). Organizational Justice Across Human Resource Management Decisions // In International Review of Industrial and Organizational Psychology, ed. G. P. Hodgkinson and J. K. Ford - John West Sussex, UK: John Wiley & Sons. Vol. 20, p. 149-177.
16. Greenberg, J. (1986). Determinants of Perceived Fairness of Performance Evaluations // Journal of Applied Psychology. Vol. 71, No. 2, p. 340-342. doi: 10.1037/0021-9010.71.2.340.
17. Hayes, A. F. (2012). Process: A Versatile Computational Tool for Observed Variable Mediation, Moderation, and Conditional
Social media are used by organisations for marketing, advertising, public relations, recruitment, research, product/ service testing and review, idea generation, feedback, and occasionally, complaint handling ( Aggarwal et al., 2011 ; Aral et al., 2013 ). However, this has ‘barely scratched the surface of what is coming and what is possible’ ( Aral et al., 2013 : 3). There is ‘growing importance of social media as a strategic tool among organisations’ ( Parveen, 2012 : 3), as it can revolutionise how organisations engage with the market and
in the context of family businesses. Ransburg, Sage-Hayward, and Schuman duly address this knowledge vacuum in presenting family business HR strategies, supplemented by frameworks and tools for managing such strategies effectively.
Family businesses are synonymous with long-term strategic thinking ( Miller and Le Breton-Miller, 2005 ). Ransburg, Sage-Hayward, and Schuman suggest that a thoughtful, holistic approach to human resources– and its continuous evolution– is a critical contributor to long-term success in family business, more so when compared to any
advanced understanding about the complexities and tensions surrounding employment regulation and management policy ( Farndale et al., 2011 ). Colquitt (2001) shows that an employee will determine the fairness of management policy in line with what procedures are in place. Frenkel et al. (2012) report that effective HR policies foster positive perceptions of justice. Near et al. (1993) report validity in the justice theory concept as a tool to analyse the reactions of both the employer (e.g., the recipient of a public disclosure) and the employee (e.g., the whistle
Arthur Kearney, Denis Harrington and Felicity Kelliher
- the application of business and tools to problems and a motivation based on profitability; trade off between profitability and life style; changing motivation over life cycle of business
Beaver (2007) ; Nybakk and Hansen (2008) ; Phillipson et al. (2004)
Entrepreneurial and lifestyle interaction
Dynamic entrepreneurs based on lifestyle motivation where business concerns may be secondary; niche marketing/business motivation and lifestyle motivation not always in conflict - they may converge
Ateljevic (2007) ; Marchant and Mottiar (2011) ; Vaugeois
Jiaju Yang, Tahir M Nisar and Guru Prakash Prabhakar
., Anac, C., Tah, J. and Aouad, G. (2008). ‘Learning from risks: A tool for post-project risk assessment’. Automation in Construction , 18: 1, 42-50. 10.1016/j.autcon.2008.04.008 Dikmen I. Birgonul M. Anac C. Tah J. Aouad G. 2008 ‘Learning from risks: A tool for post-project risk assessment’ Automation in Construction 18 1 42 50
Field, A. (2009). Discovering Statistics Using SPSS . Los Angeles [i.e. Thousand Oaks, Calif.]: SAGE Publications. Field A. 2009 Discovering Statistics Using SPSS Los Angeles [i.e. Thousand Oaks, Calif.] SAGE Publications
Frilet, M. (1997
for personnel?’ Personnel Review 17 8 5 20
Daly, T.M., Lee, J.A., Soutar, G.N. and Rasmi, S. (2010). ‘Conflict-handling style measurement: a best-worst scaling application’. International Journal of Conflict Management , 21(3), 281-308 10.1108/10444061011063180 Daly T.M. Lee J.A. Soutar G.N. Rasmi S. 2010 ‘Conflict-handling style measurement: a best-worst scaling application’ International Journal of Conflict Management 21 3 281 308
Dana, D. (2001). Conflict resolution: mediation tools for everyday work life , USA: McGraw-Hill Professional. Dana D. 2001
current global economy, manufacturers are under pressure to adapt continuously to the ever-changing business environment (e.g. globalisation, environmental legislation, change in customer behaviour, trends towards purchasing services as distinct from products). Manufacturers can no longer rely on the traditional product-focused business models; they need to be highly adaptive and innovative in order to compete.
Dodgson et al. (2005) propose that a range of new technologies, such as simulation and modelling tools, virtual reality, data mining and rapid prototyping
questionnaire utilised in the research to examine the layers of a market-oriented culture was adapted from the study by Homburg and Pflesser (2000) . Homburg and Pflesser (2000) developed the questionnaire items based on a content analysis of 50 reports of companies who focused on increasing their market orientation. Homburg and Pflesser (2000) validated their content analysis via interviews with 10 managers from five different industries. The research instrument incorporates Kohli et al.’s (1993) MARKOR measurement tool of market-oriented behaviours.
targeted pension information was highlighted in a recent EU peer-reviewed report on pension communication. One of three recommendations suggest that ‘…adequate tools and methods should be developed which meet the information needs and other characteristics of the individuals receiving the information’ ( Stevens and Van Assche, 2013 : 5). Targeted information increases its salience to the relevant consumer and possibly decreases the information costs for the decision maker.
While the individual looking for information is trying to identify a pension product to meet his