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other provinces and regions in Vietnam and other country.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Address\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Headquarters of Can Tho Journal of Medicine and Pharmacy, located Scientific Research and International Cooperation Office: 179 Nguyen Van Cu Street, An Khanh Ward, Ninh Kieu District, Can Tho City, Vietnam.\u003C\u002Fspan>\u003C\u002Fp>","\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Ngày 16\u002F7\u002F2015, Tạp chí Y Dược học Cần Thơ được cấp chỉ số quốc tế: ISSN 2354-1210.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Từ tháng 4\u002F2016, Tạp chí đã được Hội đồng Giáo sư ngành Y đưa vào danh sách các tạp chí khoa học Y học được tính điểm công trình 0-0,5 điểm cho một bài báo đăng.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Năm 2020 Tạp chí Y Dược học Cần Thơ đã được phê duyệt vào danh mục của các Hội đồng Giáo sư ngành Dược học được tính điểm công trình 0-0,5 điểm cho một bài báo đăng.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tạp chí Y Dược học Cần Thơ ra 12 số\u002Fnăm, 180-200 trang\u002Fsố.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Từ tháng 12\u002F2022 Tạp chí Y Dược học Cần Thơ là thành viên của hệ thống Crossref và từ tháng 01\u002F2023 tạp chí thực hiện bình duyệt online kín 2 chiều nhằm tăng tính minh bạch, tin cậy của các công trình nghiên cứu khoa học và đảm bảo tốt nhất chất lượng khoa học của bài viết.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tôn chỉ, mục đích và phạm vi của tạp chí\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tôn chỉ và mục đích hoạt động của tạp chí: xuất bản nhằm mục đích phổ biến kết quả từ các đề tài nghiên cứu khoa học; giao lưu trao đổi khoa học, chia sẻ kinh nghiệm, học tập, đồng thời cập nhật thông tin khoa học mới trong các lĩnh vực y, sinh, dược học trong và ngoài nước.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Phạm vi của tạp chí: Tạp chí xuất bản được chia thành 3 chuyên mục: (i) Bài báo nghiên cứu khoa học là kết quả công trình nghiên cứu khoa học có giá trị đã được triển khai nghiên cứu, (ii) Bài tổng quan y, sinh, dược học: phục vụ mục tiêu đào tạo liên tục trong lĩnh vực y, sinh, dược học; nhằm hệ thống hóa những kiến thức kinh điển và hiện đại; (iii) Thông tin cập nhật kiến thức mới về y, sinh, dược học trong nước và trên thế giới.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Chính sách truy cập mở\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tạp chí Y Dược học Cần Thơ áp dụng chính sách truy cập mở đối với các bài báo đã xuất bản đến với độc giả, nhằm mở rộng cơ hội tiếp cận các kết quả nghiên cứu chất lượng cao và tăng cường trao đổi kiến thức. Tạp chí đăng tải trực tuyến (miễn phí) toàn văn các bài báo được công bố trên website của Tạp chí (https:\u002F\u002Ftapchi.ctump.edu.vn).\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Đạo đức xuất bản\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tạp chí Y Dược học Cần Thơ cam kết tuân thủ đạo đức xuất bản phù hợp với các hướng dẫn và tiêu chuẩn của the Committee on Publication Ethics (COPE), tuân thủ các nguyên tắc của COPE’s Core Practices, Best Practices Guidelines for Journal Editors và Guidelines on Good Publication Practices.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Bản thảo bài báo chỉ được chấp nhận khi được tác giả chịu trách nhiệm chính cam kết các nội dung sau: Các nội dung của bản thảo chưa được đăng tải toàn bộ hoặc một phần ở các tạp chí khác; Tất cả các tác giả đều có đóng góp một cách đáng kể vào quá trình nghiên cứu hoặc chuẩn bị bản thảo và cùng chịu trách nhiệm về các nội dung của bản thảo; Tuân thủ các biện pháp đảm bảo đạo đức nghiên cứu (ví dụ thỏa thuận đồng ý tham gia nghiên cứu).\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Cam kết bảo mật\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tạp chí cam kết thực hiện và tuân thủ các quy định của luật và các văn bản hướng dẫn liên quan đến bảo mật thông tin cá nhân trên không gian mạng. Các thông tin mà người dùng (tác giả, độc giả, biên tập viên, người phản biện) nhập vào các biểu mẫu trên Hệ thống Quản lý xuất bản trực tuyến của tạp chí chỉ được sử dụng vào các mục đích đã được tuyên bố rõ ràng và sẽ không được cung cấp cho bất kỳ bên thứ ba nào khác, hay dùng vào bất kỳ mục đích nào khác.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Phí gửi bài\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Lệ phí gửi đăng bài: 1.000.000đ\u002Fbài báo\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Lệ phí gửi đăng nhanh: 1.500.000đ\u002Fbài báo\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Đối với tác giả là cán bộ viên chức thuộc Trường Đại học Y Dược Cần Thơ thì được hỗ trợ 50% lệ phí gửi đăng bài.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Đối với sinh viên thực hiện đề tài nghiên cứu khoa học cấp trường được hỗ trợ 100% lệ phí đăng bài ( Tác giả gửi đính kèm “ Quyết định về việc giao tổ chức thực hiện đề tài nghiên cứu khoa học cấp Trường của sinh viên”).\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Hình thức nộp lệ phí:\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">1. Tiền mặt:\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Nộp trực tiếp tại Phòng Tài chính - Kế toán, Trường Đại học Y Dược Cần Thơ, số 179 Nguyễn Văn Cừ, P. An Khánh, Q. Ninh Kiều, thành phố Cần Thơ.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">2. Chuyển khoản:\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tên Tài khoản: Trường ĐHYD Cần Thơ, Số TK: 0111000115668, tại ngân hàng Vietcombank chi nhánh Cần Thơ.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Thời gian: Áp dụng từ ngày 01\u002F02\u002F2023.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">* Phí gửi bài không được hoàn trả khi bài viết bị từ chối hoặc tác giả xin rút bài viết.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Quy trình phản biện bài báo\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tạp chí Y Dược học Cần Thơ thực hiện quy trình phản biện kín hai chiều nghiêm ngặt. Danh tính của những người phản biện không được tiết lộ cho các tác giả và ngược lại. Quy trình thẩm định bài báo đăng gồm các bước sau:\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tiếp nhận bản thảo\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Tác giả liên hệ gửi bản thảo đến Tạp chí qua hệ thống trực tuyến tại website: https:\u002F\u002Ftapchi.ctump.edu.vn. Hướng dẫn về cách đăng ký, gửi bài và chuẩn bị bản thảo được cung cấp trên website của Tạp chí.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Sàng lọc sơ bộ\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Sau khi Tòa soạn nhận được bài báo của tác giả, Ban Thư ký sẽ tiến hành kiểm tra sơ bộ bài báo (các yêu cầu về nội dung và hình thức). Những bài báo không đúng quy cách hoặc có nội dung không phù hợp hoặc vi phạm bản quyền sẽ bị từ chối (Ban Thư ký thông báo phản hồi đến tác giả trong vòng 1 tuần). Những bài báo đủ điều kiện, được Ban Thư ký tòa soạn chuyển đến Ban Biên tập có cùng chuyên môn với nội dung bài báo để đề xuất người phản biện. Thời gian kể từ khi Ban Biên tập nhận bài báo đến khi đề xuất người phản biện bài báo chậm nhất là 5 ngày.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Vòng phản biện\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">1. Ban Thư ký gửi bài và yêu cầu phản biện đến 02 phản biện độc lập.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">2. Các phản biện gởi nhận xét cho Ban Thư ký. Thời gian từ khi gửi bài cho phản biện đến khi nhận ý kiến của phản biện tối đa là 20 ngày.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Xử ký kết quả phản biện\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">1. Nếu ý kiến đồng ý cho đăng và không cần chỉnh sửa, Ban Thư ký tiếp tục đăng bài theo qui trình.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">2. Nếu ý kiến đồng ý đăng và cần chỉnh sửa, Ban Thư ký sẽ thông tin đến tác giả chỉnh sửa theo yêu cầu của người phản biện. Thời gian chỉnh sửa và gửi lại kéo dài không quá 2 tuần, từ khi tác giả bài báo nhận được thông tin (Quá trình này có thể lặp lại tối đa 2 lần\u002F1 bài báo). Khi có sự thống nhất, đồng ý của người phản biện; bài báo được tiếp tục đăng theo qui trình.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">3. Những bài báo có chất lượng không đạt yêu cầu, cả 2 phản biện không đồng ý cho đăng sẽ bị Tòa soạn từ chối đăng.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">Xuất bản\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">1. Ban Thư ký tổng hợp các bản thảo đã được tác giả hoàn thiện sau thẩm định trình Ban Biên tập xem xét, Tổng Biên tập phê duyệt, quyết định bài đăng theo các tiêu chí: sự phù hợp nội dung với tôn chỉ và mục đích, thể loại bài viết (ưu tiên các bài có bài có nghiên cứu chuyên sâu, hàm lượng khoa học cao), đóng góp mới bài báo, bài báo được ưu tiên đăng trong số gần nhất của Tạp chí theo thứ tự: tính thời sự, chất lượng bài báo và thời gian gửi bài.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">2. Ban Biên tập và Ban Thư ký biên tập bản thảo, chế bản, đọc rà soát lỗi. Thời gian hoàn thành từ 10-15 ngày.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">3. Ban Thư ký có trách nhiệm thông báo cho tác giả bài báo (bằng e-mail) về tình hình phê duyệt bài báo, thời gian, số kỳ, tập xuất bản bài báo theo qui định.\u003C\u002Fspan>\u003C\u002Fp>\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cspan style=\"color: rgb(0, 0, 0);\">4. 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The main objectives of the journal include: providing an intellectual platform for Vietnamese and international scholars; promoting interdisciplinary studies in social sciences and humanities; becoming the leading journal in social sciences and humanities in Vietnam; being indexed by worldwide databases and having academic recognition internationally in the near future.\\nThe journal is currently indexed by Google Scholar, WorldCat, Open Archives, Cosmos Impact Factor, Advanced Sciences Index, Scientific Indexing Services, CrossRef, EBSCO Information Services and Vietnam National University’s digital archive.\\n\"},{\"attributes\":{\"bold\":true},\"insert\":\"Journal of Social Sciences and Humanities-Vietnam\"},{\"insert\":\"\\n\"},{\"attributes\":{\"bold\":true},\"insert\":\"ISSN 2354-1172, email: tapchikhxhnv@gmail.com, tckhxhnv@vnu.edu.vn\"},{\"insert\":\"\\n\"}]}","{\"ops\":[{\"insert\":\"Được thành lập ngày 31\u002F8\u002F2015 (giấy phép hoạt động số 155\u002FGP-BVHTT ngày 11 tháng 5 năm 2015 của Bộ Thông tin và Truyền thông, mã số tiêu chuẩn quốc tế ISSN 2354-1172), Tạp chí Khoa học Xã hội và Nhân văn (Journal of Social Sciences and Humanities) là ấn phẩm khoa học chính thức, duy nhất của Trường Đại học Khoa học Xã hội và Nhân văn, ĐHQG Hà Nội, phát triển và kế thừa Chuyên san Khoa học Xã hội và Nhân văn, Tạp chí Khoa học, ĐHQG Hà Nội.\\nTạp chí xuất bản định kỳ (04 số tiếng Việt\u002Fnăm và 02 số tiếng Anh\u002Fnăm), có nhiệm vụ \"},{\"attributes\":{\"italic\":true},\"insert\":\"công bố, giới thiệu các công trình nghiên cứu khoa học khoa học xã hội và nhân văn của các tác giả là các nhà khoa học trong và ngoài nước, phục vụ giảng dạy, học tập và nghiên cứu khoa học\"},{\"insert\":\". Hội đồng biên tập của Tạp chí hiện bao gồm 33 nhà khoa học có uy tín trong nước và quốc tế. Tạp chí tập trung và ưu tiên đăng tải những bài báo theo định hướng của tinh thần cởi mở, sáng tạo, nhanh chóng vươn lên để tiếp cận và sánh ngang với các tạp chí có uy tín hàng đầu của khu vực và trên thế giới. Nội dung chính của Tạp chí bao gồm các Bài nghiên cứu (khoảng 6000 đến 15000 từ), các bài điểm sách, thông tin khoa học (khoảng 300 đến 1500 từ) được trình bày theo đúng cấu trúc và chuẩn mực của một tạp chí khoa học.\\nCác bài viết của Tạp chí hiện đang được trích dẫn bởi Google Scholar, WorldCat, Open Archives, Cosmos Impact Factor, Advanced Sciences Index, Scientific Indexing Services, CrossRef, EBSCO Information Services.\\nMọi thông tin xin liên hệ: \"},{\"attributes\":{\"italic\":true},\"insert\":\"Phòng Tạp chí, 701 - E, Trường Đại học Khoa học Xã hội và Nhân văn, 336 Nguyễn Trãi, Thanh Xuân, Hà Nội. ĐT: 024.35581984; email: tckhxhnv@vnu.edu.vn \"},{\"insert\":\"hoặc \"},{\"attributes\":{\"italic\":true},\"insert\":\"tapchikhxhnv@gmail.com \"},{\"insert\":\"\\n\"}]}",{"EN":494,"VI":495},"VNU Journal of Social Sciences and Humanities","Tạp chí Khoa học Xã hội và Nhân văn",[101,102],[],[499],{"id":500,"createTime":501,"updateTime":502,"relativeEntities":503,"slug":504,"properties":505,"entityType":98,"verifyStatus":25,"verifyTime":509,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":222,"url":26,"parentIds":510,"statistic":511},"8b6e349b-0daf-4895-9c3f-85f30f1bfd42","2023-07-31T12:55:58.430+00:00","2026-06-19T02:30:07.899+00:00",[],"Tr%C6%B0%E1%BB%9Dng-%C4%90%E1%BA%A1i-h%E1%BB%8Dc-Khoa-h%E1%BB%8Dc-X%C3%A3-h%E1%BB%99i-v%C3%A0-Nh%C3%A2n-v%C4%83n-%C4%90%E1%BA%A1i-h%E1%BB%8Dc-Qu%E1%BB%91c-gia-H%C3%A0-N%E1%BB%99i",{"title":506},{"EN":507,"VI":508},"VNU University of Social Sciences and Humanities","Trường Đại học Khoa học Xã hội và Nhân văn, Đại học Quốc gia Hà Nội","2023-08-02T15:28:49.057+00:00",[],{"impactFactor":36,"impactFactorByYear":512,"i10Index":59,"i10IndexLast5Year":115,"totalPublication":514,"totalPublicationByYear":515,"totalCitation":518,"totalCitationByYear":519,"totalCitationPerPublication":520,"totalCitationPerPublicationByYear":521,"hindexLast5Year":162,"hindex":162},{"2016":229,"2017":230,"2018":229,"2021":230,"2022":58,"2023":513,"2024":38},0.15,365,{"2013":115,"2014":158,"2015":125,"2016":252,"2017":44,"2018":516,"2019":286,"2020":396,"2021":259,"2022":517,"2023":396,"2024":115,"2025":59,"2026":115},21,42,169,{"2015":283,"2016":135,"2017":52,"2018":50,"2019":298,"2020":53,"2021":359,"2022":115,"2023":115},0.46,{"2015":266,"2016":57,"2017":57,"2018":522,"2019":523,"2020":524,"2021":368,"2022":229,"2023":39},0.38,0.32,0.37,[],"http:\u002F\u002Fjournal.ussh.vnu.edu.vn\u002Findex.php\u002Fvjossh","\u002Fapi\u002Fpublic\u002Ffile\u002Fpublisher\u002F2b8d7b12-2d20-4777-be98-077f44f03c69\u002F0bd0751202944a4b4165b482e6e623e4.png",{"impactFactor":36,"impactFactorByYear":529,"i10Index":162,"i10IndexLast5Year":115,"totalPublication":530,"totalPublicationByYear":531,"totalCitation":537,"totalCitationByYear":538,"totalCitationPerPublication":343,"totalCitationPerPublicationByYear":540,"hindexLast5Year":135,"hindex":135},{"2016":341,"2017":39,"2018":229,"2019":38,"2020":110,"2021":231,"2022":231,"2023":341,"2024":39},764,{"2015":255,"2016":245,"2017":532,"2018":259,"2019":533,"2020":534,"2021":535,"2022":536,"2023":534,"2024":254,"2025":50},111,106,68,92,89,265,{"2015":539,"2016":241,"2017":168,"2018":51,"2019":349,"2020":260,"2021":244,"2022":298,"2023":114},46,{"2015":541,"2016":523,"2017":524,"2018":290,"2019":542,"2020":522,"2021":523,"2022":57,"2023":39},1.48,0.63,{"id":544,"createTime":545,"updateTime":546,"relativeEntities":547,"slug":548,"properties":549,"entityType":24,"verifyStatus":25,"verifyTime":26,"verifyNote":558,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":50,"subjectFields":559,"manageAffiliations":560,"indexDatabases":561,"url":562,"thumbnailPath":563,"statistic":564,"gsStatistic":26,"type":26,"analyzePriority":26},"6ec01bd0-15c0-469a-86ac-41339076ae0a","2023-08-10T07:08:33.153+00:00","2026-01-31T21:19:06.362+00:00",[],"T%E1%BA%A1p-ch%C3%AD-Da-li%E1%BB%85u-h%E1%BB%8Dc-Vi%E1%BB%87t-Nam",{"country":550,"issn":551,"introduce":553,"title":555},{"VOID":15},{"VOID":552},"18594824",{"VI":554},"{\"ops\":[{\"insert\":\"Tạp chí “Da liễu học Việt Nam” (Tiếng Anh: Vietnamese Journal of Dermatology and Venereology) thuộc Hội Da liễu Việt Nam, xuất bản 4 số mỗi năm bằng tiếng Việt hoặc tiếng Anh.\\nTạp chí Da liễu học Việt Nam hoạt động với mục đích, tôn chỉ là phổ biến, trao đổi thông tin trong lĩnh vực chuyên ngành da liễu; đăng tải các công trình nghiên cứu khoa học; chuyển giao công nghệ - kinh tế và khoa học kỹ thuật liên quan đến lĩnh vực da liễu.\\nPhạm vi của tạp chí là tất cả các bài báo khoa học, bài tổng quan, giới thiệu ca lâm sàng, … có liên quan tới chuyên ngành da liễu trong và ngoài nước. 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Hội đồng biên tập tạp chí bao gồm các nhà khoa học có uy tín (Giáo sư, Phó Giáo sư, Tiến sĩ, Bác sĩ…) trong chuyên ngành da liễu nhằm đảm bảo chất lượng và tính khách quan, khoa học cho các bài viết đăng trên Tạp chí.\\n\"}]}",{"EN":556,"VI":557},"Vietnamese Journal of Dermatology and Venereology","Tạp chí Da liễu học Việt Nam","Admin Import",[],[],[],"https:\u002F\u002Fvjdv.vn\u002Findex.php\u002Fvjdv","\u002Fapi\u002Fpublic\u002Ffile\u002Fpublisher\u002F6ec01bd0-15c0-469a-86ac-41339076ae0a\u002F3cbc81720e58429dc7b1c4d7ab1935ca.jpg",{"impactFactor":36,"impactFactorByYear":565,"i10Index":36,"i10IndexLast5Year":36,"totalPublication":566,"totalPublicationByYear":567,"totalCitation":116,"totalCitationByYear":570,"totalCitationPerPublication":109,"totalCitationPerPublicationByYear":571,"hindexLast5Year":115,"hindex":115},{"2023":38,"2024":230},182,{"2022":568,"2023":45,"2024":569},69,56,{"2022":52,"2023":115},{"2022":40,"2023":229},{"id":573,"createTime":574,"updateTime":575,"relativeEntities":576,"slug":577,"properties":578,"entityType":24,"verifyStatus":25,"verifyTime":26,"verifyNote":27,"syncStatus":28,"languages":587,"translateLanguages":26,"viewCount":283,"subjectFields":588,"manageAffiliations":589,"indexDatabases":647,"url":648,"thumbnailPath":649,"statistic":650,"gsStatistic":26,"type":26,"analyzePriority":26},"19221551-7519-47ff-a892-331d1139c64b","2023-09-12T07:03:05.744+00:00","2026-01-24T20:54:40.144+00:00",[],"T%E1%BA%A1p-ch%C3%AD-Khoa-h%E1%BB%8Dc-S%E1%BB%A9c-kho%E1%BA%BB-%C4%90%E1%BA%A1i-h%E1%BB%8Dc-Qu%E1%BB%91c-gia-Th%C3%A0nh-ph%E1%BB%91-H%E1%BB%93-Ch%C3%AD-Minh",{"country":579,"issn":580,"introduce":582,"title":584},{"VOID":15},{"VOID":581},"27349446",{"EN":583},"{\"ops\":[{\"attributes\":{\"bold\":true},\"insert\":\"1. 