1,721,008 research outputs found
Problem solving and decision making
Full text linkProblem solving and decision making are important processes in any organization, as well in everyday life. Not surprisingly, people do not always deal systematically with an important decision. They might overreact and plunge headlong and headstrong into it. They might also show great resourcefulness in avoiding the decision. Problem solving and decision making are often imperfect processes that require new decisions to compensate for prior decisions. The basic process includes defining the problem, generating and evaluating alternative solutions, choosing among solutions and implementing the decision. Both evaluative and creative behaviors are important in all stages. At each step, a number of errors can be made that reduce the effectiveness of a decision: people frequently define problems too narrowly, or fail to generate sufficient alternatives and premature and incomplete evaluation is also common. Because of such errors, many ideal models and techniques for better decision making have been suggested. These can help decision making significantly, but rarely produce perfect and lasting solutions. In this paper we describe characteristics of the process of problem solving and decision making. Emphasis is given to the difficulties that arise and to methods for improving the process
Pratiche di gestione delle risorse umane, performance individuali e comportamenti organizzativi
No full textPay Is Not Everything: Differential Effects of Monetary and Non-Monetary Rewards on Employees’ Attitudes and Behaviours
No full textMonetary and non-monetary rewards have rarely been considered together under the HRM perspective. Despite the vast literature on HRM, there is still a lack of studies that explicitly discuss the link between the adoption of a total reward system (TRS) and employee-related outcomes. The purpose of this paper is to investigate this important issue in order to provide insights that can help organisations devise compensation strategies that are effective in sustaining employees’ positive attitudes and behaviours. Using a survey of 1,092 employees, the authors examine the effect of the overall TRS on three outcome variables (i.e. job satisfaction, affective commitment, and innovative behaviour at work). Furthermore, the authors examine the impact that each component of the TRS (i.e. base pay, training and development opportunities, and positive work environment) has on the dependent variables. The results confirm that the adoption of a TRS exerts a positive influence on the aforementioned outcomes. However, interesting differences emerged when looking at the individual components in the overall sample.
This paper provides original insights into the complex relationship between TRS and the employee-related outcomes of job satisfaction, affective commitment, and innovative behaviour at work
What drives alignment between offered and perceived well-being initiatives in organizations? A cross-case analysis of employer–employee shared strategic intentionality
No full textThis study investigates the conditions of alignment between an organization’s business strategy, the well-being initiatives (WBIs) offered to employees and employees’ perceptions of the latter. We conducted a comparative study on the conditions of alignment between offered and perceived WBIs in three companies with different business strategies. Findings highlight that the alignment between offered and perceived benefits depends on what we label as ‘shared strategic intentionality’: (1) how employers’ use their understanding of the organization’s business strategy to craft WBIs and (2) employees’ perceptions of WBIs at the light of the attributions about why their employers offer WBIs the way they do, and of the broader understanding of the organization’s business strategy. We contribute to the Strategic HRM literature by proposing an integrative position with respect to the macro (i.e., employer-focused) and micro (i.e., employee-focused) research traditions. Our position has the advantage of looking at employers’ intentions and at employees’ attributions of intentions simultaneously and unravels the central role of business strategy in shaping their alignment. From a practical standpoint, not only do we bring a more nuanced understanding of the strategic HRM challenges faced by employers and employees in settings with different business strategies, but also initiate a discussion about the traps and best practices associated to configuring effective WBIs in organizations
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
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