Home About us Contact
|
Home About us Contact | ||
|
|
||
Knowledge Workers (knowledge + worker)
Selected AbstractsORGANIZATIONAL AND OCCUPATIONAL COMMITMENT: KNOWLEDGE WORKERS IN LARGE CORPORATIONS*JOURNAL OF MANAGEMENT STUDIES, Issue 6 2002TAM YEUK-MUI MAY Previous discussion of knowledge work and workers tends to overlook the importance of contextual knowledge in shaping the organizational form of knowledge workers who are employees in large corporations. This paper proposes a model to understand the way knowledge base and organizational form are related to the work commitment, effort and job satisfaction of knowledge workers. The model is derived from (1) a critical examination of the market model of knowledge work organization, and (2) the results of empirical research conducted in two large corporations. We argue that contextual knowledge is important in the relationships between the corporation and knowledge workers. A dualistic model and an enclave organizational form are suggested to examine the relationships between the commitment, work effort and job satisfaction of knowledge workers. We noted from our empirical cases that enclave-like work teams enhanced the expertise and job autonomy of knowledge workers vis-à-vis management. These work teams together with the performance-based pay system, however, led to unmet job expectations including limited employee influence over decision-making and careers, and communication gaps with senior management. Under these circumstances, and in contrast to the impact of occupational commitment, organizational commitment did not contribute to work effort. The study highlights the importance of management's strategy in shaping the organizational form of knowledge work. The paper concludes by noting general implications of our study for the management of expertise and for further research. [source] From Scientific Apprentice to Multi-skilled Knowledge Worker: changes in Ph.D education in the Nordic-Baltic AreaEUROPEAN JOURNAL OF EDUCATION, Issue 3 2007ANDREAS ÖNNERFORS There is no doubt that what is generally referred to as ,Ph.D education' has undergone dramatic changes in Europe in recent years. Whereas the Bologna Process, launched in 1999, originally had in mind to make it easier for undergraduate students to gain international experience and enhance their employability by facilitating mobility and transparency of higher education in Europe, the idea of a ,third cycle' of doctoral studies came relatively late in the discussion (2003). For some academic cultures, the idea of educating doctoral students was and still is perceived as a threat against academic freedom, originality and credibility. Other academic cultures have already long adopted Ph.D training schemes as an integrated part of training future scientists and knowledge workers. This article presents the result of a recent survey on Ph.D training in the Nordic-Baltic Area (Andreas Önnerfors: ,Ph.D-training/PGT in the Nordic-Baltic Area', Exploring the North: papers in Scandinavian Culture and Society 2006:1, Lund 2006) initiated by the Nordic research organisation NordForsk, which discusses new concepts of doctoral education and training in the five Nordic and the three Baltic countries as well as in Russia, Poland and three northern states of the Federal Republic of Germany. Whereas there is great correspondence in the performance of doctoral training and education in the Nordic countries and changes have been introduced permanently for about 30 years, Poland, Germany and Russia are battling with their academic traditions and the challenge of adapting their academic cultures to joint European standards. This concerns especially the phenomenon of two postgraduate degrees (the Ph.D and a further degree) and the view upon training elements in doctoral studies. After their independence, the three Baltic countries rapidly adapted their systems of higher education to the Nordic model. [source] Social Exchange and Knowledge Sharing among Knowledge Workers: The Moderating Role of Perceived Job SecurityMANAGEMENT AND ORGANIZATION REVIEW, Issue 2 2009Kathryn M. Bartol abstract Drawing on perceived organizational support (POS) theory and employee,organizational relationship theories, this research investigated the association between POS and knowledge sharing as well as the potential moderating effects of perceived job security. Study participants were 255 information technology professionals and their supervisors working in the information technology industry in China. Findings showed that POS was positively related to knowledge sharing, and, as expected, perceived job security moderated the association. More specifically, the positive association between POS and employee knowledge sharing held only for employees who perceived higher job security from their organization. In contrast, POS was not significantly associated with knowledge sharing when employees perceived their job security to be relatively low. This latter result is consistent with contentions from employee,organizational relationships