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And the first issue was published in January 1998 with ISSN 1859-0128. Since then, STDJ has become the most important scientific forum of scientists from VNU-HCM as well as other universities. The magazine has undergone 20 years of development and has become a bridge for scientific exchanges, as well as enriching reference materials for the faculty, doctoral students, students of VNU-HCM in particular and other universities, institutes...\"},{\"attributes\":{\"align\":\"justify\"},\"insert\":\"\\n\"},{\"insert\":\"Science and Technology Development Journal - Health Sciences (STDJ-HS) is a subjournal of Science and Technology Development Journal since 2020.\"},{\"attributes\":{\"align\":\"justify\"},\"insert\":\"\\n\"},{\"insert\":\" \"},{\"attributes\":{\"align\":\"justify\"},\"insert\":\"\\n\"},{\"attributes\":{\"bold\":true},\"insert\":\"2. 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In the first phase, researchers interviewed hiring professionals to determine their usage of LinkedIn. In the second phase, LinkedIn group member profiles from three industries – HR, sales\u002Fmarketing and industrial\u002Forganizational (I\u002FO) psychology – were compared on the 21 variables identified in Phase 1 (\u003Cjats:italic>n\u003C\u002Fjats:italic>=288). \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Findings\u003C\u002Fjats:title>\n               \u003Cjats:p> – \u003Cjats:italic>χ\u003C\u002Fjats:italic>2 and ANOVA tests showed significant differences with respect to ten of the LinkedIn variables in how people presented themselves across the three groups. There were also several gender differences found. \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Research limitations\u002Fimplications\u003C\u002Fjats:title>\n               \u003Cjats:p> – A general limitation was the use of a qualitative research approach. A limitation of Phase 1 was that only a small sample of New York City-based hiring professionals was interviewed. Perhaps a wider, more diverse sample would have yielded different variables. In terms of Phase 2, it is possible that just utilizing the second connections of the researchers limited the generalizability of findings. \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Practical implications\u003C\u002Fjats:title>\n               \u003Cjats:p> – User unwillingness to fully complete the LinkedIn profile suggests that it may not have replaced the traditional resume yet. Sales\u002Fmarketing professionals were more likely than HR and I\u002FO psychology professionals to complete multiple aspects of a LinkedIn profile. Women were also less likely than men to provide personal information on their profiles. \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Originality\u002Fvalue\u003C\u002Fjats:title>\n               \u003Cjats:p> – Most of the empirical research on social networking sites has focussed on Facebook, a non-professional site. 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Bunny77@ hotmail. De? Inferring personality from e-mail addresses”, Journal of Research in Personality, Vol. 42 No. 4, pp. 1116-1122.",{"doi":870},"10.1016\u002Fj.jrp.2008.02.001",{"id":26,"text":872,"url":26,"identifiers":873},"Barrick, M.R.\n               , \n                  Shaffer, J.A.\n                and \n                  DeGrassi, S.W.\n                (2009), “What you see may not be what you get: relationships among self-presentation tactics and ratings of interview and job performance”, Journal of Applied Psychology, Vol. 94 No. 6, pp. 1394-1411.",{"doi":874},"10.1037\u002Fa0016532",{"id":26,"text":876,"url":26,"identifiers":877},"Baumeister, R.F.\n               , \n                  Bratslavsky, E.\n               , \n                  Finkenauer, C.\n                and \n                  Vohs, K.D.\n                (2001), “Bad is stronger than good”, Review of General Psychology, Vol. 5 No. 4, p. 323-370.",{},{"id":26,"text":879,"url":26,"identifiers":880},"Bilton, N.\n                (2012), “Facebook changes privacy settings, again”, The New York Times, December, available at: http:\u002F\u002Fbits.blogs.nytimes.com\u002F2012\u002F12\u002F12\u002Ffacebook-changes-privacy-settings-again (accessed July 10, 2013).",{},{"id":26,"text":882,"url":26,"identifiers":883},"Brody, M.\n                (1998), “Presentations: you’ve got to sell yourself first”, Selling, Vol. 5 No. 6, p. -.",{},{"id":26,"text":885,"url":26,"identifiers":886},"Brown, V.R.\n                and \n                  Vaughn, E.D.\n                (2011), “The writing on the (Facebook) wall: the use of social networking sites in hiring decisions”, Journal of Business and Psychology, Vol. 26 No. 2, pp. 219-225.",{"doi":887},"10.1007\u002Fs10869-011-9221-x",{"id":26,"text":889,"url":26,"identifiers":890},"Caers, R.\n                and \n                  Castelyns, V.\n                (2011), “LinkedIn and Facebook in Belgium: the influences and biases of social network sites in recruitment and selection procedures”, Social Science Computer Review, Vol. 29 No. 4, pp. 437-448.",{"doi":891},"10.1177\u002F0894439310386567",{"id":26,"text":893,"url":26,"identifiers":894},"Cain, J.\n               , \n                  Scott, D.R.\n                and \n                  Akers, P.\n                (2009), “Pharmacy students’ Facebook activity and opinions regarding accountability and e-professionalism”, American Journal of Pharmaceutical Education, Vol. 73 No. 6.",{"doi":895},"10.5688\u002Faj7306104",{"id":26,"text":897,"url":26,"identifiers":898},"Chamorro-Premuzic, T.\n                and \n                  Steinmetz, C.\n                (2013), “The perfect hire”, Scientific American Mind, Vol. 24 No. 3, pp. 42-47.",{"doi":899},"10.1038\u002Fscientificamericanmind0713-42",{"id":26,"text":901,"url":26,"identifiers":902},"Cohen, S.\n                and \n                  Bunker, K.\n                (1975), “Subtle effects of sex role stereotypes on recruiters’ hiring decisions”, Journal of Applied Psychology, Vol. 60 No. 5, pp. 566-572.",{"doi":903},"10.1037\u002F0021-9010.60.5.566",{"id":26,"text":905,"url":26,"identifiers":906},"Damaschke, K.C.\n                (2012), “First impression 2.0: competency representation on LinkedIn”, available at: http:\u002F\u002Fessay.utwente.nl\u002F61652\u002F1\u002FMSc_K_Damaschke.pdf (accessed July 10, 2013).",{},{"id":26,"text":908,"url":26,"identifiers":909},"Davison, H.K.\n               , \n                  Maraist, C.\n                and \n                  Bing, M.N.\n                (2011a), “Friend or foe? The promise and pitfalls of using social networking sites for hr decisions”, Journal of Business and Psychology, Vol. 26 No. 2, pp. 153-159.",{"doi":910},"10.1007\u002Fs10869-011-9215-8",{"id":26,"text":912,"url":26,"identifiers":913},"Davison, H.K.\n               , \n                  Maraist, C.C.\n               , \n                  Hamilton, R.H.\n                and \n                  Bing, M.N.\n                (2011b), “To screen or not to screen? Using the Internet for selection decisions”, Employee Responsibilities and Rights Journal, Vol. 24 No. 1, pp. 1-21.",{"doi":914},"10.1007\u002Fs10672-011-9178-y",{"id":26,"text":916,"url":26,"identifiers":917},"Dijksterhuis, A.\n                (2004), “Think different: the merits of unconscious thought in preference development and decision making”, Journal of Personality and Social Psychology, Vol. 87 No. 5, pp. 586-598.",{"doi":918},"10.1037\u002F0022-3514.87.5.586",{"id":26,"text":920,"url":26,"identifiers":921},"DiLillo, D.\n                and \n                  Gale, E.\n                (2011), “To Google or not to Google: graduate students’ use of the internet to access personal information about clients”, Training and Education in Professional Psychology, Vol. 5 No. 3, pp. 160-166.",{"doi":922},"10.1037\u002Fa0024441",{"id":26,"text":924,"url":26,"identifiers":925},"Fink, A.\n               , \n                  Guzzo, R.\n               , \n                  Adler, S.\n               , \n                  Gillespie, J.\n               , \n                  Konczak, L.\n               , \n                  Olson, T.\n               , \n                  Beier, M.\n                and \n                  Dickson, M.\n                (2010), “Consulting and business skills in industrial\u002Forganizational psychology graduate education”, SIOP Consulting and Business Skills, available at: www.siop.org\u002Freportsandminutes\u002FCommitteeReports\u002FJan10\u002Fetsurvey.pdf (accessed July 10, 2013).",{"doi":926},"10.1037\u002Fe579002011-006",{"id":26,"text":928,"url":26,"identifiers":929},"Foss, J.\n                (2012), “Your LinkedIn intervention – 5 changes you must make”, Forbes, July 6, p. 1, available at: www.forbes.com\u002Fsites\u002Fdailymuse\u002F2012\u002F07\u002F06\u002Fyour-linkedin-intervention-5-changes-you-must-make\u002F (accessed July 10, 2013).",{},{"id":26,"text":931,"url":26,"identifiers":932},"Gilham, N.\n                (2011), “Are you a member of the 500 club?”, A Branded You, available at: www.abrandedyou.com\u002F2011\u002F08\u002F15\u002Fare-you-a-member-of-the-500-club\u002F (accessed July 10, 2013).",{},{"id":26,"text":934,"url":26,"identifiers":935},"Go, P.H.\n               , \n                  Klaassen, Z.\n                and \n                  Chamberlain, R.S.\n                (2012), “Residency selection: do the perceptions of US programme directors and applicants match?”, Medical Education, Vol. 46 No. 5, pp. 491-500.",{"doi":936},"10.1111\u002Fj.1365-2923.2012.04257.x",{"id":26,"text":938,"url":26,"identifiers":939},"Guillory, J.\n                and \n                  Hancock, J.T.\n                (2012), “The effect of Linkedin on deception in resumes”, Cyberpsychology, Behavior, and Social Networking, Vol. 15 No. 3, pp. 135-140.",{"doi":940},"10.1089\u002Fcyber.2011.0389",{"id":26,"text":942,"url":26,"identifiers":943},"Harvie, K.\n               , \n                  Marshall-McCaskey, J.\n                and \n                  Johnston, L.\n                (1998), “Gender-based biases in occupational hiring decisions”, Journal of Applied Social Psychology, Vol. 28 No. 18, pp. 1698-1711.",{"doi":944},"10.1111\u002Fj.1559-1816.1998.tb01341.x",{"id":26,"text":946,"url":26,"identifiers":947},"Higgins, C.A.\n                and \n                  Judge, T.A.\n                (2004), “The effect of applicant influence tactics on recruiter perceptions of fit and hiring recommendations: a field study”, Journal of Applied Psychology, Vol. 89 No. 4, p. 622-632.",{},{"id":26,"text":949,"url":26,"identifiers":950},"Ivcevic, Z.\n                and \n                  Ambady, N.\n                (2012), “Personality impressions from identity claims on Facebook”, Psychology of Popular Media Culture, Vol. 1 No. 1, pp. 38-45.",{"doi":951},"10.1037\u002Fa0027329",{"id":26,"text":953,"url":26,"identifiers":954},"Johnson, K.\n                (2010), “Status updates to post on LinkedIn when in a job search”, available at: www.careerealism.com\u002Flinkedin-status-updates-job-search\u002F (accessed July 10, 2013).",{},{"id":26,"text":956,"url":26,"identifiers":957},"Johnson, R.D.\n                (1989), “Making decisions with incomplete information: the first complete test of the inference model”, Advances in Consumer Research, Vol. 16 No. 1, pp. 522-528.",{},{"id":26,"text":959,"url":26,"identifiers":960},"Karl, K.\n                and \n                  Peluchette, J.\n                (2013), “Possibilities and pitfalls of using online social networking in human resources management”, Psychology for Business Success, Vol. 4 pp. 119-138.",{},{"id":26,"text":962,"url":26,"identifiers":963},"Kluemper, D.H.\n                (2013), “Social network screening: pitfalls, possibilities, and parallels in employment selection”, in \n                  Bondarouk, T.\n                and \n                  Olivas-Lujan, M.\n                (Eds), Advanced Series in Management, Emerald Group Publishing Ltd, Bingly, pp. 1-21.",{"doi":964},"10.1108\u002FS1877-6361(2013)0000012005",{"id":26,"text":966,"url":26,"identifiers":967},"Kluemper, D.H.\n                and \n                  Rosen, P.A.\n                (2009), “Future employment selection methods: evaluating social networking web sites”, Journal of Managerial Psychology, Vol. 24 No. 6, pp. 567-580.",{"doi":968},"10.1108\u002F02683940910974134",{"id":26,"text":970,"url":26,"identifiers":971},"Kluemper, D.H.\n               , \n                  Rosen, P.A.\n                and \n                  Mossholder, K.W.\n                (2012), “Social networking websites, personality ratings, and the organizational context: more than meets the eye?”, Journal of Applied Social Psychology, Vol. 42 No. 5, pp. 1143-1172.",{"doi":972},"10.1111\u002Fj.1559-1816.2011.00881.x",{"id":26,"text":974,"url":26,"identifiers":975},"Kristof-Brown, A.L.\n                (2000), “Perceived applicant fit: distinguishing between recruiters’ perceptions of person-job and person-organization fit”, Personnel Psychology, Vol. 53 No. 3, pp. 643-671.",{"doi":976},"10.1111\u002Fj.1744-6570.2000.tb00217.x",{"id":26,"text":978,"url":26,"identifiers":979},"LinkedIn\n                (n.d.), “Skills and expertise”, available at: www.linkedin.com\u002Fskills\u002F?trk=skills-global-nav (accessed July 10, 2013).",{},{"id":26,"text":981,"url":26,"identifiers":982},"LinkedIn Press Center\n                (n.d.), “About LinkedIn”, available at: http:\u002F\u002Fpress.linkedin.com\u002Fabout (accessed July 10, 2013).",{},{"id":26,"text":984,"url":26,"identifiers":985},"MacDonald, J.\n               , \n                  Sohn, S.\n                and \n                  Ellis, P.\n                (2010), “Privacy, professionalism and Facebook: a dilemma for young doctors”, Medical Education, Vol. 44 No. 8, pp. 805-813.",{"doi":986},"10.1111\u002Fj.1365-2923.2010.03720.x",{"id":26,"text":988,"url":26,"identifiers":989},"Neuberg, S.\n                and \n                  Fiske, S.\n                (1987), “Motivational influences on impression formation: outcome dependency, accuracy-driven attention, and individuating processes”, Journal of Personality and Social Psychology, Vol. 53 No. 3, pp. 431-444.",{"doi":990},"10.1037\u002F0022-3514.53.3.431",{"id":26,"text":992,"url":26,"identifiers":993},"Ollington, N.\n               , \n                  Gibb, J.\n                and \n                  Harcourt, M.\n                (2013), “Online social networks: an emergent recruiter tool for attracting and screening”, Personnel Review, Vol. 42 No. 3, pp. 248-265.",{"doi":994},"10.1108\u002F00483481311320390",{"id":26,"text":996,"url":26,"identifiers":997},"Peluchette, J.\n                and \n                  Karl, K.\n                (2010), “Examining students’ intended image on Facebook: ‘What Were They Thinking?’”, Journal of Education for Business, Vol. 85 No. 1, pp. 30-37.",{"doi":998},"10.1080\u002F08832320903217606",{"id":26,"text":1000,"url":26,"identifiers":1001},"Ronn, K.\n                (2007), “Social networking: closer than you think”, Bloomberg Business Week Online, June 12, p. 12, available at: www.businessweek.com\u002Fstories\u002F2007-06-12\u002Fsocial-networking-closer-than-you-thinkbusinessweek-business-news-stock-market-and-financial-advice (accessed July 10, 2013).",{},{"id":26,"text":1003,"url":26,"identifiers":1004},"Roth, P.L.\n               , \n                  Bobko, P.\n               , \n                  Van Iddekinge, C.H.\n                and \n                  Thatcher, J.B.\n                (2013), “Social media in employee-selection-related decisions a research agenda for uncharted territory”, Journal of Management, Vol. 20 No. 10, pp. 1-30.",{},{"id":26,"text":1006,"url":26,"identifiers":1007},"Roulin, N.\n                and \n                  Bangerter, A.\n                (2013), “Social networking websites in personnel selection”, Journal of Personnel Psychology, Vol. 12 No. 3, pp. 143-151.",{"doi":1008},"10.1027\u002F1866-5888\u002Fa000094",{"id":26,"text":1010,"url":26,"identifiers":1011},"Schwabel, D.\n                (2011), “5 reasons why your online presence will replace your resume in 10 years”, Forbes Magazine, February 21, p. 1, available at: www.forbes.com\u002Fsites\u002Fdanschawbel\u002F2011\u002F02\u002F21\u002F5-reasons-why-your-online-presence-will-replace-your-resume-in-10-years\u002F",{},{"id":26,"text":1013,"url":26,"identifiers":1014},"Taylor, L.\n               , \n                  McMinn, M.R.\n               , \n                  Bufford, R.K.\n                and \n                  Chang, K.B.T.\n                (2010), “Psychologists’ attitudes and ethical concerns regarding the use of social networking web sites”, Professional Psychology: Research and Practice, Vol. 41 No. 2, pp. 153-159.",{"doi":1015},"10.1037\u002Fa0017996",{"id":26,"text":1017,"url":26,"identifiers":1018},"Tversky, A.\n                and \n                  Kahneman, D.\n                (1973), “Availability: a heuristic for judging frequency and probability”, Cognitive Psychology, Vol. 5 No. 2, pp. 207-233.",{"doi":1019},"10.1016\u002F0010-0285(73)90033-9",{"id":26,"text":1021,"url":26,"identifiers":1022},"Yin, R.K.