標題: Titlebook: Contemporary Perspectives in Human Resource Management and Organizational Behavior; Research Overviews a Riann Singh,Shalini Ramdeo Book 20 [打印本頁] 作者: Stimulant 時間: 2025-3-21 18:44
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior影響因子(影響力)
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior影響因子(影響力)學科排名
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior網絡公開度
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior網絡公開度學科排名
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior被引頻次
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior被引頻次學科排名
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior年度引用
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior年度引用學科排名
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior讀者反饋
書目名稱Contemporary Perspectives in Human Resource Management and Organizational Behavior讀者反饋學科排名
作者: Commonwealth 時間: 2025-3-21 21:00 作者: 冷淡周邊 時間: 2025-3-22 01:41 作者: GROG 時間: 2025-3-22 04:54 作者: invade 時間: 2025-3-22 10:52
Human Resource Management in Small and Medium Enterprises,t little big businesses. Unique characteristics and several factors influence the type of HRM practices used within small and medium enterprises. Therefore, small/medium businesses and larger firms may not be able to use the same formal practices in the same way due to nuances unique to smaller enti作者: STENT 時間: 2025-3-22 16:25 作者: STENT 時間: 2025-3-22 17:31
Organizational Citizenship and Counter-Productive Work Behaviors,e opposite in nature, emerging research has suggested that the relationships between these two categories of behavior might be more complex than initially assumed. Further, recent developments suggest that even counter-productive behaviors may be perceived as ‘constructive deviations’ that can poten作者: faddish 時間: 2025-3-22 23:35
Leading for Work Engagement,oyee work engagement. Indeed, positive leadership styles and work engagement are both associated with positive employee and organizational outcomes, and consequently, research has emerged suggesting mutual relationships between the two. This emerging literature is evaluated and research gaps which c作者: PACT 時間: 2025-3-23 01:26 作者: 細微差別 時間: 2025-3-23 07:46 作者: 尾隨 時間: 2025-3-23 09:47 作者: 放逐 時間: 2025-3-23 16:33
Vernetztes Supply Chain Managementid systems and formalized procedures, to trusting workers and allowing them greater autonomy and flexibility to complete tasks and achieve their goals. The impact of the COVID-19 pandemic is also assessed since it represents one of the recent and direct pull factors toward the acceptance of alternat作者: 愚蠢人 時間: 2025-3-23 19:13 作者: 原始 時間: 2025-3-23 22:12
https://doi.org/10.1007/3-540-27840-0t little big businesses. Unique characteristics and several factors influence the type of HRM practices used within small and medium enterprises. Therefore, small/medium businesses and larger firms may not be able to use the same formal practices in the same way due to nuances unique to smaller enti作者: Shuttle 時間: 2025-3-24 05:31
https://doi.org/10.1007/3-540-27840-0es leave’. Further, emerging, negative perspectives on embeddedness, collective turnover, and the examination of turnover in relation to various employee classifications or staying/leaving states have attracted attention within organizational research. Such newer perspectives are explored, and furth作者: lipids 時間: 2025-3-24 10:06 作者: intimate 時間: 2025-3-24 14:04 作者: Anthrp 時間: 2025-3-24 18:46
https://doi.org/10.1007/3-540-27840-0tion is particularly important and challenging during times of rapid change and economic uncertainty. At such times, morale can fall dramatically due to the insecurity that change can bring, particularly at times of organizational restructuring, downsizing, mergers, acquisitions, and other such ongo作者: 易受騙 時間: 2025-3-24 19:25 作者: 波動 時間: 2025-3-24 23:36
Contemporary Perspectives in Human Resource Management and Organizational Behavior978-3-031-30225-1作者: 語源學 時間: 2025-3-25 05:39
Verkehrs- und Distributionslogistik, Behavior (OB) into a cohesive research discussion, with the aim of synthesizing and advancing research perspectives. Indeed, these two fields intersect through the management of employees to drive competitiveness, while understanding their behaviors to maximize efficiency and effectiveness. Accordi作者: 格子架 時間: 2025-3-25 09:32 作者: 慢慢流出 時間: 2025-3-25 13:34
Vernetztes Supply Chain Managementbed as the ., which has direct implications for work arrangements. The contemporary workplace is described as one which requires flexible work practices and a shift away from rigid views of prescribed work arrangements. There are several flexible work practices that employers can adopt to develop an作者: 阻止 時間: 2025-3-25 18:09
https://doi.org/10.1007/3-540-27840-0ductivity. Typically viewed as a taboo subject within the workplace, there is limited managerial research in this area. In recent times, however, mental health research is transitioning away from a taboo topic to an undeniable reality for employee and organizational well-being. Pandemics such as COV作者: 異常 時間: 2025-3-25 21:28 作者: Colonnade 時間: 2025-3-26 02:32 作者: 支柱 時間: 2025-3-26 08:21