theories that limited investment by employers is likely to lead to lower contributions from employees. The findings are also congruent with arguments from social exchange theory that meaningful reciprocity is built on a history of open-ended exchanges whose development may be inconsistent with a shorter-term employment horizon. [source] Psychosocial Determinants of Work-to-Family Conflict among Knowledge Workers with Boundaryless WorkAPPLIED PSYCHOLOGY: HEALTH AND WELL-BEING, Issue 2 2010Karen Albertsen The aims of the present study were to investigate (1) whether antecedents of work-to-family conflict identified in previous research have similar effects among knowledge workers, whether work environmental factors, particularly relevant for boundaryless work and not explored previously, affect work-to-family conflict in this group, and (2) whether the workplace culture (family friendliness and demands on availability) has a main effect on work-to-family conflict and moderates the effects of the work environmental factors. A sample of 396 Danish knowledge workers selected from a national, representative cohort study was followed up after 12 months. Data were analysed with a multiple GLM procedure with and without adjustment for baseline values. The results identified adjustment behavior toward deadlines as an important precursor for the development of conflicts. Further, a family-friendly workplace culture protected against conflicts and moderated the effect of influence at work. Well-known antecedents, such as quantitative demands and number of work hours, were further confirmed as relevant also in this specific context. It is concluded that a workload of a suitable size, sustainable behavior related to deadlines, and a family-friendly workplace culture could potentially improve the likelihood that employees feel confident that they perform successfully both at work and at home. [source] Organizing and personalizing intelligence gathering from the webINTELLIGENT SYSTEMS IN ACCOUNTING, FINANCE & MANAGEMENT, Issue 1 2002Hwee-Leng Ong In this paper, we describe how an integrated web-based application, code-named FOCI (Flexible Organizer for Competitive Intelligence), can help the knowledge worker in the gathering, organizing, tracking and dissemination of competitive intelligence (CI). It combines the use of a novel user-configurable clustering, trend analysis and visualization techniques to manage information gathered from the web. FOCI allows its users to define and personalize the organization of the information clusters according to their needs and preferences into portfolios. These personalized portfolios created are saved and can be subsequently tracked and shared with other users. The paper runs through an example to show how the use of a predefined domain template coupled with personalization can greatly enhance an organization and tracking of CI gathered from the web. Copyright © 2002 John Wiley & Sons, Ltd. [source] Learning Organizations in the Public Sector?PUBLIC ADMINISTRATION REVIEW, Issue 1 2003A Study of Police Agencies Employing Information, Technology to Advance Knowledge In an attempt to reap the purported benefits that "knowledge workers" bring to organizations, many police departments have shifted to a community problem,oriented policing philosophy. Rather than focusing on enforcement and incarceration, this philosophy is based on the dissemination of information to promote a proactive, preventative approach to reduce crime and disorder. In keeping with much of the contemporary literature on the "learning organization" (sometimes called the "knowledge organization"), police departments hope to deter crime through the knowledge benefits that derive from information and its associated technologies. With goals to stimulate productivity, performance, and effectiveness, police departments across the country are employing information technology to turn police officers into problem solvers and to leverage their intellectual capital to preempt crime and neighborhood deterioration. Many public and private organizations are striving to change their operations toward this same concept of the knowledge worker. Information technology is often touted as a vehicle for capturing, tracking, sorting, and providing information to advance knowledge, thus leading to improvements in service,delivery efforts. Based on an extensive study of police departments that have attempted to implement a knowledge,worker paradigm (supported by information technology initiatives), this research explores the feasibility, effectiveness, and limitations of information and technology in promoting the learning organization in the public sector. [source] LIVING A DISTRIBUTED LIFE: MULTILOCALITY AND WORKING AT A DISTANCEANNALS OF ANTHROPOLOGICAL PRACTICE, Issue 1 2008Brigitte Jordan In the last few years, new collaboration and communication technologies have led to a deterritorialization of work, allowing for the rise of new work- and lifestyles. In this article, I use my own transition from the life of a corporate researcher