\n                (2009), Case Study Research: Design and Methods, Vol. 5. Sage Publications, London.",{},false,{"id":1025,"createTime":1026,"updateTime":1026,"relativeEntities":1027,"slug":1028,"properties":1029,"entityType":766,"verifyStatus":25,"verifyTime":1026,"verifyNote":767,"syncStatus":28,"languages":1041,"translateLanguages":26,"viewCount":36,"primaryUrl":1042,"fullTextUrl":26,"authors":1043,"publicationType":823,"publisherRelationship":1082,"citationCount":125,"citationInfo":1114,"publishDate":1116,"publishYear":1117,"citationAnalyzeStatus":28,"lastCitationAnalyze":26,"indexDatabases":26,"openAccess":26,"references":1118,"isForceReanalyzing":1023},"b0af6c80-1c8b-4cee-b4c3-3ec5f4593c1c","2024-10-07T16:08:05.533+00:00",[],"The-impact-of-HR-development-on-innovative-performances-in-central-and-eastern-European-countries",{"mag":1030,"keywords":1032,"openalex":1033,"abstract":1035,"title":1037,"doi":1039},{"VOID":1031},"2810720127",{},{"VOID":1034},"W2810720127",{"EN":1036},"\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-subheading\">Purpose\u003C\u002Fjats:title>\u003Cjats:p>The purpose of this paper is to research the impact of one of HRM activities, employees’ development, on the level of organizational innovative performances. HR development techniques that organizations use in order to develop employee’s knowledge, skills and abilities and their impact on the perceived level of organizational innovativeness was set in the focus of research, with the intent of determining which development techniques influence organizational innovative performance.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-subheading\">Design\u002Fmethodology\u002Fapproach\u003C\u002Fjats:title>\u003Cjats:p>The research is based on the data from CRANET project, which has been largely used in exploring the relation between HRM activities and other variables of organizational behavior and performances. Data for this study were collected from a sample of 1,384 organizations from 8 CEE countries (Croatia, Estonia, Hungary, Latvia, Lithuania, Slovakia, Slovenia and Serbia) for the period 2015–2016. The correlation was used to explore the relations between variables. Ordinal logistic regression was used in order to explore the relations between the employees’ development techniques, training importance and training effectiveness and the level of organizational innovativeness.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-subheading\">Findings\u003C\u002Fjats:title>\u003Cjats:p>The regression model showed that there are a statistically significant relations between the effectiveness of training expressed by systematic evaluation of training practice, and the methods of employees’ training (use of projects to stimulate learning, on-the-job training, development centers, use of international work assignments and mentoring) with the level of innovation. The importance of training practice expressed by the ratio of the annual training budget in the total payroll costs did not show statistically significant relations with the level of innovation. Also, systematic estimation of the need for training of personnel has not shown statistically significant relations with the innovation rate of the organization.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-subheading\">Research limitations\u002Fimplications\u003C\u002Fjats:title>\u003Cjats:p>The data are derived from single source respondents, and response rates between countries do vary. At the country level, every effort is made to represent the structure of the economy in the country and at the point in which the data are being collected.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-subheading\">Practical implications\u003C\u002Fjats:title>\u003Cjats:p>Training and international working assignments have a direct positive relation with the level of organizational performances, while teamwork and coaching and mentoring have not shown the same. Organizations and their HR managers should pay special attention to planning and implementation of HR development programs – coaching, mentoring and teamwork – in order to create space for organizational innovation enhancement.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-subheading\">Originality\u002Fvalue\u003C\u002Fjats:title>\u003Cjats:p>Previous literature seeking to clarify the role of HRM and fostering organizational innovation has made its evident contribution based on theoretical papers. In order to improve the current situation in which empirical evidence is very rare, research on the significance of the employee development program and its impact on the organizational innovative performances is based on quantitative indicators of the conducted research. The relation of HRM and innovative performances in the CEE region was studied in only a few studies. In the previous period, this region has often been omitted in the field of HRM research. Therefore, an additional novelty can be derived from a research sample compiled from the CEE region countries in the conducted research.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>",{"EN":1038},"The impact of HR development on innovative performances in central and eastern European countries",{"VOID":1040},"10.1108\u002Fer-08-2017-0188",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FER-08-2017-0188\u002Ffull\u002Fhtml",[1044,1065],{"id":1045,"sortIndex":115,"researcher":26,"roles":1046,"affiliations":1047,"properties":1058},"cdcfcd60-f66a-4a38-ac02-78c86e60a2c5",[],[1048],{"id":1049,"sortIndex":36,"affiliation":1050,"properties":26},"e76d8741-4c45-42d9-b3fc-9f767b5e3847",{"id":1051,"createTime":1052,"updateTime":1052,"relativeEntities":1053,"slug":1054,"properties":1055,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"d4157912-4909-4325-80e0-9d307f1ecd1a","2024-10-07T16:08:05.553+00:00",[],"Faculty-of-Economics-in-Subotica-University-of-Novi-Sad-Subotica-Serbia",{"title":1056},{"EN":1057},"Faculty of Economics in Subotica, University of Novi Sad, Subotica, Serbia",{"openalex":1059,"orcid":1061,"title":1063},{"VOID":1060},"A5082917512",{"VOID":1062},"https:\u002F\u002Forcid.org\u002F0000-0002-6329-8735",{"EN":1064},"Bojan Leković",{"id":1066,"sortIndex":36,"researcher":26,"roles":1067,"affiliations":1068,"properties":1075},"1ffad9e1-d37b-4837-8130-4df1e90f234f",[],[1069],{"id":1070,"sortIndex":36,"affiliation":1071,"properties":26},"ca2157a0-a14b-4e5f-a094-29b1b0b547ec",{"id":1051,"createTime":1052,"updateTime":1052,"relativeEntities":1072,"slug":1054,"properties":1073,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},[],{"title":1074},{"EN":1057},{"openalex":1076,"orcid":1078,"title":1080},{"VOID":1077},"A5051054440",{"VOID":1079},"https:\u002F\u002Forcid.org\u002F0000-0002-1433-6416",{"EN":1081},"Nemanja Berber",{"url":26,"publisher":1083,"properties":1108},{"id":659,"createTime":660,"updateTime":661,"relativeEntities":1084,"slug":663,"properties":1085,"entityType":24,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36,"subjectFields":1091,"manageAffiliations":1092,"indexDatabases":1093,"url":744,"thumbnailPath":26,"statistic":26,"gsStatistic":26,"type":26,"analyzePriority":26},[],{"country":1086,"issn":1087,"introduce":1088,"eissn":1089,"title":1090},{"VOID":666},{"VOID":668},{"EN":670},{"VOID":672},{"EN":674},[],[],[1094,1101],{"id":705,"indexDatabase":1095,"url":720,"indexYears":26,"academicFieldIds":1100,"indexDatabaseRanking":26},{"id":707,"createTime":708,"updateTime":709,"relativeEntities":1096,"label":1097,"description":1098,"key":716,"publicationTags":1099,"standard":26},[],{"EN":712,"VI":712},{"VI":714,"EN":715},[718,719],[722,723],{"id":725,"indexDatabase":1102,"url":738,"indexYears":739,"academicFieldIds":1107,"indexDatabaseRanking":743},{"id":727,"createTime":728,"updateTime":729,"relativeEntities":1103,"label":1104,"description":1105,"key":735,"publicationTags":1106,"standard":26},[],{"EN":732,"VI":732},{"EN":732,"VI":734},[737],[741,742],{"volume":1109,"pages":1111,"issue":1113},{"VOID":1110},"40",{"VOID":1112},"762-786",{"VOID":856},{"total":125,"publishYear":26,"statisticByYear":1115},{"2019":111,"2020":50,"2021":111,"2022":53,"2023":158,"2024":114},"2018-08-06",2018,[1119,1123,1127,1131,1135,1138,1142,1146,1149,1152,1156,1160,1164,1168,1171,1175,1179,1183,1187,1191,1195,1199,1203,1207,1211,1215,1219,1223,1227,1231,1235,1238,1242,1246,1250,1253,1256,1259,1263,1266,1270,1274,1278,1281,1285,1289,1293,1297,1301,1305,1309,1313,1317,1321,1324,1328,1332,1336,1340,1344,1347,1351,1355,1359,1363,1366,1370,1374,1378,1382,1386,1390,1394,1398,1402,1406,1410,1413,1417,1421,1425,1429,1432,1435,1439,1443,1447,1451,1455,1458,1461,1464,1468,1471,1475,1479,1482,1486,1489,1493,1496,1500,1504,1507,1510,1513,1517,1520,1524,1527,1531,1535,1539,1543,1547,1550,1554,1558,1561,1565,1568,1572,1576,1579,1582,1586,1590,1593,1596,1600,1604,1607,1610,1614],{"id":26,"text":1120,"url":26,"identifiers":1121},"2015, 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(Eds), Managing Human Resources in Central and Eastern Europe, Routledge, Oxon, pp. 55-89.",{},{"id":26,"text":1465,"url":26,"identifiers":1466},"2010, The impact of cross-cultural training for expatriates in a Chinese firm, Career Development International, 15, 296, 10.1108\u002F13620431011053758",{"doi":1467},"10.1108\u002F13620431011053758",{"id":26,"text":1469,"url":26,"identifiers":1470},"2013, Innovation consulting services within the context of the formation of a new model of marketing innovation, World Applied Sciences Journal, 25, 956",{},{"id":26,"text":1472,"url":26,"identifiers":1473},"2007, Human capital and SME internationalization: a structural equation modeling study, Canadian Journal of Administrative Sciences\u002FRevue Canadienne des Sciences de l’Administration, 24, 15, 10.1002\u002Fcjas.3",{"doi":1474},"10.1002\u002Fcjas.3",{"id":26,"text":1476,"url":26,"identifiers":1477},"2010, Business model innovation and sources of value creation in low‐income markets, European Management Review, 7, 138, 10.1057\u002Femr.2010.16",{"doi":1478},"10.1057\u002Femr.2010.16",{"id":26,"text":1480,"url":26,"identifiers":1481},"SAP Community (2014), “Innovation rate”, available at: https:\u002F\u002Fwiki.scn.sap.com\u002Fwiki\u002Fdisplay\u002FKPI\u002FInnovation+Rate (accessed November 20, 2017).",{},{"id":26,"text":1483,"url":26,"identifiers":1484},"2016, How do MNC R&D laboratory roles affect employee international assignments?, Management International Review, 56, 759, 10.1007\u002Fs11575-016-0293-8",{"doi":1485},"10.1007\u002Fs11575-016-0293-8",{"id":26,"text":1487,"url":26,"identifiers":1488},"2013, Relabeling or new approach: theoretical insights regarding personnel management and human resource management, Engineering Economics, 24, 234",{},{"id":26,"text":1490,"url":26,"identifiers":1491},"2017, A literature review on HRM and innovation – taking stock and future directions, The International Journal of Human Resource Management, 28, 913, 10.1080\u002F09585192.2016.1143862",{"doi":1492},"10.1080\u002F09585192.2016.1143862",{"id":26,"text":1494,"url":26,"identifiers":1495},"2005, Managing people to promote innovation, Creativity and Innovation Management, 14, 118",{},{"id":26,"text":1497,"url":26,"identifiers":1498},"2017, HRM and innovation: looking across levels, Human Resource Management Journal, 27, 246, 10.1111\u002F1748-8583.12102",{"doi":1499},"10.1111\u002F1748-8583.12102",{"id":26,"text":1501,"url":26,"identifiers":1502},"2006, HRM as a predictor of innovation, Human Resource Management Journal, 16, 3, 10.1111\u002Fj.1748-8583.2006.00002.x",{"doi":1503},"10.1111\u002Fj.1748-8583.2006.00002.x",{"id":26,"text":1505,"url":26,"identifiers":1506},"SHRM (2017), “Managing international assignments”, available at: www.shrm.org\u002Fresourcesandtools\u002Ftools-and-samples\u002Ftoolkits\u002Fpages\u002Fcms_010358.aspx (accessed November 22, 2017).",{},{"id":26,"text":1508,"url":26,"identifiers":1509},"Slavić, A. and Berber, N. (2014), “The impact of training on organizational outcomes in the CEE region – focus on Hungary, Serbia, Slovenia and Slovakia”, in Michelberger, P. (Ed.), Management, Enterprise and Benchmarking – In the 21st Century, Obuda University, Budapest, pp. 155-168.",{},{"id":26,"text":1511,"url":26,"identifiers":1512},"2016, The evolution of HRM in Serbia: the analysis based on two successive Cranet researches, 281",{},{"id":26,"text":1514,"url":26,"identifiers":1515},"2014, Performance management in international human resource management: evidence from the CEE region, Serbian Journal of Management, 9, 45, 10.5937\u002Fsjm9-4678",{"doi":1516},"10.5937\u002Fsjm9-4678",{"id":26,"text":1518,"url":26,"identifiers":1519},"2010, The key differences regarding HR between Western and Eastern European companies",{},{"id":26,"text":1521,"url":26,"identifiers":1522},"1997, Redefining the field of European human resource management: a battle between national mindsets and forces of business transition?, Human Resource Management, 36, 201, 10.1002\u002F(SICI)1099-050X(199722)36:2\u003C201::AID-HRM3>3.0.CO;2-0",{"doi":1523},"10.1002\u002F(SICI)1099-050X(199722)36:2\u003C201::AID-HRM3>3.0.CO;2-0",{"id":26,"text":1525,"url":26,"identifiers":1526},"2011, The Coaching Manual: The Definitive Guide to The Process, Principles and Skills of Personal Coaching, 3rd ed.",{},{"id":26,"text":1528,"url":26,"identifiers":1529},"2014, A closer look at cross‐functional R&D cooperation for innovativeness: innovation‐oriented leadership and human resource practices as driving forces, Journal of Product Innovation Management, 31, 924, 10.1111\u002Fjpim.12132",{"doi":1530},"10.1111\u002Fjpim.12132",{"id":26,"text":1532,"url":26,"identifiers":1533},"2012, Effects of team knowledge management on the creativity and financial performance of organizational teams, Organizational Behavior and Human Decision Processes, 118, 4, 10.1016\u002Fj.obhdp.2012.01.001",{"doi":1534},"10.1016\u002Fj.obhdp.2012.01.001",{"id":26,"text":1536,"url":26,"identifiers":1537},"2014, Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations, Journal of Organizationalo Behaviour, 35, 393, 10.1002\u002Fjob.1897",{"doi":1538},"10.1002\u002Fjob.1897",{"id":26,"text":1540,"url":26,"identifiers":1541},"2012, Teams are changing: are research and practice evolving fast enough?, Industrial and Organizational Psychology, 5, 2, 10.1111\u002Fj.1754-9434.2011.01396.x",{"doi":1542},"10.1111\u002Fj.1754-9434.2011.01396.x",{"id":26,"text":1544,"url":26,"identifiers":1545},"2007, A review and critique of research on training and organizational-level outcomes, Human Resource Management Review, 17, 251, 10.1016\u002Fj.hrmr.2007.07.004",{"doi":1546},"10.1016\u002Fj.hrmr.2007.07.004",{"id":26,"text":1548,"url":26,"identifiers":1549},"2003, Improving the creativity of organizational work groups, Academy of Management Executive, 17, 96",{},{"id":26,"text":1551,"url":26,"identifiers":1552},"1998, Co-operative and goal approaches to conflict: accomplishments and challenges, Applied Psychology: An International Review, 47, 285, 10.1111\u002Fj.1464-0597.1998.tb00025.x",{"doi":1553},"10.1111\u002Fj.1464-0597.1998.tb00025.x",{"id":26,"text":1555,"url":26,"identifiers":1556},"1997, The invention of work councils in Hungary, European Journal of Industrial Relations, 3, 161, 10.1177\u002F095968019732003",{"doi":1557},"10.1177\u002F095968019732003",{"id":26,"text":1559,"url":26,"identifiers":1560},"2012, Innovation Management and New Product Development",{},{"id":26,"text":1562,"url":26,"identifiers":1563},"2015, How far do cultural differences explain the differences between nations? Implications for HRM, The International Journal of Human Resource Management, 26, 151, 10.1080\u002F09585192.2014.937969",{"doi":1564},"10.1080\u002F09585192.2014.937969",{"id":26,"text":1566,"url":26,"identifiers":1567},"2014, Innovation in 2014: BCG Perspectives",{},{"id":26,"text":1569,"url":26,"identifiers":1570},"2011, How leader–member exchange influenceseffective behaviors: social exchange and internal–external efficacy perspective, Personnel Psychology, 64, 739, 10.1111\u002Fj.1744-6570.2011.01224.x",{"doi":1571},"10.1111\u002Fj.1744-6570.2011.01224.x",{"id":26,"text":1573,"url":26,"identifiers":1574},"2009, The longitudinal effect of HRM effectiveness and dynamic innovation performance on organizational performance in Taiwan, The International Journal of Human Resource Management, 20, 1790, 10.1080\u002F09585190903087214",{"doi":1575},"10.1080\u002F09585190903087214",{"id":26,"text":1577,"url":26,"identifiers":1578},"2013, R&D employees’ innovative behaviors in Taiwan: HRM and managerial coaching as moderators, Asia Pacific Journal of Human Resources, 51, 491",{},{"id":26,"text":1580,"url":26,"identifiers":1581},"West, M.A. and Richter, A. (2008), “Climates and cultures for innovation at work”, in Zhou, J. and Shalley, C.E. (Eds), Handbook of Organizational Creativity, Erlbaum, Hillsdale, NJ, pp. 211-236.",{},{"id":26,"text":1583,"url":26,"identifiers":1584},"1994, Human resources and sustained competitive advantage: a resource-based perspective, The International Journal of Human Resource Management, 5, 301, 10.1080\u002F09585199400000020",{"doi":1585},"10.1080\u002F09585199400000020",{"id":26,"text":1587,"url":26,"identifiers":1588},"2014, Does servant leadership foster creativity and innovation? A multi-level mediation study of identification and prototypicality, Journal of Business Research, 67, 1395, 10.1016\u002Fj.jbusres.2013.08.013",{"doi":1589},"10.1016\u002Fj.jbusres.2013.08.013",{"id":26,"text":1591,"url":26,"identifiers":1592},"2006, Open Business Model: How to Thrive in the New Innovation Landscape",{},{"id":26,"text":1594,"url":26,"identifiers":1595},"Dimension data matrix (2015), “The base culture data for six dimensions of culture”, available at: http:\u002F\u002Fgeerthofstede.com\u002Fresearch-and-vsm\u002Fdimension-data-matrix\u002F (accessed November 20, 2017).",{},{"id":26,"text":1597,"url":26,"identifiers":1598},"2007, Relational archetypes, organizational learning, and value creation: extending the human resource architecture, Academy of Management Review, 32, 236, 10.5465\u002Famr.2007.23464060",{"doi":1599},"10.5465\u002Famr.2007.23464060",{"id":26,"text":1601,"url":26,"identifiers":1602},"2018, Human resource practices and innovation in the hotel industry: the mediating role of human capital, Tourism and Hospitality Research, 18, 72, 10.1177\u002F1467358415624137",{"doi":1603},"10.1177\u002F1467358415624137",{"id":26,"text":1605,"url":26,"identifiers":1606},"2006, Menadžment ljudskih potencijala: Postizanje konkurentske prednosti",{},{"id":26,"text":1608,"url":26,"identifiers":1609},"2015, The competences of HR managers and their impact on the organizational success of MNCs’ subsidiaries in the CEE region, Central European Business Review, 4, 5",{},{"id":26,"text":1611,"url":26,"identifiers":1612},"2008, HRM and knowledge management, Employee Relations, 30, 553, 10.1108\u002F01425450810888303",{"doi":1613},"10.1108\u002F01425450810888303",{"id":26,"text":1615,"url":26,"identifiers":1616},"2010, Entrepreneur training for creativity and innovation, Journal of European Industrial Training, 34, 270, 10.1108\u002F03090591011031755",{"doi":1617},"10.1108\u002F03090591011031755",{"id":1619,"createTime":1620,"updateTime":1620,"relativeEntities":1621,"slug":1622,"properties":1623,"entityType":766,"verifyStatus":25,"verifyTime":1620,"verifyNote":767,"syncStatus":28,"languages":1635,"translateLanguages":26,"viewCount":36,"primaryUrl":1636,"fullTextUrl":26,"authors":1637,"publicationType":823,"publisherRelationship":1702,"citationCount":234,"citationInfo":1735,"publishDate":1737,"publishYear":1738,"citationAnalyzeStatus":28,"lastCitationAnalyze":26,"indexDatabases":26,"openAccess":26,"references":1739,"isForceReanalyzing":1023},"4fd2fd45-bc5d-4695-b36d-e35c1a293c00","2024-09-28T21:49:07.209+00:00",[],"Employee-beliefs-regarding-the-impact-of-unconventional-appearance-on-customers-in-Mexico-and-Turkey",{"mag":1624,"keywords":1626,"openalex":1627,"abstract":1629,"title":1631,"doi":1633},{"VOID":1625},"2265291998",{},{"VOID":1628},"W2265291998",{"EN":1630},"\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Purpose\u003C\u002Fjats:title>\u003Cjats:p>– The increasing prevalence of unconventional appearance attributes (e.g. tattoos, piercings, unnatural hair color, alternative clothing) is a concern among employers as these appearance attributes are often viewed negatively. Because much of the existing employee appearance research has been conducted in the USA, the purpose of this paper is to examine employee beliefs regarding the impact of unconventional employee appearance on customer perceptions of service quality in Mexico and Turkey. The authors also examine the impact of gender, age, and position level.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Design\u002Fmethodology\u002Fapproach\u003C\u002Fjats:title>\u003Cjats:p>– The sample consisted of 295 white collar employees in various service industries in Turkey and Mexico. Respondents reported how they thought eight employee appearance factors (tattoos, facial piercings, unconventional hair color, unconventional hair styles, sweat pants, clothing with rips or tears, clothing that bears midriffs, belly-buttons, or cleavage, and uniforms) would affect customer perceptions of service quality.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Findings\u003C\u002Fjats:title>\u003Cjats:p>– Employees in both Mexico and Turkey indicated that uniforms would have a positive impact on customer perceptions of service quality and all seven unconventional employee appearance attributes would have a negative impact. Significant differences for country, gender, age, and position level were also found.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Research limitations\u002Fimplications\u003C\u002Fjats:title>\u003Cjats:p>– Future research including a more diverse group of countries and cultures is needed. Future research should also attempt to control for differences in type of organization, organizational culture, and job type.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Practical implications\u003C\u002Fjats:title>\u003Cjats:p>– Alternative fashion and appearance styles may be trendy but there are risks in how these might be perceived by customers and by colleagues at work.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Originality\u002Fvalue\u003C\u002Fjats:title>\u003Cjats:p>– This study examines employee beliefs regarding the impact of a variety of unconventional employee appearance attributes on customers’ perceptions of service quality in Mexico and Turkey.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>",{"EN":1632},"Employee beliefs regarding the impact of unconventional appearance on customers in Mexico and Turkey",{"VOID":1634},"10.1108\u002Fer-05-2015-0083",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FER-05-2015-0083\u002Ffull\u002Fhtml",[1638,1657,1681],{"id":1639,"sortIndex":114,"researcher":26,"roles":1640,"affiliations":1641,"properties":1652},"670de6e4-cc56-4e8f-8dd8-1b7a719ab5a5",[],[1642],{"id":1643,"sortIndex":36,"affiliation":1644,"properties":26},"07314416-8ada-4ec9-b669-945cadc6107a",{"id":1645,"createTime":1646,"updateTime":1646,"relativeEntities":1647,"slug":1648,"properties":1649,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"c7dece6f-b165-4c17-80ec-ce60d29e1f24","2024-09-28T21:49:07.256+00:00",[],"Department-of-Health-Policy-and-Management-The-George-Washington-University-Washington-District-of-Columbia-United-States",{"title":1650},{"EN":1651},"Department of Health Policy and Management, The George Washington University, Washington, District of Columbia,United States",{"openalex":1653,"title":1655},{"VOID":1654},"A5071316564",{"EN":1656},"Leda McIntyre Hall",{"id":1658,"sortIndex":36,"researcher":26,"roles":1659,"affiliations":1660,"properties":1674},"b9ee58e6-4354-4e6e-ac85-cac1fed8a8b5",[],[1661],{"id":1662,"sortIndex":36,"affiliation":1663,"properties":1671},"c4aa4363-f145-4be6-b3d0-0be5e6aecaf8",{"id":1664,"createTime":1665,"updateTime":1665,"relativeEntities":1666,"slug":1667,"properties":1668,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"d4d02f19-2424-4405-96e9-4dac4c167845","2024-04-11T05:28:21.286+00:00",[],"Department-of-Management-University-of-Tennessee-at-Chattanooga-Chattanooga-Tennessee-USA",{"title":1669},{"EN":1670},"Department of Management, University of Tennessee at Chattanooga, Chattanooga, Tennessee, USA",{"title":1672},{"EN":1673},"Department of Management, University of Tennessee at Chattanooga,Chattanooga, Tennessee,United States",{"openalex":1675,"orcid":1677,"title":1679},{"VOID":1676},"A5048421239",{"VOID":1678},"https:\u002F\u002Forcid.org\u002F0000-0003-2492-8332",{"EN":1680},"Katherine Karl",{"id":1682,"sortIndex":115,"researcher":26,"roles":1683,"affiliations":1684,"properties":1695},"55d5bc92-c6b4-4ca7-9372-5e3ba6ece590",[],[1685],{"id":1686,"sortIndex":36,"affiliation":1687,"properties":26},"d8c24a6f-fff9-4e42-802b-a37cdfccc22d",{"id":1688,"createTime":1689,"updateTime":1689,"relativeEntities":1690,"slug":1691,"properties":1692,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"c389df99-a39b-4ecd-af3f-a12ef31aa027","2024-09-28T21:49:07.241+00:00",[],"Lindenwood-University-St-Charles-MissouriUnited-States",{"title":1693},{"EN":1694},"Lindenwood University,St. Charles, MissouriUnited States",{"openalex":1696,"orcid":1698,"title":1700},{"VOID":1697},"A5014206377",{"VOID":1699},"https:\u002F\u002Forcid.org\u002F0000-0002-2904-1266",{"EN":1701},"Joy V. 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(1993), “The impact of gender and dress on the choice of a minority certified public accountant for a small business”, Journal of Business & Entrepreneurship , Vol. 5 No. 1, pp. 117-125.",{},{"id":2060,"createTime":2061,"updateTime":2061,"relativeEntities":2062,"slug":2063,"properties":2064,"entityType":766,"verifyStatus":25,"verifyTime":2061,"verifyNote":767,"syncStatus":28,"languages":2076,"translateLanguages":26,"viewCount":36,"primaryUrl":2077,"fullTextUrl":26,"authors":2078,"publicationType":823,"publisherRelationship":2123,"citationCount":103,"citationInfo":2155,"publishDate":2157,"publishYear":2158,"citationAnalyzeStatus":28,"lastCitationAnalyze":26,"indexDatabases":26,"openAccess":26,"references":2159,"isForceReanalyzing":1023},"405821d0-0ad8-4313-86b1-67578a9e836d","2024-10-14T17:10:29.935+00:00",[],"Risk-information-source-preferences-in-construction-workers",{"mag":2065,"keywords":2067,"openalex":2068,"abstract":2070,"title":2072,"doi":2074},{"VOID":2066},"1522081385",{},{"VOID":2069},"W1522081385",{"EN":2071},"\u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Purpose\u003C\u002Fjats:title>\n               \u003Cjats:p> – Many researchers have investigated the determinants of workers’ risk-taking\u002Funsafe behaviours as a way to improve safety management and reduce accidents but there has been a general lack of research about workers’ risk information seeking behaviours or their source preferences for risk information. The purpose of this paper is to investigate whether occupational risk information source preference was risk independent (i.e. whether workers prefer to receive occupational risk information from proximal sources like supervisors and workmates regardless of the nature of the risk or the source's expertise regarding that risk, or if they discriminated between information sources based on the type of risk being considered). \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Design\u002Fmethodology\u002Fapproach\u003C\u002Fjats:title>\n               \u003Cjats:p> – Data were collected from 106 frontline construction workers who were recruited from a single building site within the UK with the help of the safety officer on site. The source from which workers preferred to receive information about a range of risks was measured using a ranking exercise. Specifically, workers were asked to rank five occupational sources (HSE, safety manager, project manager, supervisor, workmates) according to how much they preferred each one to deliver information about eight different risks (asbestos, back pain, site transport, heights, slips\u002Ftrips, housekeeping, and site-specific and job-specific risks). \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Findings\u003C\u002Fjats:title>\n               \u003Cjats:p> – The paper found that supervisors and safety managers were the most preferred sources of risk information overall, but a correspondence analysis suggested that workers’ risk information source preference is risk dependent and might be driven by source expertise. \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Practical implications\u003C\u002Fjats:title>\n               \u003Cjats:p> – The findings have important practical implications for the role of safety managers in risk communication and for building trust within high-hazard organisations. \u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>\n            \u003Cjats:sec>\n               \u003Cjats:title content-type=\"abstract-heading\">Originality\u002Fvalue\u003C\u002Fjats:title>\n               \u003Cjats:p> – To the author's knowledge, this is the first study to investigate risk information source preferences in an occupational setting.\u003C\u002Fjats:p>\n            \u003C\u002Fjats:sec>",{"EN":2073},"Risk information source preferences in construction workers",{"VOID":2075},"10.1108\u002Fer-06-2013-0060",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002FER-06-2013-0060\u002Ffull\u002Fhtml",[2079,2101],{"id":2080,"sortIndex":115,"researcher":26,"roles":2081,"affiliations":2082,"properties":2094},"99b517e6-388e-4b5c-890e-5a9fd390eae4",[],[2083],{"id":2084,"sortIndex":36,"affiliation":2085,"properties":26},"4e966f02-e5bd-4b61-9c63-8459a2013f10",{"id":2086,"createTime":2087,"updateTime":2088,"relativeEntities":2089,"slug":2090,"properties":2091,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"311872cc-d07b-4ed2-b6d9-b42e79e1a4d4","2024-04-19T04:41:37.683+00:00","2025-02-09T10:34:39.180+00:00",[],"LANCASTER-UNIVERSITY-",{"title":2092},{"EN":2093},"LANCASTER UNIVERSITY,",{"openalex":2095,"orcid":2097,"title":2099},{"VOID":2096},"A5010968306",{"VOID":2098},"https:\u002F\u002Forcid.org\u002F0000-0002-0033-7127",{"EN":2100},"Stacey M. Conchie",{"id":2102,"sortIndex":36,"researcher":26,"roles":2103,"affiliations":2104,"properties":2116},"adbc2a24-3f96-45d4-aebe-e641de7ca94f",[],[2105],{"id":2106,"sortIndex":36,"affiliation":2107,"properties":26},"84fad9dd-f647-47a8-ab9d-798678583e76",{"id":2108,"createTime":2109,"updateTime":2110,"relativeEntities":2111,"slug":2112,"properties":2113,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"b216482d-3ad6-4a0f-a84b-8bfbff8e4370","2024-09-28T21:49:05.799+00:00","2024-10-14T17:20:46.819+00:00",[],"Work-Employment-And-Organisation",{"title":2114},{"EN":2115},"Work, Employment And Organisation",{"openalex":2117,"orcid":2119,"title":2121},{"VOID":2118},"A5090366349",{"VOID":2120},"https:\u002F\u002Forcid.org\u002F0000-0002-5435-3114",{"EN":2122},"Calvin Burns",{"url":26,"publisher":2124,"properties":2149},{"id":659,"createTime":660,"updateTime":661,"relativeEntities":2125,"slug":663,"properties":2126,"entityType":24,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36,"subjectFields":2132,"manageAffiliations":2133,"indexDatabases":2134,"url":744,"thumbnailPath":26,"statistic":26,"gsStatistic":26,"type":26,"analyzePriority":26},[],{"country":2127,"issn":2128,"introduce":2129,"eissn":2130,"title":2131},{"VOID":666},{"VOID":668},{"EN":670},{"VOID":672},{"EN":674},[],[],[2135,2142],{"id":705,"indexDatabase":2136,"url":720,"indexYears":26,"academicFieldIds":2141,"indexDatabaseRanking":26},{"id":707,"createTime":708,"updateTime":709,"relativeEntities":2137,"label":2138,"description":2139,"key":716,"publicationTags":2140,"standard":26},[],{"EN":712,"VI":712},{"VI":714,"EN":715},[718,719],[722,723],{"id":725,"indexDatabase":2143,"url":738,"indexYears":739,"academicFieldIds":2148,"indexDatabaseRanking":743},{"id":727,"createTime":728,"updateTime":729,"relativeEntities":2144,"label":2145,"description":2146,"key":735,"publicationTags":2147,"standard":26},[],{"EN":732,"VI":732},{"EN":732,"VI":734},[737],[741,742],{"volume":2150,"pages":2151,"issue":2153},{"VOID":852},{"VOID":2152},"70-81",{"VOID":2154},"1",{"total":103,"publishYear":26,"statisticByYear":2156},{"2015":115,"2016":115,"2019":115,"2020":115,"2021":114,"2022":59,"2023":114,"2024":115},"2013-12-20",2013,[2160,2164,2168,2172,2176,2180,2184,2188,2192,2196,2200,2203,2206,2209,2213,2216,2219,2223,2226,2230,2233,2237,2241,2245,2249,2253,2257,2261,2265,2269,2273,2276,2279,2283,2286,2290,2294,2297,2300,2303,2306,2309,2313],{"id":26,"text":2161,"url":26,"identifiers":2162},"Aronsson, G.\n                (1999), “Contingent workers and health and safety”, Work, Employment & Society, Vol. 13 No. 3, pp. 439-459.",{"doi":2163},"10.1177\u002F09500179922118024",{"id":26,"text":2165,"url":26,"identifiers":2166},"Burns, C.\n               , \n                  Mearns, K.\n                and \n                  McGeorge, P.\n                (2006), “Explicit and implicit trust within safety culture”, Risk Analysis, Vol. 26, pp. 1139-1150.",{"doi":2167},"10.1111\u002Fj.1539-6924.2006.00821.x",{"id":26,"text":2169,"url":26,"identifiers":2170},"Burt, C.\n               , \n                  Chmiel, N.\n                and \n                  Hayes, P.\n                (2008), “Implications of turnover and trust for safety attitudes and behaviour in work teams”, Safety Science, Vol. 47, pp. 1002-1006.",{"doi":2171},"10.1016\u002Fj.ssci.2008.11.001",{"id":26,"text":2173,"url":26,"identifiers":2174},"Conchie, S.M.\n                and \n                  Burns, C.\n                (2009), “Improving occupational safety: using a trusted information source to communicate about risk”, Journal of Risk Research, Vol. 12 No. 1, pp. 13-25.",{"doi":2175},"10.1080\u002F13669870802433749",{"id":26,"text":2177,"url":26,"identifiers":2178},"Conchie, S.M.\n               , \n                  Donald, I.J.\n                and \n                  Taylor, P.J.\n                (2006), “Trust: missing piece(s) in the safety puzzle”, Risk Analysis, Vol. 26, pp. 1097-1104.",{"doi":2179},"10.1111\u002Fj.1539-6924.2006.00818.x",{"id":26,"text":2181,"url":26,"identifiers":2182},"Cox, S.\n                and \n                  Cox, T.\n                (1991), “The structure of employee attitudes to safety: a European example”, Work and Stress, Vol. 5, pp. 93-106.",{"doi":2183},"10.1080\u002F02678379108257007",{"id":26,"text":2185,"url":26,"identifiers":2186},"Dingsdag, D.P.\n               , \n                  Biggs, H.C.\n                and \n                  Sheahan, V.L.\n                (2008), “Understanding and defining OH&S competency for construction site positions: worker perceptions”, Safety Science, Vol. 46, pp. 619-633.",{"doi":2187},"10.1016\u002Fj.ssci.2007.06.008",{"id":26,"text":2189,"url":26,"identifiers":2190},"Duijne, F.H.\n               , \n                  Aken, D.V.\n                and \n                  Schouten, E.G.\n                (2008), “Considerations in developing complete and quantified methods for risk assessment”, Safety Science, Vol. 46, pp. 245-254.",{"doi":2191},"10.1016\u002Fj.ssci.2007.05.003",{"id":26,"text":2193,"url":26,"identifiers":2194},"Dwyer, T.