing them as valuable intellectual resources. It also explores key high performance work practices characteristics, including rigorous recruitment, comprehensive training programs, performance-driven rewards, and increased employee motivation and involvement.
The review also examines the determinants and organizational factors influencing the successful implementation of high-performance work practices (HPWPs). External factors such as union involvement, organizational size, and labor market characteristics, alongside internal elements like company culture and management practices, are explored in depth. The role of human resource practitioners is also emphasized, particularly their political influence, expertise, professionalism, and networking capabilities in facilitating the adoption of these practices.
The findings indicate that high performance work practices are associated with improved organizational performance and higher employee satisfaction. However, the success of these practices is contingent upon their alignment with broader strategic objectives. This paper contributes to the ongoing discourse on high performance work practices (HPWPs) by providing a comprehensive understanding of the factors that drive their implementation and the organizational impact of their integration into business practices.
Classification JEL : M41
Paper type: Theoretical Research.High-performance work practices (HPWPs) are increasingly recognized as pivotal in shaping business strategies and enhancing organizational effectiveness. This paper presents an integrative literature review, synthesizing findings from various academic sources to analyze the historical development of human resource management (HRM) practices and their role in fostering competitive advantage. The paper highlights the shift in human resource management from viewing employees as costs to recognizing them as valuable intellectual resources. It also explores key high performance work practices characteristics, including rigorous recruitment, comprehensive training programs, performance-driven rewards, and increased employee motivation and involvement.
The review also examines the determinants and organizational factors influencing the successful implementation of high-performance work practices (HPWPs). External factors such as union involvement, organizational size, and labor market characteristics, alongside internal elements like company culture and management practices, are explored in depth. The role of human resource practitioners is also emphasized, particularly their political influence, expertise, professionalism, and networking capabilities in facilitating the adoption of these practices.
The findings indicate that high performance work practices are associated with improved organizational performance and higher employee satisfaction. However, the success of these practices is contingent upon their alignment with broader strategic objectives. This paper contributes to the ongoing discourse on high performance work practices (HPWPs) by providing a comprehensive understanding of the factors that drive their implementation and the organizational impact of their integration into business practices.
Classification JEL : M41
Paper type: Theoretical Research
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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