to that of a multilocal mobile consultant for tracking some of the patterns I see in a changing cultural and economic environment where work and workers are no longer tied to a specific place of work. My main interest lies in identifying some of the behavioral shifts that are happening as people are caught up in and attempt to deal with this changing cultural landscape. Writing as a knowledge worker who now moves regularly from a work,home place in the Silicon Valley of California to another in the tropical lowlands of Costa Rica, I use my personal transition as a lens through which to trace new, emergent patterns of behavior, of values, and of social conventions. I assess the stresses and joys, the upsides and downsides, the challenges and rewards of this work- and lifestyle and identify strategies for making such a life successful and rewarding. Throughout, there emerges an awareness of the ways in which the personal patterns described reflect wider trends and cumulatively illustrate global transformation of workscapes and lifescapes. These types of local patterns in fact constitute the on-the-ground material reality of global processes that initiate and sustain widespread culture change and emergent societal transformations. [source] The Contemporary Professoriate: Towards a Diversified or Segmented Profession?HIGHER EDUCATION QUARTERLY, Issue 2 2007Nelly P. Stromquist On the empirical basis of six national studies (Mexico, Brazil, Peru, Denmark, Russia and South Africa), this paper examines the phenomenon of segmentation, defined as the solidification of deep hierarchies with little crossover between categories of institutions or individuals. The massification of higher education has brought about a great diversity of institutions and, concomitantly, stark differences among the professoriate. While the public sector has to some extent been able to protect its academic personnel, the for-profit sector is moving towards an unstable professoriate, poorly paid, hired mostly on a per-hour basis, and for whom sharing in academic governance is a distant dream. Some of this differentiation is emerging also within institutions and a new kind of academic who could be termed ,just-in-time knowledge worker' is on the rise. [source] From Scientific Apprentice to Multi-skilled Knowledge Worker: changes in Ph.D education in the Nordic-Baltic AreaEUROPEAN JOURNAL OF EDUCATION, Issue 3 2007ANDREAS ÖNNERFORS There is no doubt that what is generally referred to as ,Ph.D education' has undergone dramatic changes in Europe in recent years. Whereas the Bologna Process, launched in 1999, originally had in mind to make it easier for undergraduate students to gain international experience and enhance their employability by facilitating mobility and transparency of higher education in Europe, the idea of a ,third cycle' of doctoral studies came relatively late in the discussion (2003). For some academic cultures, the idea of educating doctoral students was and still is perceived as a threat against academic freedom, originality and credibility. Other academic cultures have already long adopted Ph.D training schemes as an integrated part of training future scientists and knowledge workers. This article presents the result of a recent survey on Ph.D training in the Nordic-Baltic Area (Andreas Önnerfors: ,Ph.D-training/PGT in the Nordic-Baltic Area', Exploring the North: papers in Scandinavian Culture and Society 2006:1, Lund 2006) initiated by the Nordic research organisation NordForsk, which discusses new concepts of doctoral education and training in the five Nordic and the three Baltic countries as well as in Russia, Poland and three northern states of the Federal Republic of Germany. Whereas there is great correspondence in the performance of doctoral training and education in the Nordic countries and changes have been introduced permanently for about 30 years, Poland, Germany and Russia are battling with their academic traditions and the challenge of adapting their academic cultures to joint European standards. This concerns especially the phenomenon of two postgraduate degrees (the Ph.D and a further degree) and the view upon training elements in doctoral studies. After their independence, the three Baltic countries rapidly adapted their systems of higher education to the Nordic model. [source] The ten essential processes of facilitative leaders,GLOBAL BUSINESS AND ORGANIZATIONAL EXCELLENCE, Issue 5 2007Ingrid Bens As more work is performed by knowledge workers in matrixed structures supported by technology, facilitative leadership is emerging as the most effective style for creating and sustaining high-performing teams. It differs most significantly from command-and-control leadership in its ten essential core processes for managing relationships and building collaborative cultures. These processes, which are matched to specific stages in the life cycle of a project or team, structure productive dialogues for integrating a new leader, visioning, team launch, operational review, survey feedback, debriefing, negotiating, assessing