\n                (1991), Life and Death at Work: Industrial Accidents as a Case of Socially Produced Error, Plenum, New York, NY.",{"doi":2195},"10.1007\u002F978-1-4899-0606-9",{"id":26,"text":2197,"url":26,"identifiers":2198},"Eakins, J.\n                (1992), “Leaving it up to the workers: sociological perspectives on the management of health and safety in small workplaces”, International Journal of Health Services, Vol. 22, pp. 689-704.",{"doi":2199},"10.2190\u002FDNV0-57VV-FJ7K-8KU5",{"id":26,"text":2201,"url":26,"identifiers":2202},"Engel, J.F.\n               , \n                  Blackwell, R.D.\n                and \n                  Miniard, P.W.\n                (1999), Consumer Behaviour, 5th ed., Dryden Press, Chicago, IL.",{},{"id":26,"text":2204,"url":26,"identifiers":2205},"European Agency for Safety and Health at Work\n                (2013a), “Construction”, available at: http:\u002F\u002Fosha.europa.eu\u002Fen\u002Fsector\u002Fconstruction (accessed 1 March 2013).",{},{"id":26,"text":2207,"url":26,"identifiers":2208},"European Agency for Safety and Health at Work\n                (2013b), “Tackling major hazards and risks”, available at: http:\u002F\u002Fosha.europa.eu\u002Fen\u002Fsector\u002Fconstruction\u002Findex_html\u002Fhazards_risks (accessed 1 March 2013).",{},{"id":26,"text":2210,"url":26,"identifiers":2211},"Frewer, L.J.\n               , \n                  Howard, C.\n               , \n                  Hedderley, D.\n                and \n                  Shepherd, R.\n                (1996), “What determines trust in information about food-related risks? Underlying psychological constructs”, Risk Analysis, Vol. 16, pp. 473-485.",{"doi":2212},"10.1111\u002Fj.1539-6924.1996.tb01094.x",{"id":26,"text":2214,"url":26,"identifiers":2215},"Greenacre, M.J.\n                (1993), Correspondence Analysis in Practice, Academic Press, London.",{},{"id":26,"text":2217,"url":26,"identifiers":2218},"Hawkins, D.I.\n               , \n                  Best, R.J.\n                and \n                  Coney, K.A.\n                (1998), Consumer Behaviour: Implications for Marketing Strategy, 7th ed., Irwin Inc, Chicago, IL.",{},{"id":26,"text":2220,"url":26,"identifiers":2221},"Hayes, B.E.\n               , \n                  Perander, J.\n               , \n                  Smecko, T.\n                and \n                  Trask, J.\n                (1998), “Measuring perceptions of workplace safety: development and validation of the work safety scale”, Journal of Safety Research, Vol. 29, pp. 145-161.",{"doi":2222},"10.1016\u002FS0022-4375(98)00011-5",{"id":26,"text":2224,"url":26,"identifiers":2225},"Helmreich, R.L.\n                and \n                  Merritt, A.C.\n                (1998), Culture at Work in Aviation and Medicine: National, Organizational and Professional Influences, Ashgate, Aldershot.",{},{"id":26,"text":2227,"url":26,"identifiers":2228},"Holmes, N.\n                and \n                  Gifford, S.M.\n                (1997), “Narratives of risk in occupational health and safety: why the ‘good’ boss blames his tradesmen and the ‘good’ tradesman blames his tools”, Australian and New Zealand Journal of Public Health, Vol. 21, pp. 11-19.",{"doi":2229},"10.1111\u002Fj.1467-842X.1997.tb01646.x",{"id":26,"text":2231,"url":26,"identifiers":2232},"Johnson, J.D.\n                (1996), Information Seeking: An Organizational Dilemma, Quorum Books, Westport, CT.",{},{"id":26,"text":2234,"url":26,"identifiers":2235},"Jungermann, H.\n               , \n                  Pfister, H.R.\n                and \n                  Fischer, K.\n                (1996), “Credibility, information preferences and information interests”, Risk Analysis, Vol. 16, pp. 251-261.",{"doi":2236},"10.1111\u002Fj.1539-6924.1995.tb00783.x",{"id":26,"text":2238,"url":26,"identifiers":2239},"Lehto, M.R.\n                and \n                  Foley, J.P.\n                (1991), “Risk-taking, warning labels, training, and regulation: are they associated with the use of helmets by all terrain vehicle riders?”, Journal of Safety Research, Vol. 22, pp. 191-200.",{"doi":2240},"10.1016\u002F0022-4375(91)90029-U",{"id":26,"text":2242,"url":26,"identifiers":2243},"Lingard, H.\n                and \n                  Rowlinson, S.\n                (2005), Occupational Health and Safety in Construction Project Management, Spon Press, New York, NY.",{"doi":2244},"10.4324\u002F9780203507919",{"id":26,"text":2246,"url":26,"identifiers":2247},"Liu, S.\n               , \n                  Huang, J.\n                and \n                  Brown, G.L.\n                (1998), “Information and risk perception: a dynamic adjustment process”, Risk Analysis, Vol. 18, pp. 689-699.",{"doi":2248},"10.1111\u002Fj.1539-6924.1998.tb01113.x",{"id":26,"text":2250,"url":26,"identifiers":2251},"Mayer, R.C.\n               , \n                  Davis, J.H.\n                and \n                  Schoorman, F.D.\n                (1995), “An integrative model of organizational trust”, Academy of Management Review, Vol. 20, pp. 709-734.",{"doi":2252},"10.5465\u002Famr.1995.9508080335",{"id":26,"text":2254,"url":26,"identifiers":2255},"Mearns, K.\n                and \n                  Reader, T.\n                (2008), “Organizational support and safety outcomes: an un-investigated relationship?”, Safety Science, Vol. 46, pp. 388-397.",{"doi":2256},"10.1016\u002Fj.ssci.2007.05.002",{"id":26,"text":2258,"url":26,"identifiers":2259},"Mearns, K.\n                and \n                  Yule, S.\n                (2009), “The role of national culture in determining safety performance: challenges for the global oil and gas industry”, Safety Science, Vol. 47, pp. 777-785.",{"doi":2260},"10.1016\u002Fj.ssci.2008.01.009",{"id":26,"text":2262,"url":26,"identifiers":2263},"Meliá, J.L.\n               , \n                  Mearns, K.\n               , \n                  Silva, S.A.\n                and \n                  Lima, L.\n                (2008), “Safety climate responses and the perceived risk of accidents in the construction industry”, Safety Science, Vol. 46, pp. 949-958.",{"doi":2264},"10.1016\u002Fj.ssci.2007.11.004",{"id":26,"text":2266,"url":26,"identifiers":2267},"Powell, C.\n                (2007), “The perception of risk and risk taking behavior: implications for incident prevention strategies”, Wilderness and Environmental Medicine, Vol. 18, pp. 10-15.",{"doi":2268},"10.1580\u002F1080-6032(2007)18[10:TPORAR]2.0.CO;2",{"id":26,"text":2270,"url":26,"identifiers":2271},"Rousseau, D.M.\n               , \n                  Sitkin, S.B.\n               , \n                  Burt, R.S.\n                and \n                  Camerer, C.\n                (1998), “Not so different after all: a cross-discipline view of trust”, Academy of Management Review, Vol. 23, pp. 393-404.",{"doi":2272},"10.5465\u002Famr.1998.926617",{"id":26,"text":2274,"url":26,"identifiers":2275},"Saaty, T.L.\n                (1980), The Analytical Hierarchy Process: Planning, Priority Setting Resource Allocation, McGraw-Hill, New York, NY.",{},{"id":26,"text":2277,"url":26,"identifiers":2278},"Savolainen, R.\n                (2008), Everyday Information Practices: A Social Phenomenological Perspective, The Scarecrow Press, Lanham, MD.",{},{"id":26,"text":2280,"url":26,"identifiers":2281},"Seo, D.C.\n               , \n                  Torabi, M.R.\n               , \n                  Blair, E.H.\n                and \n                  Ellis, N.T.\n                (2004), “A cross validation of safety climate scale using confirmatory factor analytic approach”, Journal of Safety Research, Vol. 35, pp. 427-445.",{"doi":2282},"10.1016\u002Fj.jsr.2004.04.006",{"id":26,"text":2284,"url":26,"identifiers":2285},"Sinclair, A.\n               , \n                  Hill, D.\n                and \n                  Tyers, C.\n                (2008), Irish and Non-Irish National Construction Workers: Research on Differences in Approach to Health and Safety at Work, Health and Safety Authority.",{},{"id":26,"text":2287,"url":26,"identifiers":2288},"Smith, V.K.\n                and \n                  Johnson, F.R.\n                (1988), “How do risk perceptions respond to information? The case of radon”, The Review of Economics and Statistics, Vol. 70, pp. 1-8.",{"doi":2289},"10.2307\u002F1928144",{"id":26,"text":2291,"url":26,"identifiers":2292},"Spangenberg, S.\n               , \n                  Baarts, C.\n               , \n                  Dyreborg, J.\n               , \n                  Jensen, L.\n               , \n                  Kines, P.\n                and \n                  Mikkelsen, K.L.\n                (2003), “Factors contributing to the difference in work related injury rates between Danish and Swedish construction workers”, Safety Science, Vol. 41 No. 6, pp. 517-530.",{"doi":2293},"10.1016\u002FS0925-7535(02)00007-3",{"id":26,"text":2295,"url":26,"identifiers":2296},"UK Health and Safety Executive\n                (2013a), “Health and safety in the construction industry”, available at: www.hse.gov.uk\u002Fconstruction\u002Findex.htm (accessed 1 March 2013).",{},{"id":26,"text":2298,"url":26,"identifiers":2299},"UK Health and Safety Executive\n                (2013b), “The high 5”, available at: www.hse.gov.uk\u002Fpubns\u002Findg384.pdf (accessed 1 March 2013).",{},{"id":26,"text":2301,"url":26,"identifiers":2302},"US Department of Labor and Bureau of Labor Statistics\n                (2013), “Census of fatal occupational injuries summary, 2011”, available at: www.bls.gov\u002Fnews.release\u002Fcfoi.nr0.htm (accessed 1 March 2013).",{},{"id":26,"text":2304,"url":26,"identifiers":2305},"Viscusi, W.K.\n                and \n                  O'Connor, C.J.\n                (1984), “Adaptive responses to chemical labeling: are workers Bayesian decision makers?”, The American Economic Review, Vol. 74, pp. 942-956.",{},{"id":26,"text":2307,"url":26,"identifiers":2308},"Warner, E.S.\n               , \n                  Murray, A.D.\n                and \n                  Palmour, V.E.\n                (1973), Information Needs of Urban Residents, Department of Health, Education and Welfare, Division of Library Programs, Washington, DC.",{},{"id":26,"text":2310,"url":26,"identifiers":2311},"Wright, P.\n               , \n                  Creighton, P.\n                and \n                  Threlsall, S.M.\n                (1982), “Some factors determining when instructions will be read”, Ergonomics, Vol. 25, pp. 225-237.",{"doi":2312},"10.1080\u002F00140138208924943",{"id":26,"text":2314,"url":26,"identifiers":2315},"Zohar, D.\n                and \n                  Luria, G.\n                (2004), “Climate as a social-cognitive construction of supervisory safety practices: scripts as proxy of behavior patterns”, Journal of Applied Psychology, Vol. 89, pp. 322-333.",{"doi":2316},"10.1037\u002F0021-9010.89.2.322",{"id":2318,"createTime":2319,"updateTime":2320,"relativeEntities":2321,"slug":2322,"properties":2323,"entityType":766,"verifyStatus":25,"verifyTime":2319,"verifyNote":767,"syncStatus":28,"languages":2332,"translateLanguages":26,"viewCount":36,"primaryUrl":2333,"fullTextUrl":26,"authors":2334,"publicationType":823,"publisherRelationship":2369,"citationCount":50,"citationInfo":2402,"publishDate":2405,"publishYear":2403,"citationAnalyzeStatus":28,"lastCitationAnalyze":2406,"indexDatabases":26,"openAccess":26,"references":2407,"isForceReanalyzing":1023},"8604869b-57ae-43f3-80e5-2ddc5d95bd35","2024-07-24T14:48:12.533+00:00","2026-04-24T07:18:04.466+00:00",[],"PAYMENT-SYSTEMS-AND-PERFORMANCE-IMPROVEMENT-DESIGN-AND-IMPLEMENTATION",{"keywords":2324,"abstract":2325,"title":2326,"doi":2328,"gsPaper":2330},{},{},{"EN":2327},"PAYMENT SYSTEMS AND PERFORMANCE IMPROVEMENT: DESIGN AND IMPLEMENTATION",{"VOID":2329},"10.1108\u002Feb055127",{"VOID":2331},"[\"9998912394317426530\"]",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002Feb055127\u002Ffull\u002Fhtml",[2335,2352],{"id":2336,"sortIndex":36,"researcher":26,"roles":2337,"affiliations":2338,"properties":2349},"61cf5db5-9de7-4294-9a4c-3ee02e7e4858",[],[2339],{"id":2340,"sortIndex":36,"affiliation":2341,"properties":26},"0864e8e1-583c-4c7c-8838-bf748d8b3a1f",{"id":2342,"createTime":2343,"updateTime":2343,"relativeEntities":2344,"slug":2345,"properties":2346,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"5da1af89-cbe0-48d6-9145-b7168079f556","2024-07-24T14:48:12.546+00:00",[],"Department-of-Management-Manchester-Polytechnic-UK",{"title":2347},{"EN":2348},"Department of Management, Manchester Polytechnic, UK",{"title":2350},{"EN":2351},"RichardThorpe",{"id":2353,"sortIndex":115,"researcher":26,"roles":2354,"affiliations":2355,"properties":2366},"b7f7af21-2627-4758-8d94-a5ab37dc8b12",[],[2356],{"id":2357,"sortIndex":36,"affiliation":2358,"properties":26},"b08b4293-bae1-4edf-8d7a-63b2ce4e70e6",{"id":2359,"createTime":2360,"updateTime":2360,"relativeEntities":2361,"slug":2362,"properties":2363,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"fc72a22d-4cc1-4da3-af14-1c65cecd4d3d","2024-07-24T14:48:12.560+00:00",[],"Pay-Advice-and-Research-Centre-Gibraltar",{"title":2364},{"EN":2365},"Pay Advice and Research Centre, 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A.M., 1986, P.",{},{"id":26,"text":2412,"url":26,"identifiers":2413},"10.1086\u002F221011",{"doi":2412},{"id":26,"text":2415,"url":26,"identifiers":2416},"Mayo E., 1949, The Social Problems of an Industrial Civilization",{},{"id":26,"text":2418,"url":26,"identifiers":2419},"Lupton T., 1963, On the Shop Floor",{},{"id":26,"text":2421,"url":26,"identifiers":2422},"D'Aprix R., 1982, Harvard Business Review",{},{"id":26,"text":2424,"url":26,"identifiers":2425},"Lawler E.E., 1978, Personnel Administrator",{},{"id":26,"text":2427,"url":26,"identifiers":2428},"Vroom V.H., 1973, Leadership and Decision Making, 10.2307\u002Fj.ctt6wrc8r",{"doi":2429},"10.2307\u002Fj.ctt6wrc8r",{"id":26,"text":2431,"url":26,"identifiers":2432},"American Productivity Centre, 1985, A.",{},{"id":2434,"createTime":2435,"updateTime":2435,"relativeEntities":2436,"slug":2437,"properties":2438,"entityType":766,"verifyStatus":25,"verifyTime":2435,"verifyNote":767,"syncStatus":28,"languages":2450,"translateLanguages":26,"viewCount":36,"primaryUrl":2451,"fullTextUrl":26,"authors":2452,"publicationType":823,"publisherRelationship":2472,"citationCount":114,"citationInfo":2504,"publishDate":2506,"publishYear":2507,"citationAnalyzeStatus":28,"lastCitationAnalyze":26,"indexDatabases":26,"openAccess":26,"references":2508,"isForceReanalyzing":1023},"2232401f-ad4f-4a7e-a618-3ff3e534a285","2024-09-12T12:30:45.685+00:00",[],"Exploring-equal-value-dispute-procedures",{"mag":2439,"keywords":2441,"openalex":2442,"abstract":2444,"title":2446,"doi":2448},{"VOID":2440},"1561165846",{},{"VOID":2443},"W1561165846",{"EN":2445},"\u003Cjats:p>The paper seeks to draw attention to the complexity involved in developing fair procedures for assessing equal value in employment. It first highlights different aspects of fairness in relation to employment procedures and some of the problems associated with the use of procedures in relation to job evaluation and sex bias. The paper then explores the nature of the conflicts that are part of equal pay for work of equal value procedures within the UK before examining the nature of power that some have who are involved in procedures both within the workplace and in Employment Tribunal.