https://doi.org/10.1007/3-540-27840-0 and nuances within the context of small and medium enterprises. These debates are assessed within the context of varying country definitions of small and medium enterprises, in comparison with human resources within the typical large-firm literature. For decades, practitioners have assumed that the作者: Synapse 時間: 2025-3-26 11:34
https://doi.org/10.1007/3-540-27840-0ectives on this classical Organizational Behavior (OB) topic. Over the years, researchers have theorized about and empirically examined employee turnover to help management practitioners understand why their employees may make the decision to leave. Indeed, involuntary turnover is a natural part of 作者: 不再流行 時間: 2025-3-26 12:39
https://doi.org/10.1007/3-540-27840-0hip and counter-productive work behaviors are two seemingly opposite types of active and volitional employee behaviors, which are classically studied by organizational behavior (OB) researchers. The latter, which might harm the organization, and the former, which might be beneficial, are often studi作者: receptors 時間: 2025-3-26 17:07 作者: Eclampsia 時間: 2025-3-26 23:16 作者: 消瘦 時間: 2025-3-27 04:06 作者: 不能強迫我 時間: 2025-3-27 08:05
Riann Singh,Shalini RamdeoConsiders the need of researchers to delineate research gaps by identifying those gaps for research advancements.Based on careful selection of the most relevant and cutting-edge topics that have lasti作者: 裁決 時間: 2025-3-27 10:12
http://image.papertrans.cn/c/image/236644.jpg作者: ESPY 時間: 2025-3-27 14:13
https://doi.org/10.1007/978-3-031-30225-1Contemporary Human Resource Management; Innovative Responses in Crises; Employee Mental Health; Workpla作者: 釋放 時間: 2025-3-27 19:56
978-3-031-30227-5The Editor(s) (if applicable) and The Author(s), under exclusive license to Springer Nature Switzerl作者: 按等級 時間: 2025-3-28 00:01 作者: Endometrium 時間: 2025-3-28 02:21 作者: 保全 時間: 2025-3-28 09:08 作者: Humble 時間: 2025-3-28 10:35 作者: IVORY 時間: 2025-3-28 15:41
https://doi.org/10.1007/3-540-27840-0ndas. The future of research in these fields is forecasted and future trends are also outlined. Finally, broader research and funding agendas for scholars are evaluated to unpack the complex research challenges within the fields of HRM and OB.作者: Hallowed 時間: 2025-3-28 19:06
of the most relevant and cutting-edge topics that have lasti.This book aims to address one of the key challenges facing Human Resource Management (HRM) and Organizational Behavior (OB) researchers. It delves into contemporary topics from which focused research models, ideas, and questions can be dev作者: 托運 時間: 2025-3-29 02:01
Verkehrs- und Distributionslogistik,lds of HRM and OB, and identifies ten (10) research topics, which cover novel and emerging perspectives as well as developments within classical areas of HRM and OB. The justification for the selected topics is also presented. Finally, this chapter provides a roadmap for readers by briefly describing each of the remaining chapters in the book.作者: consolidate 時間: 2025-3-29 06:44 作者: 抑制 時間: 2025-3-29 09:39 作者: Odyssey 時間: 2025-3-29 15:27
Conclusions and Future Research Directions in Human Resource Management and Organizational Behaviorndas. The future of research in these fields is forecasted and future trends are also outlined. Finally, broader research and funding agendas for scholars are evaluated to unpack the complex research challenges within the fields of HRM and OB.作者: 消極詞匯 時間: 2025-3-29 19:19
Introduction to Contemporary Research Perspectives in Human Resource Management and Organizational Behavior (OB) into a cohesive research discussion, with the aim of synthesizing and advancing research perspectives. Indeed, these two fields intersect through the management of employees to drive competitiveness, while understanding their behaviors to maximize efficiency and effectiveness. Accordi作者: 學術討論會 時間: 2025-3-29 21:48 作者: allergen 時間: 2025-3-30 01:32
Alternative Work Arrangements for the Contemporary Workplace,bed as the ., which has direct implications for work arrangements. The contemporary workplace is described as one which requires flexible work practices and a shift away from rigid views of prescribed work arrangements. There are several flexible work practices that employers can adopt to develop an作者: 天賦 時間: 2025-3-30 04:56 作者: 冒號 時間: 2025-3-30 11:05
From Diversity to Inclusion in the Workplace,to maximize organizational effectiveness. Indeed, the differences but interrelatedness between diversity and inclusion are discussed, and research perspectives on its many dimensions are evaluated. For instance, research on age diversity/inclusion and issues around generational value differences and作者: 焦慮 時間: 2025-3-30 12:25
Workplace Harassment,kplace harassment refers to interpersonal behavior intending to harm another employee in the workplace. It can take the form of verbal abuse, violence/physical aggression, workplace bullying, or sexual harassment, and has unequivocally detrimental effects on physical health, mental health, and work