peer performance, mediating conflict, and coaching. © 2006 John Wiley & Sons. [source] Free floating in the cosmopolis?GLOBAL NETWORKS, Issue 4 2010Exploring the identity-belonging of transnational knowledge workers Abstract In this article I explore what I call the ,identity-belonging' of transnational knowledge workers, a diverse group of serially migrating career professionals who have spent extended periods of time in at least three countries, usually following career opportunities. Unlike most recent writing on transnationalism, which focuses on enduring connections of migrants with their ,home' countries/places, here I explore a transnationalism that may transcend the national, and generally the territorial, principle, with repercussions for identity-belonging. In this context, how transnational knowledge workers position themselves towards belonging to a nation and towards the idea of cosmopolitanism is of particular interest. From data collected through in-depth interviews in Australia and Indonesia, I conclude that their globally recognized profession forms the central axis of their identity-belonging, alongside a weak identification with their nation of origin. The feeling of belonging to and identifying with particular locales and local communities was articulated flexibly and instrumentally in association with professional and wider social networks, while no primordial territorial attachments could be identified. [source] State Policies, Enterprise Dynamism, and Innovation System in Shanghai, ChinaGROWTH AND CHANGE, Issue 4 2007WEIPING WU ABSTRACT Today rapidly growing economies depend more on the creation, acquisition, distribution, and use of knowledge. As such, strategies for enhancing research and innovation capabilities have come to occupy a more important position in many developing nations, including China. Already the leading production center, and often seen as China's economic locomotive, Shanghai is striving aggressively to retain its national preeminence and has launched concerted efforts to increase local innovative output. The primary purpose of this paper is to understand how state-led efforts have fared in promoting technology innovation. By situating the city in the national and global context, the paper shows that Shanghai has gained a substantial lead in developing an innovation environment with extensive global linkages and leading research institutions. Recent efforts in building up the research and innovation capacity of the enterprise sector have begun to show progress. Although firms are enthusiastic about its future as an innovation center, Shanghai continues to face challenges of inadequate protection of intellectual property, lack of venture capital investment, and the tightening supply of highly qualified knowledge workers. [source] Organizational commitment for knowledge workers: The roles of perceived organizational learning culture, leader,member exchange quality, and turnover intention ,HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 1 2010Baek-Kyoo (Brian) Joo This article investigates the impact of perceived organizational learning culture and leader,member exchange (LMX) quality on organizational commitment and eventually on employee turnover intention. Employees exhibited the highest organizational commitment when they perceived a higher learning culture and when they were supervised in a supportive fashion. Employee turnover intention was fully mediated by organizational commitment. Overall, 43% of the variance in organizational commitment was explained by organizational learning culture and LMX quality. About 40% of the variance in turnover intention was explained by organizational commitment. Thus, perceived organizational learning culture and LMX quality (antecedents) impacted on organizational commitment, which in turn contributed negatively to employee turnover intention (consequence). [source] Collaborative learning in mobile workJOURNAL OF COMPUTER ASSISTED LEARNING, Issue 3 2003J. Lundin Abstract, Moving towards more communication intensive organisations, where work tends to be mobile, understanding how to support learning in such work becomes increasingly important. This paper reports on a study of a customer relations team, where work is performed co-located, distributed as well as mobile. Collaborative learning within in this team is explored so as to inform the design of IT support. In the results four instances of collaborative learning important in the studied team were identified: walking into collaborative learning, travelling to meetings, articulating practice and sharing without articulating. These issues are discussed and how they affect the design of collaborative learning activities for mobile knowledge workers. [source] ORGANIZATIONAL AND OCCUPATIONAL COMMITMENT: KNOWLEDGE WORKERS IN LARGE CORPORATIONS*JOURNAL OF MANAGEMENT STUDIES, Issue 6 2002TAM YEUK-MUI MAY Previous discussion of knowledge work and workers tends to overlook the importance of contextual knowledge in shaping the organizational form of