\u003C\u002Fjats:p>",{"EN":2447},"Exploring equal value dispute procedures",{"VOID":2449},"10.1108\u002F01425450410544498",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002F01425450410544498\u002Ffull\u002Fhtml",[2453],{"id":2454,"sortIndex":36,"researcher":26,"roles":2455,"affiliations":2456,"properties":2467},"b52e2f8c-db58-4b6c-9f29-59ad8589a7d4",[],[2457],{"id":2458,"sortIndex":36,"affiliation":2459,"properties":26},"c5541188-1fec-4dcd-80a9-98d7df224136",{"id":2460,"createTime":2461,"updateTime":2461,"relativeEntities":2462,"slug":2463,"properties":2464,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"6af0d210-0e16-4be7-9a4c-6d2ba85b64db","2024-09-12T12:30:45.724+00:00",[],"-HRM-Department-University-of-Strathclyde-Glasgow-UK-",{"title":2465},{"EN":2466},"(HRM Department, University of Strathclyde, Glasgow, UK)",{"openalex":2468,"title":2470},{"VOID":2469},"A5061306003",{"EN":2471},"Kay Gilbert",{"url":26,"publisher":2473,"properties":2498},{"id":659,"createTime":660,"updateTime":661,"relativeEntities":2474,"slug":663,"properties":2475,"entityType":24,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36,"subjectFields":2481,"manageAffiliations":2482,"indexDatabases":2483,"url":744,"thumbnailPath":26,"statistic":26,"gsStatistic":26,"type":26,"analyzePriority":26},[],{"country":2476,"issn":2477,"introduce":2478,"eissn":2479,"title":2480},{"VOID":666},{"VOID":668},{"EN":670},{"VOID":672},{"EN":674},[],[],[2484,2491],{"id":705,"indexDatabase":2485,"url":720,"indexYears":26,"academicFieldIds":2490,"indexDatabaseRanking":26},{"id":707,"createTime":708,"updateTime":709,"relativeEntities":2486,"label":2487,"description":2488,"key":716,"publicationTags":2489,"standard":26},[],{"EN":712,"VI":712},{"VI":714,"EN":715},[718,719],[722,723],{"id":725,"indexDatabase":2492,"url":738,"indexYears":739,"academicFieldIds":2497,"indexDatabaseRanking":743},{"id":727,"createTime":728,"updateTime":729,"relativeEntities":2493,"label":2494,"description":2495,"key":735,"publicationTags":2496,"standard":26},[],{"EN":732,"VI":732},{"EN":732,"VI":734},[737],[741,742],{"volume":2499,"pages":2501,"issue":2503},{"VOID":2500},"26",{"VOID":2502},"392-403",{"VOID":2401},{"total":114,"publishYear":26,"statisticByYear":2505},{"2012":115,"2023":115},"2004-08-01",2004,[2509,2513,2517,2521,2524,2528,2531,2535,2539,2543,2547,2551,2554,2558,2562,2566,2569,2573,2577,2580,2583],{"id":26,"text":2510,"url":26,"identifiers":2511},"Arnault, E.J., Gordon, L. and Jones, D.H. (2001), “An experimental study of job evaluation and comparable worth”, Industrial & Labour Relations Review, Vol. 54 No. 4, pp. 806‐16.",{"doi":2512},"10.2307\u002F2696113",{"id":26,"text":2514,"url":26,"identifiers":2515},"Behrooz, K. (1995), “Dynamics of job evaluation and the dilemma of wage disparity in the United States”, Journal of Business Ethics, Vol. 14 No. 5, p. 397.",{"doi":2516},"10.1007\u002FBF00872101",{"id":26,"text":2518,"url":26,"identifiers":2519},"Benson, P.G. and Hornsby, J.S. (1988), “The politics of pay: the use of influence tactics in job evaluation committees”, Group and Organization Studies, Vol. 13 No. 2, pp. 208‐24.",{"doi":2520},"10.1177\u002F105960118801300207",{"id":26,"text":2522,"url":26,"identifiers":2523},"Brown, W., Marginson, P. and Walsh, J. (1995), “Management: pay determination and collective bargaining”, in Edwards P. (Ed.), Industrial Relations Theory and Practice in Britain, Blackwell, Oxford, Ch. 5.",{},{"id":26,"text":2525,"url":26,"identifiers":2526},"Dalton, D.R., Todor, W.D. and Owen, C.L. (1987), “Sex effects in workplace justice outcomes: a field assessment”, Journal of Applied Psychology, Vol. 72 No. 1, pp. 156‐60.",{"doi":2527},"10.1037\u002F0021-9010.72.1.156",{"id":26,"text":2529,"url":26,"identifiers":2530},"Edwards, P. (1995), Industrial Relations: Theory and Practice in Britain., Blackwell, Oxford, p. 132.",{},{"id":26,"text":2532,"url":26,"identifiers":2533},"Gilbert, K. and Secker, J. (1995), “Generating equality? Equal pay, decentralisation and the electricity supply industry”, British Journal of Industrial Relations, Vol. 33 No. 2, pp. 191‐207.",{"doi":2534},"10.1111\u002Fj.1467-8543.1995.tb00431.x",{"id":26,"text":2536,"url":26,"identifiers":2537},"Guthrie, R. (2002), “Negotiation, power in conciliation, and review of compensation claims”, Law and Policy, Vol. 24 No. 3, pp. 229‐68.",{"doi":2538},"10.1111\u002F1467-9930.00135",{"id":26,"text":2540,"url":26,"identifiers":2541},"Lind, E.A., Kulick, C.T. and Ambrose, M. (1993), “Individual and corporate dispute resolution: using procedural fairness as a decision heuristic”, Administrative Science Quarterly, Vol. 38 No. 2, pp. 224‐52.",{"doi":2542},"10.2307\u002F2393412",{"id":26,"text":2544,"url":26,"identifiers":2545},"McCabe, D.M. and Rabil, J.M. (2002), “Administering the employment relationship: the ethics of conflict resolution in relation to justice in the workplace”, Journal of Business Ethics, Vol. 36 No. 1\u002F2, pp. 33‐48.",{"doi":2546},"10.1023\u002FA:1014292025671",{"id":26,"text":2548,"url":26,"identifiers":2549},"Mayer, B. (1987), “The dynamics of power in mediation and negotiation”, Mediation Quarterly, Vol. 16, pp. 75‐86.",{"doi":2550},"10.1002\u002Fcrq.39019871610",{"id":26,"text":2552,"url":26,"identifiers":2553},"Roberts, Z. (2004), People Management Magazine, Vol. 12, p. 7.",{},{"id":26,"text":2555,"url":26,"identifiers":2556},"Rutt, S.M. and Doverspike, D. (1999), “Salary and organisational level effects on job evaluation ratings”, Journal of Business and Psychology, Vol. 14 No. 2, pp. 379‐85.",{"doi":2557},"10.1023\u002FA:1022159628727",{"id":26,"text":2559,"url":26,"identifiers":2560},"Saunders, M.N.K. and Thornhill, A. (2003), “Organisational justice, trust and the management of change”, Personnel Review, Vol. 32 No. 3, pp. 360‐75.",{"doi":2561},"10.1108\u002F00483480310467660",{"id":26,"text":2563,"url":26,"identifiers":2564},"Smith, B.N., Hornsby, J.S., Benson, P.G. and Welsolowski, M. (1989), “What's in a name? The impact on job titles on job evaluation results”, Journal of Business and Psychology, Vol. 3 No. 3, pp. 341‐451.",{"doi":2565},"10.1007\u002FBF01023051",{"id":26,"text":2567,"url":26,"identifiers":2568},"TUC (2003), Close the Gap: Equal Pay Pilot Project: Phase 1 Evaluation, TUC, London, 8 July.",{},{"id":26,"text":2570,"url":26,"identifiers":2571},"Welbourne, T.M. and Trevor, C.O. (2000), “The roles of departmental and position power in job evaluation”, Academy of Management Journal, Vol. 43 No. 4, pp. 761‐71.",{"doi":2572},"10.2307\u002F1556366",{"id":26,"text":2574,"url":26,"identifiers":2575},"Dalton, D.R. and Todor, W.D. (1985), “Composition of dyads as a factor in the outcomes of workplace justice: two field assessments”, Academy of Management Journal, Vol. 28 No. 3, pp. 704‐16.",{"doi":2576},"10.5465\u002F256126",{"id":26,"text":2578,"url":26,"identifiers":2579},"DFEE (2001), Simplifying Equal Pay Laws Will Speed up Tribunals, Press Notice 2001\u002F0252, 8 May, DFEE, London.",{},{"id":26,"text":2581,"url":26,"identifiers":2582},"Equal Opportunities Commission (2003), Equal Pay Code of Practice, December, Equal Opportunities Commission, London.",{},{"id":26,"text":2584,"url":26,"identifiers":2585},"Harrison, M.T. (1984), “A field study of the use and perceived effects of discipline in controlling work performance”, Academy of Management Journal, Vol. 27 No. 4, pp. 743‐65.",{"doi":2586},"10.2307\u002F255876",{"id":2588,"createTime":2589,"updateTime":2590,"relativeEntities":2591,"slug":2592,"properties":2593,"entityType":766,"verifyStatus":25,"verifyTime":2603,"verifyNote":767,"syncStatus":28,"languages":2604,"translateLanguages":26,"viewCount":36,"primaryUrl":2605,"fullTextUrl":26,"authors":2606,"publicationType":823,"publisherRelationship":2624,"citationCount":36,"citationInfo":2656,"publishDate":2658,"publishYear":2659,"citationAnalyzeStatus":2660,"lastCitationAnalyze":2661,"indexDatabases":26,"openAccess":26,"references":2662,"isForceReanalyzing":1023},"42c5bf41-27ca-4dba-8112-2c3633b5bebd","2024-04-17T21:50:45.195+00:00","2026-05-25T09:06:54.470+00:00",[],"Diversity-in-the-workplace",{"keywords":2594,"abstract":2595,"title":2597,"doi":2599,"gsPaper":2601},{},{"EN":2596},"\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Purpose\u003C\u002Fjats:title>\u003Cjats:p>Given the growing importance of the Hispanic population in the USA, the increasing presence of this minority at all organizational levels, and the possibility that different subcultures would value different traits when hiring, the purpose of this research was to determine if there were culture‐related differences in the importance placed on 26 job applicant attributes by Hispanics and non‐Hispanics who were involved in hiring.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Design\u002Fmethodology\u002Fapproach\u003C\u002Fjats:title>\u003Cjats:p>This study compares the importance ratings of 26 job selection attributes by Hispanic and non‐Hispanic respondents to determine the hiring criteria that are important to each group, and to see if differences are statistically significant.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Findings\u003C\u002Fjats:title>\u003Cjats:p>Significant differences in mean rating scores were found in 13 of the 26 criteria. The Hispanic sample attached greater importance to subjective traits, while the non‐Hispanic group had higher ratings for objectively‐assessed traits.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Practical implications\u003C\u002Fjats:title>\u003Cjats:p>Given organizational efforts to increase diversity and changing demographics in the US workforce, the results of this study should prove useful to individuals and organizations in the private and public sectors. The findings show that Hispanic and non‐Hispanic respondents had significantly different perceptions with regard to the importance of certain hiring criteria and hence, may assess candidates differently because of what they consider important.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Originality\u002Fvalue\u003C\u002Fjats:title>\u003Cjats:p>These findings should lead to better understanding among US subcultures, help organizations manage cultural diversity, assist academicians in preparing students for business careers, and improve the matching process between hiring organizations and job applicants.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>",{"EN":2598},"Diversity in the workplace",{"VOID":2600},"10.1108\u002F01425450610639356",{"VOID":2602},"[\"434307687941564990\"]","2024-06-24T08:27:02.003+00:00",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002F01425450610639356\u002Ffull\u002Fhtml",[2607],{"id":2608,"sortIndex":36,"researcher":26,"roles":2609,"affiliations":2610,"properties":2621},"4d129a05-2429-4e29-ba28-aef0967d595e",[],[2611],{"id":2612,"sortIndex":36,"affiliation":2613,"properties":26},"10b58814-70d5-4075-9e3c-6a91f2ed20ac",{"id":2614,"createTime":2615,"updateTime":2615,"relativeEntities":2616,"slug":2617,"properties":2618,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"16563733-5369-4548-add3-050c1b9cf821","2024-04-20T13:03:16.144+00:00",[],"Stetson-School-of-Business-and-Economics-Mercer-University-Atlanta-Georgia-USA",{"title":2619},{"EN":2620},"Stetson School of Business and Economics, Mercer University, Atlanta, Georgia, USA",{"title":2622},{"EN":2623},"Spero C.Peppas",{"url":26,"publisher":2625,"properties":2650},{"id":659,"createTime":660,"updateTime":661,"relativeEntities":2626,"slug":663,"properties":2627,"entityType":24,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36,"subjectFields":2633,"manageAffiliations":2634,"indexDatabases":2635,"url":744,"thumbnailPath":26,"statistic":26,"gsStatistic":26,"type":26,"analyzePriority":26},[],{"country":2628,"issn":2629,"introduce":2630,"eissn":2631,"title":2632},{"VOID":666},{"VOID":668},{"EN":670},{"VOID":672},{"EN":674},[],[],[2636,2643],{"id":705,"indexDatabase":2637,"url":720,"indexYears":26,"academicFieldIds":2642,"indexDatabaseRanking":26},{"id":707,"createTime":708,"updateTime":709,"relativeEntities":2638,"label":2639,"description":2640,"key":716,"publicationTags":2641,"standard":26},[],{"EN":712,"VI":712},{"VI":714,"EN":715},[718,719],[722,723],{"id":725,"indexDatabase":2644,"url":738,"indexYears":739,"academicFieldIds":2649,"indexDatabaseRanking":743},{"id":727,"createTime":728,"updateTime":729,"relativeEntities":2645,"label":2646,"description":2647,"key":735,"publicationTags":2648,"standard":26},[],{"EN":732,"VI":732},{"EN":732,"VI":734},[737],[741,742],{"volume":2651,"pages":2653,"issue":2655},{"VOID":2652},"28",{"VOID":2654},"119-129",{"VOID":1734},{"total":36,"publishYear":36,"statisticByYear":2657},{},"2006-03-01",2006,"DONE_ANALYZE_CITATION","2026-05-25T09:06:54.469+00:00",[2663,2667,2671,2675,2678,2681,2684,2687,2690,2693,2697,2700,2703,2706,2710,2713,2716,2719,2723,2726,2730,2733,2736,2740,2743,2747,2750,2753,2757,2761,2764,2767,2770,2773,2776,2779,2782,2785,2788],{"id":26,"text":2664,"url":26,"identifiers":2665},"Adams, T. and McQuillan, K. (2000), “New jobs, new workers? Organizational restructuring and management hiring decisions”, Relations Industrielles, Vol. 55 No. 3, pp. 391‐413.",{"doi":2666},"10.7202\u002F051326ar",{"id":26,"text":2668,"url":26,"identifiers":2669},"Boatwright, E.W. and Stamps, M. (1988), “Employers' importance ratings of student characteristics: a conjoint analysis approach”, Journal of Marketing Education, Vol. 10 No. 2, pp. 74‐8.",{"doi":2670},"10.1177\u002F027347538801000212",{"id":26,"text":2672,"url":26,"identifiers":2673},"Cable, D.M. and Judge, T.A. (1997), “Interviewers' perceptions of person‐organization fit and organizational selection decisions”, Journal of Applied Psychology, Vol. 82 No. 4, pp. 546‐61.",{"doi":2674},"10.1037\u002F0021-9010.82.4.546",{"id":26,"text":2676,"url":26,"identifiers":2677},"Canadian Manager (1993), “Interpersonal skills”, Canadian Manager, Vol. 18 No. 1, p. 26.",{},{"id":26,"text":2679,"url":26,"identifiers":2680},"Chang, J. and Cohen, A. (2003), “New hires: fit the profile or don't apply”, Sales & Marketing Management, Vol. 155 No. 3, p. 11.",{},{"id":26,"text":2682,"url":26,"identifiers":2683},"Daniels, J.D. and Radebaugh, L.H. (1995), International Business, Addison‐Wesley Publishing Company, Reading, MA.",{},{"id":26,"text":2685,"url":26,"identifiers":2686},"Delgado, M.J.G. (1994), “Latinos\u002FLatinas at work: cultural considerations”, Public Manager, Vol. 23 No. 3, pp. 36‐8.",{},{"id":26,"text":2688,"url":26,"identifiers":2689},"Doyle, K. (1992), “Mastering motivation”, Incentive,, Vol. 166 No. 3, pp. 20‐3.",{},{"id":26,"text":2691,"url":26,"identifiers":2692},"Gonzalez, G. (2004), “Hispanic vs Latino survey by comScore Dec. 2002”, 15 September, Ahorre Marketing, New Fairfield, CT, available at: www.ahorre.com\u002Farchives\u002F2004\u002F09\u002Fhispanic_vs_lat_1.html (accessed November 11, 2004).",{},{"id":26,"text":2694,"url":26,"identifiers":2695},"Graves, L.M. and Karren, R.J. (1992), “Interviewer decision processes and effectiveness: an experimental policy‐capturing investigation”, Personnel Psychology, Vol. 45 No. 2, pp. 313‐40.",{"doi":2696},"10.1111\u002Fj.1744-6570.1992.tb00852.x",{"id":26,"text":2698,"url":26,"identifiers":2699},"Greenberg, H. and Amabile, D. (1996), “The personality of a top salesperson”, Agency Sales Magazine, Vol. 26 No. 11, pp. 40‐1.",{},{"id":26,"text":2701,"url":26,"identifiers":2702},"Greenberg, J. and Greenberg, H. (1989), “How to hire the best employees in the 1990s”, Agency Sales, Vol. 19 No. 12, pp. 16‐19.",{},{"id":26,"text":2704,"url":26,"identifiers":2705},"Griffin, R.W. and Pustay, M.W. (1996), International Business, Addison Wesley Publishing Company, Reading, MA.",{},{"id":26,"text":2707,"url":26,"identifiers":2708},"Gummer, B. (2000), “Workplace diversity and the global economy”, Administration in Social Work, Vol. 24 No. 1, pp. 75‐93.",{"doi":2709},"10.1300\u002FJ147v24n01_05",{"id":26,"text":2711,"url":26,"identifiers":2712},"Hafer, J.C. and Hoth, C.C. (1981), “Job selection attributes: employer preferences vs. student perceptions”, Journal of College Placement, Winter, pp. 54‐7.",{},{"id":26,"text":2714,"url":26,"identifiers":2715},"Harris, P.R. and Moran, R.T. (1996), Managing Cultural Differences, Gulf Publishing Company, Houston, TX.",{},{"id":26,"text":2717,"url":26,"identifiers":2718},"Hill, J.S. and Birdseye, M. (1989), “Salesperson selection in multinational corporations: an empirical study”, Journal of Personal Selling & Sales Management, Vol. 9 No. 2, pp. 39‐47.",{},{"id":26,"text":2720,"url":26,"identifiers":2721},"Hofstede, G. (1983), “The cultural relativity of organizational practices and theories”, Journal of International Business Studies, Vol. 14 No. 2, pp. 75‐89.",{"doi":2722},"10.1057\u002Fpalgrave.jibs.8490867",{"id":26,"text":2724,"url":26,"identifiers":2725},"Holland, A.M. and Herron, B. (1982), “The importance of job selection attributes: congruence between employer reports and MBA students' perception”, Proceedings of the Southern Management Association, pp. 242‐4.",{},{"id":26,"text":2727,"url":26,"identifiers":2728},"McGee, M.K. (2004), “Soft skills can boost careers”, Information Week, Vol. 593, 19 August, available at: www.informationweek.com\u002F593\u002F93caskl.htm (accessed 18 November, 2004).",{"doi":2729},"10.1002\u002Fhyp.5173",{"id":26,"text":2731,"url":26,"identifiers":2732},"McKendrick, J. (1986), “Managers talk about careers”, Management World, Vol. 15 No. 7, pp. 18‐19.",{},{"id":26,"text":2734,"url":26,"identifiers":2735},"Management Accounting (2000), “How to succeed at interviews”, Management Accounting, Vol. 78 No. 4, p. 42.",{},{"id":26,"text":2737,"url":26,"identifiers":2738},"Marlowe, C.M., Schneider, S.L. and Nelson, C.E. (1996), “Gender and attractiveness biases in hiring decisions: are more experienced managers less biased?”, Journal of Applied Psychology, Vol. 81 No. 1, pp. 11‐21.",{"doi":2739},"10.1037\u002F0021-9010.81.1.11",{"id":26,"text":2741,"url":26,"identifiers":2742},"Messmer, M. (2003), “Five things to look for in job candidates”, Strategic Finance, Vol. 85 No. 3, pp. 15‐16.",{},{"id":26,"text":2744,"url":26,"identifiers":2745},"Murray, J.P. (1999), “Successfully hiring and retaining IT personnel”, Information Systems Management, Vol. 16 No. 2, pp. 18‐24.",{"doi":2746},"10.1201\u002F1078\u002F43188.16.2.19990301\u002F31172.4",{"id":26,"text":2748,"url":26,"identifiers":2749},"Myszkowski, G.J. and Sloan, S. (1991), “Hiring by blueprint”, HR Magazine, Vol. 36 No. 5, pp. 55‐8.",{},{"id":26,"text":2751,"url":26,"identifiers":2752},"Office of Personnel Management (2001), Report to the President on Hispanic Employment in the Federal Government, available at: www.opm.gov\u002Fdiversity\u002Fhispanic\u002F2001Report2Pres00.asp (accessed November 14, 2004).",{},{"id":26,"text":2754,"url":26,"identifiers":2755},"Peppas, S.C. (2001), “Subcultural similarities and differences: an examination of US core values”, Cross Cultural Management, Vol. 8 No. 1, pp. 59‐70.",{"doi":2756},"10.1108\u002F13527600110797209",{"id":26,"text":2758,"url":26,"identifiers":2759},"Peppas, S.C., Peppas, S.R. and Jin, K. (1999), “Choosing the right employee: Chinese vs US preferences”, Management Decision, Vol. 37 No. 1, pp. 7‐13.",{"doi":2760},"10.1108\u002F00251749910251978",{"id":26,"text":2762,"url":26,"identifiers":2763},"Personnel Journal (1992), “Questionnaire helps identify top sales producers”, Personnel Journal, June Supplement, p. 6.",{},{"id":26,"text":2765,"url":26,"identifiers":2766},"Rodriguez, R. (2004), “Tapping the Hispanic labor pool”, HRMagazine, Vol. 49 No. 4, pp. 72‐7.",{},{"id":26,"text":2768,"url":26,"identifiers":2769},"Roosevelt, T.R. Jr (1996), “Redefining diversity”, HR Focus, Vol. 73 No. 4, pp. 6‐7.",{},{"id":26,"text":2771,"url":26,"identifiers":2772},"Siegel, G. (2000), “Skills needed for entry‐level management accounting positions”, Strategic Finance, Vol. 81 No. 10, pp. 79‐80.",{},{"id":26,"text":2774,"url":26,"identifiers":2775},"Silverhart, T.A. and Hinchcliffe, R.H. (1996), “New selection tool assesses candidate\u002Fagency fit”, LIMRA's MarketFacts, Vol. 15 No. 3, pp. 4‐6.",{},{"id":26,"text":2777,"url":26,"identifiers":2778},"Terry‐Azios, D.A. (1999), “Recruiting diversity”, Hispanic, Vol. 12 No. 9, p. 88.",{},{"id":26,"text":2780,"url":26,"identifiers":2781},"US Census Bureau (2003a), “Hispanic population reaches all‐time high of 38.8 million, new census bureau estimates show”, available at: www.census.gov\u002FPress‐Release\u002Fwww\u002F2003\u002Fcb03‐100.html (accessed November 11, 2004).",{},{"id":26,"text":2783,"url":26,"identifiers":2784},"US Census Bureau (2003b), “The Hispanic population of the United States: March 2002”, available at: www.census.gov\u002Fprod\u002F2003pubs\u002Fp20‐545.pdf (accessed November 12, 2004).",{},{"id":26,"text":2786,"url":26,"identifiers":2787},"Vessenes, P.M. (2001), “Are they right for the job?”, Journal of Financial Planning, Vol. 14 No. 4, pp. 52‐4.",{},{"id":26,"text":2789,"url":26,"identifiers":2790},"Wade, K.J. and Kinicki, A.J. (1995), “Examining objective and subjective applicant qualifications within a process model of interview selection decisions”, Academy of Management Journal: Best Papers Proceedings, Academy of Management, Briarcliff Manor, NY, pp. 151‐5.",{"doi":2791},"10.5465\u002Fambpp.1995.17536398",{"id":2793,"createTime":2794,"updateTime":2795,"relativeEntities":2796,"slug":2797,"properties":2798,"entityType":766,"verifyStatus":25,"verifyTime":2808,"verifyNote":767,"syncStatus":28,"languages":2809,"translateLanguages":26,"viewCount":36,"primaryUrl":2810,"fullTextUrl":26,"authors":2811,"publicationType":823,"publisherRelationship":2848,"citationCount":36,"citationInfo":2881,"publishDate":2883,"publishYear":2884,"citationAnalyzeStatus":2885,"lastCitationAnalyze":2886,"indexDatabases":26,"openAccess":26,"references":2887,"isForceReanalyzing":1023},"ce8c6457-660b-445f-8105-33f88997f927","2024-04-17T08:35:47.477+00:00","2026-05-31T15:00:47.740+00:00",[],"Mid-Career-Change",{"keywords":2799,"abstract":2800,"title":2802,"doi":2804,"gsPaper":2806},{},{"EN":2801},"\u003Cjats:p>The research summarized focuses on the career change experiences of\nmanagers and professionals over the ages of 35. An initial pilot study\nwas conducted and formed the basis of a questionnaire which was\ndistributed to a sample of successful and unsuccessful career changers.