knowledge workers who are employees in large corporations. This paper proposes a model to understand the way knowledge base and organizational form are related to the work commitment, effort and job satisfaction of knowledge workers. The model is derived from (1) a critical examination of the market model of knowledge work organization, and (2) the results of empirical research conducted in two large corporations. We argue that contextual knowledge is important in the relationships between the corporation and knowledge workers. A dualistic model and an enclave organizational form are suggested to examine the relationships between the commitment, work effort and job satisfaction of knowledge workers. We noted from our empirical cases that enclave-like work teams enhanced the expertise and job autonomy of knowledge workers vis-à-vis management. These work teams together with the performance-based pay system, however, led to unmet job expectations including limited employee influence over decision-making and careers, and communication gaps with senior management. Under these circumstances, and in contrast to the impact of occupational commitment, organizational commitment did not contribute to work effort. The study highlights the importance of management's strategy in shaping the organizational form of knowledge work. The paper concludes by noting general implications of our study for the management of expertise and for further research. [source] Social Indentity And The Problem of Loyalty In Knowledge-Intensive CompaniesJOURNAL OF MANAGEMENT STUDIES, Issue 8 2000Mats Alvesson This paper treats the significance of organization-based social identity for loyalty versus exit reactions with special reference to knowledge-intensive companies. The centrality of network relations and close contact with clients in combination with the sometimes drastic consequences of knowledge workers defecting in many knowledge-intensive companies makes social identification and loyalty crucial themes for management. The paper discusses different kinds of and modes of accomplishing loyalty and also addresses post-exit management, how companies may deal with employees that have left the company. [source] Maintaining knowledge management systems: A strategic imperativeJOURNAL OF THE AMERICAN SOCIETY FOR INFORMATION SCIENCE AND TECHNOLOGY, Issue 7 2005Kevin C. Desouza Most organizations have reported dismal returns on their investments in knowledge portals,Intranet Web sites aimed at enabling the storage and exchange of explicit knowledge artifacts. In our research, we were surprised to find that knowledge workers have for the most part abandoned the use of knowledge portals. Moreover, in cases where they do turn to knowledge portals they use it as a last resort. In this brief communication, we call attention both to research and practice to help transform current knowledge portals to ones that are more sensitive to the issues faced by practitioners. To this end, we will elaborate on the need to pay attention to maintenance of knowledge management portals. [source] Organizational learning through knowledge workers and infomediariesNEW DIRECTIONS FOR HIGHER EDUCATION, Issue 131 2005John Milam Knowledge management is defined and compared to information management and the institutional research function. In order to promote learning, new tools such as learning histories are needed, mistakes must be valued, and dissatisfaction recognized as part of the learning process. [source] Learning Organizations in the Public Sector?PUBLIC ADMINISTRATION REVIEW, Issue 1 2003A Study of Police Agencies Employing Information, Technology to Advance Knowledge In an attempt to reap the purported benefits that "knowledge workers" bring to organizations, many police departments have shifted to a community problem,oriented policing philosophy. Rather than focusing on enforcement and incarceration, this philosophy is based on the dissemination of information to promote a proactive, preventative approach to reduce crime and disorder. In keeping with much of the contemporary literature on the "learning organization" (sometimes called the "knowledge organization"), police departments hope to deter crime through the knowledge benefits that derive from information and its associated technologies. With goals to stimulate productivity, performance, and effectiveness, police departments across the country are employing information technology to turn police officers into problem solvers and to leverage their intellectual capital to preempt crime and neighborhood deterioration. Many public and private organizations are striving to change their operations toward this same concept of the knowledge worker. Information technology is often touted as a vehicle for capturing, tracking, sorting, and providing information to advance knowledge, thus leading to improvements in service,delivery efforts. Based on an extensive study of police departments that have attempted to implement a knowledge,worker paradigm (supported by information technology initiatives), this research explores the feasibility, effectiveness, and limitations of information and technology in promoting the learning organization in the public sector. [source] Global Innovation in MNCs: The Effects of Subsidiary Self-Determination and Teamwork,THE JOURNAL OF PRODUCT INNOVATION MANAGEMENT, Issue 5 2007Ram Mudambi The ability of multinational corporations (MNCs) to leverage their innovation competencies across globally dispersed subsidiaries is an increasingly valuable source of competitive advantage. As multinational enterprises turn to foreign subsidiaries for research and development (R&D) and product development, questions arise regarding the most effective organizational structures for global innovation. Although organizational conditions that satisfy the needs for self-determination and teamwork have long been considered intrinsic motivators, past research has not analyzed the consequences of intrinsic motivators on global innovation. The basic research question is this: In globally dispersed subsidiary R&D units, what organizational conditions and motivators are associated with the highest knowledge output? A sample of 275 globally dispersed R&D subsidiaries were studied from 1995 to 2002. Data were collected from a postal survey, field and telephone interviews, and secondary sources. Subsidiary self-determination and teamwork were found to have a significant effect on knowledge output, as objectively measured by patent citations. Subsidiary self-determination on inputs such as sourcing and hiring, and self-determination on outputs such as marketing and product development, emerged as positive determinants of knowledge generation in R&D subsidiaries. In addition, interteam cooperation and intrateam cooperation were significant determinants of knowledge generation by subsidiaries. These findings highlight the importance of self-determination, teamwork, and cooperation to knowledge creation and innovations. Managers face the tough challenge of how to motivate globally dispersed knowledge workers to conduct research that will generate knowledge and will strengthen firm performance. The results provide theoretical and practical insights on how MNCs can leverage their innovation competencies across foreign R&D subsidiaries. [source] COMMUNITY, CONTEXT, AND THE PRESENTATION OF SELF IN DISTRIBUTED WORKPLACE INTERACTIONANNALS OF ANTHROPOLOGICAL PRACTICE, Issue 1 2008Michael Youngblood Instantaneous communications technology has made it possible for distant coworkers to be interconnected to an unprecedented degree. Despite this, distributed workers often feel deeply disconnected from the production and performance of conventional workplace relationships and workplace culture. As the knowledge economy workforce trends toward ever-greater distribution and globalization, this raises important questions about the practice and experience of creative coengagement by colleagues who are not proximate to each other in time and space. How are shared understandings of workers' behavioral norms disseminated and practiced when workers are physically isolated from the collective workspace? How are relationships of collegiality and hierarchy constructed and performed through increasingly narrow channels of social interaction? How do workers signal their energy and commitment to a collective creative enterprise when their actual productive activity is largely invisible to others with whom and for whom they work? This article draws on my research with distributed knowledge workers, informal observations of colleagues, and personal experiences working as an independent consultant in distributed settings. It focuses on the challenges these workers face in defining their workplace community and effectively representing their professional selfhood when working at a distance. In this article I suggest that one key to alleviating these challenges is to extend the attributes of "placehood" to distant work spaces. [source] Psychosocial Determinants of Work-to-Family Conflict among Knowledge Workers with Boundaryless WorkAPPLIED PSYCHOLOGY: HEALTH AND WELL-BEING, Issue 2 2010Karen Albertsen The aims of the present study were to investigate (1) whether antecedents of work-to-family conflict identified in previous research have similar effects among knowledge workers, whether work environmental factors, particularly relevant for boundaryless work and not explored previously, affect work-to-family conflict in this group, and (2) whether the workplace culture (family friendliness and demands on availability) has a main effect on work-to-family conflict and moderates the effects of the work environmental factors. A sample of 396 Danish knowledge workers selected from a national, representative cohort study was followed up after 12 months. Data were analysed with a multiple GLM procedure with and without adjustment for baseline values. The results identified adjustment behavior toward deadlines as an important precursor for the development of conflicts. Further, a family-friendly workplace culture protected against conflicts and