\nIn addition, a third group of participants were tracked for six months\nas they pursued a career change. In seeking to identify the key factors\npredictive of a successful mid‐career change, the research findings\nsuggest that this is linked to three variables. Age itself did not\nemerge as a major explanatory variable.\u003C\u002Fjats:p>",{"EN":2803},"Mid‐Career Change",{"VOID":2805},"10.1108\u002F01425459410073997",{"VOID":2807},"[\"1463067304160657207\"]","2024-05-16T09:22:13.293+00:00",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002F01425459410073997\u002Ffull\u002Fhtml",[2812,2829],{"id":2813,"sortIndex":36,"researcher":26,"roles":2814,"affiliations":2815,"properties":2826},"55e2bf65-97c9-4670-a7a1-c4d701c13b92",[],[2816],{"id":2817,"sortIndex":36,"affiliation":2818,"properties":26},"eadc348c-ba0c-4c75-b73b-58e1fa9cc7ed",{"id":2819,"createTime":2820,"updateTime":2820,"relativeEntities":2821,"slug":2822,"properties":2823,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"c66b4a72-4383-4417-8eef-c5f986f54bcd","2024-04-17T08:35:47.494+00:00",[],"Lecturer-at-the-Liverpool-Community-College-Liverpool-L13-0BQ-England-",{"title":2824},{"EN":2825},"Lecturer at the Liverpool Community College, Liverpool L13 0BQ, England.",{"title":2827},{"EN":2828},"TeresaHolmes",{"id":2830,"sortIndex":115,"researcher":26,"roles":2831,"affiliations":2832,"properties":2843},"ee69d3bf-d8e9-4bbb-8bf6-f81afd1c4447",[],[2833],{"id":2834,"sortIndex":36,"affiliation":2835,"properties":26},"01744dfc-56c5-4221-b869-f72026811aef",{"id":2836,"createTime":2837,"updateTime":2837,"relativeEntities":2838,"slug":2839,"properties":2840,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"6f92aac2-fa76-466e-ab23-878344d9c135","2024-04-17T08:35:47.547+00:00",[],"Lecturer-in-Organisational-Psychology-in-the-Manchester-School-of-Management-UMIST-Manchester-M60-1QD-England-",{"title":2841},{"EN":2842},"Lecturer in Organisational Psychology in the Manchester School of Management, UMIST, Manchester M60 1QD, England.",{"title":2844,"gsAuthor":2846},{"EN":2845},"SueCartwright",{"VOID":2847},"[\"B01Zkj8AAAAJ\"]",{"url":26,"publisher":2849,"properties":2874},{"id":659,"createTime":660,"updateTime":661,"relativeEntities":2850,"slug":663,"properties":2851,"entityType":24,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36,"subjectFields":2857,"manageAffiliations":2858,"indexDatabases":2859,"url":744,"thumbnailPath":26,"statistic":26,"gsStatistic":26,"type":26,"analyzePriority":26},[],{"country":2852,"issn":2853,"introduce":2854,"eissn":2855,"title":2856},{"VOID":666},{"VOID":668},{"EN":670},{"VOID":672},{"EN":674},[],[],[2860,2867],{"id":705,"indexDatabase":2861,"url":720,"indexYears":26,"academicFieldIds":2866,"indexDatabaseRanking":26},{"id":707,"createTime":708,"updateTime":709,"relativeEntities":2862,"label":2863,"description":2864,"key":716,"publicationTags":2865,"standard":26},[],{"EN":712,"VI":712},{"VI":714,"EN":715},[718,719],[722,723],{"id":725,"indexDatabase":2868,"url":738,"indexYears":739,"academicFieldIds":2873,"indexDatabaseRanking":743},{"id":727,"createTime":728,"updateTime":729,"relativeEntities":2869,"label":2870,"description":2871,"key":735,"publicationTags":2872,"standard":26},[],{"EN":732,"VI":732},{"EN":732,"VI":734},[737],[741,742],{"volume":2875,"pages":2877,"issue":2879},{"VOID":2876},"16",{"VOID":2878},"58-72",{"VOID":2880},"7",{"total":36,"publishYear":36,"statisticByYear":2882},{},"1994-11-01",1994,"ERROR_IN_ANALYZE_CITATION","2026-05-31T15:00:47.739+00:00",[2888,2891,2895,2898,2901,2904,2907,2910,2913,2916,2920,2923,2927,2930,2933,2936,2939,2942,2946,2949,2952,2955,2959,2963,2967,2971,2974,2978,2981,2984,2987,2991,2995,2999,3003,3007,3011,3014,3017,3021,3025,3029,3033,3036,3039],{"id":26,"text":2889,"url":26,"identifiers":2890},"1. 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O′Brien, G.F., “Locus of Control, Work and Retirement”, in Lefcourt, H.M. (Ed.), Research in Locus of Control, Vol. 3, Academic Press, New York, NY, 1983.",{},{"id":26,"text":2975,"url":26,"identifiers":2976},"27. Spector, P.E., “Behaviour in Organizations as a Function of an Employee′s Locus of\nControl”, Psychological Bulletin, Vol. 91, 1982, pp. 482‐97.",{"doi":2977},"10.1037\u002F0033-2909.91.3.482",{"id":26,"text":2979,"url":26,"identifiers":2980},"28. Haire, M. et al., Managerial Thinking: An International Study, Wiley,\nNew York, NY, 1963.",{},{"id":26,"text":2982,"url":26,"identifiers":2983},"29. Cox, C.J. and Cooper, C.L., High Flyers: An Anatomy of Managerial Success, Blackwell, Oxford, 1988.",{},{"id":26,"text":2985,"url":26,"identifiers":2986},"30. Moore, K.K. and Cox, J.A., “Doctor, Lawyer...or Indian Chief? The Effects of\nBirth Order”, Baylor Business Review, Winter, Vol. 8 No. 1, 1990, pp.\n18‐21.",{},{"id":26,"text":2988,"url":26,"identifiers":2989},"31. Zajonc, R.B. and Markus, G.B., “Birth Order and Intellectual Development\n”, Psychological Review, Vol. 82, 1975, pp. 74‐88.",{"doi":2990},"10.1037\u002Fh0076229",{"id":26,"text":2992,"url":26,"identifiers":2993},"32. Altus, W.C., “Birth\nOrder and its Sequelae”, Science, Vol. 151, 1966, pp. 44‐9.",{"doi":2994},"10.1126\u002Fscience.151.3706.44",{"id":26,"text":2996,"url":26,"identifiers":2997},"33. Carrigan, W.C. and Julian, J.W., “Sex and Birth Order Differences in Conformity as\na Function of Need Afffliation Arousal”, Journal of\nPersonality and Social Psychology, Vol. III, 1966, pp. 479‐82.",{"doi":2998},"10.1037\u002Fh0023018",{"id":26,"text":3000,"url":26,"identifiers":3001},"34. Dubno, P., Bedrosian, H. and Freedman, R., “Birth Order, Conformity\nand Management Achievement”, Personnel Psychology,\nVol. 22, 1969, pp. 269‐79.",{"doi":3002},"10.1111\u002Fj.1744-6570.1969.tb00332.x",{"id":26,"text":3004,"url":26,"identifiers":3005},"35. Dubno, P. and Freedman, R.D., “Birth Order, Educational Achievement and\nManagerial Attainment”, Personnel Psychology, Vol.\n24, 1971, pp. 63‐70.",{"doi":3006},"10.1111\u002Fj.1744-6570.1971.tb00359.x",{"id":26,"text":3008,"url":26,"identifiers":3009},"36. Berger, P.K. and Ivancevich, J.M., “Birth Order, Educational and\nManagerial Achievement”, Management Journal, Vol.\n16, 1973, pp. 515‐19.",{"doi":3010},"10.5465\u002F255012",{"id":26,"text":3012,"url":26,"identifiers":3013},"37. Toman, W., “Birth\nOrder Rules All”, Psychology Today, December 1970, pp. 45‐69.",{},{"id":26,"text":3015,"url":26,"identifiers":3016},"38. Oliver, P. and Birnbaum, S., “Birth Order and Personality”, Scholastic Choices, March 1987, pp. 87‐8.",{},{"id":26,"text":3018,"url":26,"identifiers":3019},"39. Hedderson, J., SPSS\u002FPC+\nMade Simple, Wadsworth, CA, 1991.",{"doi":3020},"10.1177\u002F089443939100900224",{"id":26,"text":3022,"url":26,"identifiers":3023},"40. Cronbach, L.J., “Coefficient Alpha and the Internal Structure of Tests”,\nPsychometrika, Vol. 16, 1951, pp.\n475‐94.",{"doi":3024},"10.1007\u002FBF02310555",{"id":26,"text":3026,"url":26,"identifiers":3027},"41. Kinicki, A.J., “Predicting Occupational Role Choice after Involuntary Job Loss\n”, Journal ofVocational Behaviour, Vol. 35\nNo. 2, October 1989, pp. 204‐18.",{"doi":3028},"10.1016\u002F0001-8791(89)90041-9",{"id":26,"text":3030,"url":26,"identifiers":3031},"42. Coulson‐Thomas, C., Too\nOld at 40?, British Institute of Management, London, 1989.",{"doi":3032},"10.1108\u002FEUM0000000003811",{"id":26,"text":3034,"url":26,"identifiers":3035},"43. Employment Department, Labour Market Quarterly Report, May, Skills and\nEnterprise Network Publications, Sheffield, 1992.",{},{"id":26,"text":3037,"url":26,"identifiers":3038},"44. 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Doering, M. et al.,\nThe Aging Worker, Sage, Beverly Hills, CA, 1983.",{},{"id":3043,"createTime":3044,"updateTime":3044,"relativeEntities":3045,"slug":3046,"properties":3047,"entityType":766,"verifyStatus":25,"verifyTime":3055,"verifyNote":767,"syncStatus":28,"languages":3056,"translateLanguages":26,"viewCount":36,"primaryUrl":3057,"fullTextUrl":26,"authors":3058,"publicationType":823,"publisherRelationship":3090,"citationCount":26,"citationInfo":26,"publishDate":3122,"publishYear":2659,"citationAnalyzeStatus":28,"lastCitationAnalyze":26,"indexDatabases":26,"openAccess":26,"references":3123,"isForceReanalyzing":1023},"5e7eb31c-179d-42fb-b137-8ed00a23206c","2024-07-25T00:29:16.169+00:00",[],"Grievance-management-and-its-links-to-workplace-justice",{"keywords":3048,"abstract":3049,"title":3051,"doi":3053},{},{"EN":3050},"\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Purpose\u003C\u002Fjats:title>\u003Cjats:p>The purpose of this paper is to explore the influence of workers' demographic characteristics on their perceptions of procedural justice from grievance management. A related aim is to determine whether procedural justice perceptions have an impact on perceptions of distributive justice.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Design\u002Fmethodology\u002Fapproach\u003C\u002Fjats:title>\u003Cjats:p>The study is based on a survey of 660 employees across the public and private sectors. Perceptions were measured with the use of a dichotomous scale, and logistic regression analysis was applied to test the relationships between the dependent and independent variables.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Findings\u003C\u002Fjats:title>\u003Cjats:p>Except for education, demographic characteristics made no significant difference to workers' perceptions of procedural justice afforded by grievance procedures. Perceptions of procedural justice, however, had an impact on perceived distributive justice.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Research limitations\u002Fimplications\u003C\u002Fjats:title>\u003Cjats:p>The use of dichotomous response sets prevented the use of factor analysis. Logistic regression analysis compensated for the inability to use ANOVA. Further research is needed to explain why education moreso that any other demographic characteristic would influence procedural justice perceptions of grievance management. Research is also required to isolate the effects of justice perceptions on satisfaction with the trade union and organizational citizenship behaviours.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Practical implications\u003C\u002Fjats:title>\u003Cjats:p>Failure to pay careful attention to procedural justice can create problems for managers, workers and unions.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>\u003Cjats:sec>\u003Cjats:title content-type=\"abstract-heading\">Originality\u002Fvalue\u003C\u002Fjats:title>\u003Cjats:p>This paper highlights the need to pay due attention to procedural justice. It continues a line of inquiry on workplace justice that has only recently been initiated in Barbados.\u003C\u002Fjats:p>\u003C\u002Fjats:sec>",{"EN":3052},"Grievance management and its links to workplace justice",{"VOID":3054},"10.1108\u002F01425450710714496","2024-07-25T00:29:16.168+00:00",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002F01425450710714496\u002Ffull\u002Fhtml",[3059,3077],{"id":3060,"sortIndex":36,"researcher":26,"roles":3061,"affiliations":3062,"properties":3074},"1bf3f6ea-752b-4bab-b2a0-6ffb91abed84",[],[3063],{"id":3064,"sortIndex":36,"affiliation":3065,"properties":26},"82ec689d-c358-4ff4-96e0-0f2a67076cd1",{"id":3066,"createTime":3067,"updateTime":3068,"relativeEntities":3069,"slug":3070,"properties":3071,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"6846b2c6-c015-4d33-8765-ad5e7e768e44","2024-01-19T19:38:15.511+00:00","2024-07-25T00:29:16.181+00:00",[],"Department-of-Management-Studies-University-of-the-West-Indies-Bridgetown-Barbados",{"title":3072},{"VI":3073},"Department of Management Studies, University of the West Indies, Bridgetown, Barbados",{"title":3075},{"EN":3076},"LawrenceNurse",{"id":3078,"sortIndex":115,"researcher":26,"roles":3079,"affiliations":3080,"properties":3087},"2971bb89-da1b-44a4-a11f-02eb8099b6d6",[],[3081],{"id":3082,"sortIndex":36,"affiliation":3083,"properties":26},"6f5cf745-279c-467d-bd1c-38bfe730a706",{"id":3066,"createTime":3067,"updateTime":3068,"relativeEntities":3084,"slug":3070,"properties":3085,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},[],{"title":3086},{"VI":3073},{"title":3088},{"EN":3089},"DwayneDevonish",{"url":26,"publisher":3091,"properties":3116},{"id":659,"createTime":660,"updateTime":661,"relativeEntities":3092,"slug":663,"properties":3093,"entityType":24,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36,"subjectFields":3099,"manageAffiliations":3100,"indexDatabases":3101,"url":744,"thumbnailPath":26,"statistic":26,"gsStatistic":26,"type":26,"analyzePriority":26},[],{"country":3094,"issn":3095,"introduce":3096,"eissn":3097,"title":3098},{"VOID":666},{"VOID":668},{"EN":670},{"VOID":672},{"EN":674},[],[],[3102,3109],{"id":705,"indexDatabase":3103,"url":720,"indexYears":26,"academicFieldIds":3108,"indexDatabaseRanking":26},{"id":707,"createTime":708,"updateTime":709,"relativeEntities":3104,"label":3105,"description":3106,"key":716,"publicationTags":3107,"standard":26},[],{"EN":712,"VI":712},{"VI":714,"EN":715},[718,719],[722,723],{"id":725,"indexDatabase":3110,"url":738,"indexYears":739,"academicFieldIds":3115,"indexDatabaseRanking":743},{"id":727,"createTime":728,"updateTime":729,"relativeEntities":3111,"label":3112,"description":3113,"key":735,"publicationTags":3114,"standard":26},[],{"EN":732,"VI":732},{"EN":732,"VI":734},[737],[741,742],{"volume":3117,"pages":3119,"issue":3121},{"VOID":3118},"29",{"VOID":3120},"89-109",{"VOID":2154},"2006-11-29",[3124,3128,3131,3135,3139,3143,3146,3149,3153,3157,3161,3164,3168,3172,3176,3179,3183,3187,3190,3194,3198,3202,3206,3210,3213,3217,3220,3224,3227,3231,3235,3239,3242,3246,3249,3253,3256,3259,3262,3265,3269,3273,3277,3280,3284,3288,3292,3295,3299,3303,3307,3310,3314,3318],{"id":26,"text":3125,"url":26,"identifiers":3126},"Alexander, S., Sinclair, R.R. and Tetrick, L.E. (1995), “The role of organizational justice in defining and maintaining the employment relationship”, in Tetrick, L.E. and Barling, J. (Eds), Changing Employment Relations: Behavioral and Social Perspectives, American Psychological Association, Washington, DC.",{"doi":3127},"10.1037\u002F10185-003",{"id":26,"text":3129,"url":26,"identifiers":3130},"Beugre, C.D. (1998), Managing Fairness in Organisations, Quorum Books, Westport, CT.",{},{"id":26,"text":3132,"url":26,"identifiers":3133},"Bret, J.M. (1980), “Why employees want unions”, Organizational Dynamics, Spring, pp. 47‐59.",{"doi":3134},"10.1016\u002F0090-2616(80)90048-0",{"id":26,"text":3136,"url":26,"identifiers":3137},"Clark, P.F. and Gallagher, D.G. (1989), “Building member commitment to the union: the role of the grievance procedure”, Workplace Topics, Vol. 1 No. 2, pp. 16‐21.",{"doi":3138},"10.1111\u002Fj.1468-2338.1990.tb00848.x",{"id":26,"text":3140,"url":26,"identifiers":3141},"Cohen‐Carash, Y. and Spector, P.E. (2001), “The role of justice in organizations: a meta analysis”, Organisational Behaviour and Human Decision Processes, Vol. 86 No. 2, pp. 