moderated the effect of influence at work. Well-known antecedents, such as quantitative demands and number of work hours, were further confirmed as relevant also in this specific context. It is concluded that a workload of a suitable size, sustainable behavior related to deadlines, and a family-friendly workplace culture could potentially improve the likelihood that employees feel confident that they perform successfully both at work and at home. [source] Benchmarking the Use of Telework Arrangements in CanadaCANADIAN JOURNAL OF ADMINISTRATIVE SCIENCES, Issue 2 2006Linda Schweitzer Abstract This paper uses data collected in 1999 and 2001 from over 20,000 employees and 6,300 workplaces by Statistics Canada and HRDC as part of their Workplace and Employee Survey (WES) to provide quality estimates of the number of teleworkers in Canada at the turn of the millennium. Characteristics of companies who offer telework arrangements and the employees who use them are also explored. These data will allow Canadian companies to benchmark their use of telework arrangements to national and international data. Such information is critical to both public and private sector employers, as abundant evidence exists to suggest that organizations that support the use of telework and other alternate work arrangements will be more able to attract and retain knowledge workers. Résumé La présente étude est une évaluation du nombre des télé-travailleurs au Canada en ce début de millénaire. Elle se sert des données collectées en 1999 et 2001 par Statistique Canada et la DRHC auprès de 20 000 employés et 6300 lieux de travail. L'étude examine également les caractéristiques des entreprises qui offrent des régimes de télétravail et des employés qui les utilisent. Les résultats permettront aux entreprises canadiennes de comparer leur utilisation des régimes de télétravail aux régimes nationaux et internationaux. Ces résultats seront d'autant plus utiles aux employeurs des secteurs privés et publics, que d'après plusieurs recherches les entreprises qui utilisent le télétravail et les autres régimes de travail de rechange seront plus en mesure d'attirer et de retenir les travailleurs intellectuels. [source] Exploring the Moderating Roles of Perceived Person,Job Fit and Person,Organisation Fit on the Relationship between Training Investment and Knowledge Workers' Turnover IntentionsAPPLIED PSYCHOLOGY, Issue 4 2010Huo-Tsan Chang Previous studies have documented inconsistent results in terms of the relationship between knowledge workers' perceived training investment and their turnover intentions. In order to clarify the inconsistencies, the present study extends previous research by exploring the moderating roles of perceived demand,ability (D,A) job fit and person,organisation (P,O) fit. Data were collected from 303 research and development (R&D) engineers from 30 high-technology firms in Taiwan. Hierarchical regression analyses were conducted to test the hypotheses. The results show that perceived D,A fit, P,O fit, and perceived training investment interact jointly to predict knowledge workers' turnover intentions. Specifically, while the main effect of perceived training investment on turnover intentions was negative, under situations of extremely high perceived D,A fit and extremely low P,O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions became positive, and under situations of low perceived D,A fit and high P,O fit, the relationship between knowledge workers' perceived training investment and their turnover intentions remained negative. Theoretical and practical implications are also discussed. Les études antérieures ont donné des résultats contradictoires quant aux relations entre la connaissance que les salariés perçoivent de l'investissement dans la formation et leurs intentions de changer. Dans le but de clarifier ces incohérences, la présente étude prend la suite de recherches antérieures en explorant les rôles modérateurs de la compatibilité perçue entre la compétence et les nécessités au travail (DA) et de la compatibilité entre la personne prise dans sa globalité et les caractéristiques de l'organisation qui l'emploie (PO). Les données ont été collectées auprès de 303 ingénieurs en recherche et développement (R&D) de 30 entreprises de haute technologie à Taiwan. Des analyses de régression hiérarchique ont conduit à tester les hypothèses. Les résultats montrent que la compatibilité D-A, la compatibilité P-O et l'investissement perçu dans la formation interagissent conjointement pour prédire les intentions de changement des employés. Plus spécifiquement, alors que le principal effet de l'investissement perçu dans la formation sur les intentions de changement est négatif, dans des conditions de compatibilité D-A perçue comme étant basse et de compatibilité P-O haute, la relation entre la connaissance que les salariés perçoivent de l'investissement dans la formation et leurs intentions de changement reste négative. Les implications théoriques et pratiques sont aussi discutées. [source] | |||||||||||||||||||||||||||||||