278‐321.",{"doi":3142},"10.1006\u002Fobhd.2001.2958",{"id":26,"text":3144,"url":26,"identifiers":3145},"Davey, H.W., Bognanno, M.F. and Estenson, D.L. (1982), Contemporary Collective Bargaining, Prentice Hall, Englewood Cliffs, NJ.",{},{"id":26,"text":3147,"url":26,"identifiers":3148},"Field, A. (2005), Discovering Statistics Using SPSS for Windows, 2nd ed., Sage, Thousand Oaks, CA.",{},{"id":26,"text":3150,"url":26,"identifiers":3151},"Fiortio, F., Gallagher, D.G. and Fukami, C.V. (1988), “Satisfaction with union representation”, Industrial and Labor Relations Review, Vol. 41 No. 2, pp. 294‐307.",{"doi":3152},"10.1177\u002F001979398804100210",{"id":26,"text":3154,"url":26,"identifiers":3155},"Folger, R. and Cropanzano, R. (1998), Organizational Justice and Human Resource Management, Sage, Thousand Oaks, CA.",{"doi":3156},"10.4135\u002F9781452225777",{"id":26,"text":3158,"url":26,"identifiers":3159},"Feuille, P. and Chachere, D.R. (1995), “Looking fair or being fair: remedial voice procedures in nonunion workplaces”, Journal of Management, Vol. 21 No. 1, pp. 27‐42.",{"doi":3160},"10.1177\u002F014920639502100102",{"id":26,"text":3162,"url":26,"identifiers":3163},"Freeman, R.B. and Medoff, R.L. (1984), What Do Unions Do?, Basic Books, New York, NY.",{},{"id":26,"text":3165,"url":26,"identifiers":3166},"Fryxell, G.E. (1992), “Perceptions of justice afforded by formal grievance systems as predictors of a belief in a just workplace”, Journal of Business Ethics, Vol. 11 No. 8, pp. 635‐47.",{"doi":3167},"10.1007\u002FBF00872275",{"id":26,"text":3169,"url":26,"identifiers":3170},"Fryxell, G.E. and Gordon, M.E. (1989), “Workplace justice and job satisfaction as predictors of satisfaction with the union and management”, Academy of Management Journal, Vol. 32, pp. 851‐6.",{"doi":3171},"10.2307\u002F256571",{"id":26,"text":3173,"url":26,"identifiers":3174},"Gordon, M.E. and Bowlby, R.L. (1988), “Propositions about grievance settlements: finally, consultation with grievants”, Personnel Psychology, Vol. 41, pp. 309‐29.",{"doi":3175},"10.1111\u002Fj.1744-6570.1988.tb00634.x",{"id":26,"text":3177,"url":26,"identifiers":3178},"Gordon, M.E. and Fryxell, G.E. (1993), “The role of interpersonal justice in organizational grievance systems”, in Cropanzano, R. (Ed.), Justice in the Workplace: Approaching Fairness in Human Resource Management, Lawrence Erlbaum Associates, Hillsdale, NJ.",{},{"id":26,"text":3180,"url":26,"identifiers":3181},"Gordon, M.E., Barling, J. and Tetrick, L.E. (1995), “Some remaining challenges in a time of changing employment relations”, in Tetrick, L.E. and Barling, J. (Eds), Behavioural and Social Perspectives on Changing Employment Relations, American Psychological Association, Washington, DC, pp. 349‐66.",{"doi":3182},"10.1037\u002F10185-017",{"id":26,"text":3184,"url":26,"identifiers":3185},"Hoffmann, E.A. (2005), “Dispute resolution in a worker cooperative: formal procedures and procedural justice”, Law and Society, Vol. 39 No. 1, pp. 51‐82.",{"doi":3186},"10.1111\u002Fj.0023-9216.2005.00077.x",{"id":26,"text":3188,"url":26,"identifiers":3189},"Holley, W.H., Jennings, K.M. and Worley, P. (2001), The Labor Relations Process, 5th ed., The Dryden Press, New York, NY.",{},{"id":26,"text":3191,"url":26,"identifiers":3192},"Jarley, P., Kuruvilla, S. and Casteel, D. (1990), “Member‐union relations and union satisfaction”, Industrial Relations, Vol. 29 No. 1.",{"doi":3193},"10.1111\u002Fj.1468-232X.1990.tb00746.x",{"id":26,"text":3195,"url":26,"identifiers":3196},"Kim, J.‐Y., Moon, J., Han, D. and Surinder, T. (2004), “Perceptions of justice and employee willingness to engage in customer‐oriented behaviour”, Journal of Services Marketing, Vol. 18 No. 4, pp. 267‐75.",{"doi":3197},"10.1108\u002F08876040410542263",{"id":26,"text":3199,"url":26,"identifiers":3200},"Klaas, B.S. (1989), “Determinants of grievance activity and the grievance system's impact on employee behaviour: an integrative perspective”, Academy of Management Review, Vol. 14, pp. 445‐58.",{"doi":3201},"10.5465\u002Famr.1989.4279079",{"id":26,"text":3203,"url":26,"identifiers":3204},"Konovsky, M.A. (2000), “Understanding procedural justice and its impact on business organisations”, Journal of Management, Vol. 26 No. 3, pp. 489‐511.",{"doi":3205},"10.1177\u002F014920630002600306",{"id":26,"text":3207,"url":26,"identifiers":3208},"Leech, N.L., Barrett, K. and Morgan, G.A. (2005), SPSS for Intermediate Statistics: Use and Interpretation, 2nd ed., Erlbaum, Mahwah, NJ.",{"doi":3209},"10.4324\u002F9781410611420",{"id":26,"text":3211,"url":26,"identifiers":3212},"Lind, E.A. (1995), “Justice and authority relations in organizations”, in Cropanzano, R. and Kackmar, K.M. (Eds), Organizational Politics, Justice and Support: Managing the Social Climate of the Workplace, Quorum Books, Westport, CT.",{},{"id":26,"text":3214,"url":26,"identifiers":3215},"Mueller, C.W. and Mulinge, M. (2001), “Justice perceptions in the workplace: gender differences in Kenya”, African Sociological Review, Vol. 5 No. 2, pp. 102‐21.",{"doi":3216},"10.4314\u002Fasr.v5i2.23194",{"id":26,"text":3218,"url":26,"identifiers":3219},"Nurse, L. (2004), “Different faces of participation in trade‐union activity in Barbados: a research note”, Social and Economic Studies, Vol. 53 No. 3, p. 2004.",{},{"id":26,"text":3221,"url":26,"identifiers":3222},"Nurse, L. (2005), “Performance appraisal, employee development and organisational justice: exploring the linkages”, International Journal of Human Resource Management, Vol. 16 No. 7, pp. 1176‐94.",{"doi":3223},"10.1080\u002F09585190500144012",{"id":26,"text":3225,"url":26,"identifiers":3226},"Nurse, L. and Small, J. (2002), “Who cares about workplace justice in Barbados? Men and women have their say: a preliminary analysis”, Journal of Eastern Caribbean Studies, Vol. 27 No. 3, pp. 1‐29.",{},{"id":26,"text":3228,"url":26,"identifiers":3229},"Peterson, R.B. and Lewin, D. (2000), “Research on unionised grievance procedures: management issues and recommendations”, Human Resources Management, Vol. 39 No. 4, pp. 395‐406.",{"doi":3230},"10.1002\u002F1099-050X(200024)39:4\u003C395::AID-HRM9>3.0.CO;2-4",{"id":26,"text":3232,"url":26,"identifiers":3233},"Robbins, T., Summers, T. and Miller, J. (2000), “Intra‐ and inter‐ justice relationships: assessing the direction”, Human Relations, Vol. 53, pp. 1329‐55.",{"doi":3234},"10.1177\u002Fa014107",{"id":26,"text":3236,"url":26,"identifiers":3237},"Robinson, S. (1995), “Violation of psychological contracts: impact on employee attitudes”, in Tetrick, L.E. and Barling, J. (Eds), Changing Employment Relations: Behavioral and Social Perspectives, American Psychological Association, Washington, DC.",{"doi":3238},"10.1037\u002F10185-004",{"id":26,"text":3240,"url":26,"identifiers":3241},"Sheppard, B.H., Lewicki, R.J. and Minton, J.W. (1992), Organizational Justice: the Search for Fairness in the Workplace, Lexington Books, New York, NY.",{},{"id":26,"text":3243,"url":26,"identifiers":3244},"Alexander, S. and Ruderman, M. (1987), “The role of procedural and distributive justice in organizational behaviour”, Social Justice Research, Vol. 1, pp. 177‐98.",{"doi":3245},"10.1007\u002FBF01048015",{"id":26,"text":3247,"url":26,"identifiers":3248},"Bosco, M.L. (1985), “Non‐union grievance procedures”, Personnel, Vol. 62 No. 1.",{},{"id":26,"text":3250,"url":26,"identifiers":3251},"Bretz, R.D. Jr and Thomas, S.L. (1992), “Perceived equity, motivation and final‐offer arbitration in major league baseball”, Journal of Applied Psychology, Vol. 77, pp. 280‐7.",{"doi":3252},"10.1037\u002F0021-9010.77.3.280",{"id":26,"text":3254,"url":26,"identifiers":3255},"Cropanzano, R. (Ed.) (1995), Justice in the Workplace: Approaching Fairness in Human Resource Management, Lawrence Erlbaum Associates, Hillsdale, NJ.",{},{"id":26,"text":3257,"url":26,"identifiers":3258},"Cropanzano, R. and Kackmar, M. (1995), “The social setting of work organizations: politics, justice and support”, in Cropanzano, R. and Kackmar, K.M. (Eds), Organizational Politics, Justice and Support: Managing the Social Climate of the Workplace, Quorum Books, Westport, CT.",{},{"id":26,"text":3260,"url":26,"identifiers":3261},"Cropanzano, R. and Randall, M.L. (1993), “Injustice and work behaviour: a historical review”, in Cropanzano, R. (Ed.) (Ed.), Justice in the Workplace: Approaching Fairness in Human Resource Management, Lawrence Erlbaum Associates, Hillsdale, NJ.",{},{"id":26,"text":3263,"url":26,"identifiers":3264},"Epstein, R.L. (1975), “The grievance procedure in the non‐union setting: caveat employer”, Employee Relations Law Journal, Vol. 1, pp. 120‐7.",{},{"id":26,"text":3266,"url":26,"identifiers":3267},"Greenberg, J. (1987), “A taxonomy of organisational justice theories”, Academy of Management Review, Vol. 12, pp. 9‐22.",{"doi":3268},"10.5465\u002Famr.1987.4306437",{"id":26,"text":3270,"url":26,"identifiers":3271},"Greenberg, J. (1988), “Cultivating an image of justice: looking fair on the job”, Academy of Management Executive, Vol. 2, pp. 155‐8.",{"doi":3272},"10.5465\u002Fame.1988.4275532",{"id":26,"text":3274,"url":26,"identifiers":3275},"Greenberg, J. (1990), “Organisational justice: yesterday, today, and tomorrow”, Journal of Management, Vol. 16, pp. 399‐432.",{"doi":3276},"10.1177\u002F014920639001600208",{"id":26,"text":3278,"url":26,"identifiers":3279},"Greenberg, J. (1993), “The social side of fairness: interpersonal and informational classes of organizational justice”, in Cropanzano, R. (Ed.), Justice in the Workplace: Approaching Fairness in Human Resource Management, Lawrence Erlbaum Associates, Hillsdale, NJ.",{},{"id":26,"text":3281,"url":26,"identifiers":3282},"Hartley, J. (1995), “Challenge and change in employment relations: issues for psychology, trade unions, and managers”, in Tetrick, L.E. and Barling, J. (Eds), Changing Employment Relations: Behavioral and Social Perspectives, American Psychological Association, Washington, DC.",{"doi":3283},"10.1037\u002F10185-001",{"id":26,"text":3285,"url":26,"identifiers":3286},"Kelloway, E.K. and Barling, J. (1993), “Members' participation in local union activities: measurement, prediction and replication”, Journal of Applied Psychology, Vol. 78, pp. 262‐79.",{"doi":3287},"10.1037\u002F0021-9010.78.2.262",{"id":26,"text":3289,"url":26,"identifiers":3290},"Klaas, B.S. and De Nisi, A. (1989), “Managerial reactions to employee dissent: the impact of grievance activity on performance evaluations”, Academy of Management Journal, Vol. 32, pp. 705‐17.",{"doi":3291},"10.2307\u002F256565",{"id":26,"text":3293,"url":26,"identifiers":3294},"Lewin, D. and Peterson, R.P. (1988), The Modern Grievance Procedure in the United States, Plenum Press, New York, NY.",{},{"id":26,"text":3296,"url":26,"identifiers":3297},"Lind, E.A. and Tyler, T.R. (1988), The Social Psychology of Procedural Justice, Plenum, New York, NY.",{"doi":3298},"10.1007\u002F978-1-4899-2115-4",{"id":26,"text":3300,"url":26,"identifiers":3301},"Moorman, R., Niehoff, B. and Organ, D. (1993), “Treating employees fairly and organisational citizenship behaviour: sorting the effects of job satisfaction, organizational commitment and procedural justice”, Employee Responsibilities ands Rights Journal, Vol. 6, pp. 209‐55.",{"doi":3302},"10.1007\u002FBF01419445",{"id":26,"text":3304,"url":26,"identifiers":3305},"O'Reilly, C. and Chatman, J. (1986), “Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on pro‐social behavior”, Journal of Applied Psychology, Vol. 71, pp. 492‐9.",{"doi":3306},"10.1037\u002F0021-9010.71.3.492",{"id":26,"text":3308,"url":26,"identifiers":3309},"Organ, D.W. (1988), “The motivational bases of organisational citizenship behaviour research”, Organizational Behaviour, Vol. 12, pp. 43‐72.",{},{"id":26,"text":3311,"url":26,"identifiers":3312},"Rodgers, R.C., Helberg, I.B. and Hammer, J.E. (1986), “The relationship of seniority to job performance after reinstatement”, Academy of Management Journal, Vol. 29, pp. 101‐14.",{"doi":3313},"10.2307\u002F255862",{"id":26,"text":3315,"url":26,"identifiers":3316},"Smith, C.A., Organ, D.W. and Near, J.P. (1983), “Organizational citizenship behavior: its nature and antecedents”, Journal of Applied Psychology, Vol. 68, pp. 653‐63.",{"doi":3317},"10.1037\u002F0021-9010.68.4.653",{"id":26,"text":3319,"url":26,"identifiers":3320},"Tetrick, L.E. and Barling, J (Eds.) (1995), Changing Employment Relations: Behavioral and Social Perspectives, American Psychological Association, Washington, DC.",{"doi":3321},"10.1037\u002F10185-000",{"id":3323,"createTime":3324,"updateTime":3325,"relativeEntities":3326,"slug":3327,"properties":3328,"entityType":766,"verifyStatus":25,"verifyTime":3325,"verifyNote":767,"syncStatus":28,"languages":3336,"translateLanguages":26,"viewCount":36,"primaryUrl":3337,"fullTextUrl":26,"authors":3338,"publicationType":823,"publisherRelationship":3386,"citationCount":26,"citationInfo":26,"publishDate":3417,"publishYear":3418,"citationAnalyzeStatus":28,"lastCitationAnalyze":26,"indexDatabases":26,"openAccess":26,"references":3419,"isForceReanalyzing":1023},"c150a2fb-fb49-4939-ab35-97cb0cdbb9f2","2024-04-16T23:08:54.576+00:00","2025-02-10T04:43:50.836+00:00",[],"Unions-on-the-Board",{"keywords":3329,"abstract":3330,"title":3332,"doi":3334},{},{"EN":3331},"\u003Cjats:p>In the mid to late 1970s, the deliberations of the Bullock Committee on industrial democracy led to a set of proposals for “worker directors” on the boards of large private companies. The proposals generated strong partisan reactions, and many of the current views of political parties, employers and trade unions were shaped during this period. Recently, the trade unions and the Labour Party have reaffirmed their commitment to the Bullock principles in their election programme pledges to develop the planning of industry through an extension of industrial democracy. By contrast, the continuing hostility of the Conservative Party and many employers to the extension of workers' participation through legislation has been shown by the coolness with which they have received the so‐called “Vredeling” proposals from the European Commission on workers' rights to consultation and company information.\u003C\u002Fjats:p>",{"EN":3333},"Unions on the Board",{"VOID":3335},"10.1108\u002Feb055018",[102],"https:\u002F\u002Fwww.emerald.com\u002Finsight\u002Fcontent\u002Fdoi\u002F10.1108\u002Feb055018\u002Ffull\u002Fhtml",[3339,3356,3373],{"id":3340,"sortIndex":36,"researcher":26,"roles":3341,"affiliations":3342,"properties":3353},"c165d003-d9b0-41bc-8d64-53dd35cf359a",[],[3343],{"id":3344,"sortIndex":36,"affiliation":3345,"properties":26},"b0d1f913-fa2f-465e-99de-ef473510c601",{"id":3346,"createTime":3347,"updateTime":3347,"relativeEntities":3348,"slug":3349,"properties":3350,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"f3f0a530-7bef-4b11-855f-47a0af1f443b","2024-04-16T23:08:54.588+00:00",[],"Nuffield-College-University-of-Oxford",{"title":3351},{"EN":3352},"Nuffield College, University of Oxford",{"title":3354},{"EN":3355},"EricBatstone",{"id":3357,"sortIndex":114,"researcher":26,"roles":3358,"affiliations":3359,"properties":3370},"c0b8635b-e006-488f-8e3d-aa10eed65bc5",[],[3360],{"id":3361,"sortIndex":36,"affiliation":3362,"properties":26},"ec185a8f-2682-45e9-a5b2-524c316353b9",{"id":3363,"createTime":3364,"updateTime":3364,"relativeEntities":3365,"slug":3366,"properties":3367,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},"249ebc17-417f-4958-98b2-b77d9d00de28","2024-04-16T23:08:54.603+00:00",[],"ESRC-Industrial-Relations-Research-Unit-University-of-Warwick",{"title":3368},{"EN":3369},"ESRC Industrial Relations Research Unit, University of Warwick",{"title":3371},{"EN":3372},"MikeTerry",{"id":3374,"sortIndex":115,"researcher":26,"roles":3375,"affiliations":3376,"properties":3383},"be18515c-6894-4284-b0af-9b36e336e0ec",[],[3377],{"id":3378,"sortIndex":36,"affiliation":3379,"properties":26},"554cb79d-ec6b-4532-8aa2-1aba3f80eab5",{"id":3363,"createTime":3364,"updateTime":3364,"relativeEntities":3380,"slug":3366,"properties":3381,"entityType":98,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36},[],{"title":3382},{"EN":3369},{"title":3384},{"EN":3385},"AnthonyFerner",{"url":26,"publisher":3387,"properties":3412},{"id":659,"createTime":660,"updateTime":661,"relativeEntities":3388,"slug":663,"properties":3389,"entityType":24,"verifyStatus":28,"verifyTime":26,"verifyNote":26,"syncStatus":28,"languages":26,"translateLanguages":26,"viewCount":36,"subjectFields":3395,"manageAffiliations":3396,"indexDatabases":3397,"url":744,"thumbnailPath":26,"statistic":26,"gsStatistic":26,"type":26,"analyzePriority":26},[],{"country":3390,"issn":3391,"introduce":3392,"eissn":3393,"title":3394},{"VOID":666},{"VOID":668},{"EN":670},{"VOID":672},{"EN":674},[],[],[3398,3405],{"id":705,"indexDatabase":3399,"url":720,"indexYears":26,"academicFieldIds":3404,"indexDatabaseRanking":26},{"id":707,"createTime":708,"updateTime":709,"relativeEntities":3400,"label":3401,"description":3402,"key":716,"publicationTags":3403,"standard":26},[],{"EN":712,"VI":712},{"VI":714,"EN":715},[718,719],[722,723],{"id":725,"indexDatabase":3406,"url":738,"indexYears":739,"academicFieldIds":3411,"indexDatabaseRanking":743},{"id":727,"createTime":728,"updateTime":729,"relativeEntities":3407,"label":3408,"description":3409,"key":735,"publicationTags":3410,"standard":26},[],{"EN":732,"VI":732},{"EN":732,"VI":734},[737],[741,742],{"volume":3413,"pages":3414,"issue":3416},{"VOID":856},{"VOID":3415},"2-4",{"VOID":856},"1983-05-01",1983,[3420],{"id":26,"text":3421,"url":26,"identifiers":3422},"Batstone E., 1983, Unions on the Board: An Experiment in Industrial Democracy, 10.1108\u002Feb055018",{"doi":3335}]