Sharing vocabularies: towards horizontal alignment of values-driven business functions

This paper highlights the emergence of different ‘vocabularies’ that describe various values-driven business functions within large organisations and argues for improved horizontal alignment between them. We investigate two established functions that have long-standing organisational histories: Ethics and Compliance (E&C) and Corporate Social Responsibility (CSR). By drawing upon research on organisational alignment, we explain both the need for and the potential benefit of greater alignment between these values-driven functions. We then examine the structural and socio-cultural dimensions of organisational systems through which E&C and CSR horizontal alignment can be coordinated to improve synergies, address tensions, and generate insight to inform future research and practice in the field of Business and Society. The paper concludes with research questions that can inform future scholarly research and a practical model to guide organizations’ efforts towards inter-functional, horizontal alignment of values-driven organizational practice

Frequent CEO Turnover and Firm Performance: The Resilience Effect of Workforce Diversity

© 2020, Springer Nature B.V. CEO turnover (or succession) is a critical event in an organization that influences organizational processes and performance. The objective of this study is to investigate whether workforce diversity (i.e., age, gender, and education-level diversity) might have a resilience effect on firm performance under the frequency of CEO turnover. Based on a sample of 409 Korean firms from 2010 to 2015, our results show that firms with more frequent CEO turnover have a lower firm performance. However, firms with more gender and education-level diversity could buffer the disruptive effect of frequent CEO turnover on firm performance to offer a benefit to the organization. Our theory and findings suggest that effectively managing diverse workforce can be a resilience factor in an uncertain organizational environment because diverse workforce has complementary skills and behaviors that can cope better with uncertainty and signals social inclusion of an organization, thus fostering a long-term exchange relationship. These findings contribute to the literature on CEO turnover (or succession) and diversity

From staff-mix to skill-mix and beyond: towards a systemic approach to health workforce management

Throughout the world, countries are experiencing shortages of health care workers. Policy-makers and system managers have developed a range of methods and initiatives to optimise the available workforce and achieve the right number and mix of personnel needed to provide high-quality care. Our literature review found that such initiatives often focus more on staff types than on staff members' skills and the effective use of those skills. Our review describes evidence about the benefits and pitfalls of current approaches to human resources optimisation in health care. We conclude that in order to use human resources most effectively, health care organisations must consider a more systemic approach - one that accounts for factors beyond narrowly defined human resources management practices and includes organisational and institutional conditions

Exploring an impact sourcing initiative for a community of people with disabilities:A capability analysis

Part 1: Communities, ICT-Enabled Networks, and DevelopmentInternational audienceThe purpose of this paper is to bridge the knowledge gap on how new technology, like online platforms can help people with disabilities (PWD’s) improve their capabilities.The paper presents an interpretive qualitative case study of individuals who were all trained to be online freelancers using digital “gig” work platforms (e.g. Upwork) by “Virtualahan”, a social enterprise based in the Philippines. Data is analyzed through the lens of Bjørn Gigler’s Alternative Evaluation Framework (AEF). Interview and ethnographic data provide the evidence to analyze the achieved functionings for PWD and the barriers and facilitators of the functionings.The findings indicate that online technology facilitated employment has wider implications than an improved financial situation. Employment through online technology increased the informants self-confidence and how they are perceived by their families.This paper contributes to the literature on PWD’s, capabilities and online gig work, and how such work can help to build a community for PWD’s. Practical contributions of the findings for policymakers, consultants etc. are guidelines for helping PWD’s to find online employment, which can contribute to their capabilities

User Adoption of eHRM - An Empirical Investigation of Individual Adoption Factors Using Technology Acceptance Model

Part 4: Diffusion and Adoption TechnologyInternational audienceOrganizations would reap the intended benefits of Electronic Human Resource Management (eHRM) implementations through its sustained usage and adoption by individuals. This study is centered on the view that actual usage behavior is critical to studying eHRM adoption and needs to be measured in the context of the intended eHRM outcomes; operational, relational and transformational. Using a 10-item scale to measure eHRM usage behavior in a research framework grounded in Technology Acceptance Model (TAM2), this study investigates the factors influencing eHRM adoption in terms of “intention to use” and “actual usage behavior”. Results indicate support for most TAM2 hypotheses. The study also enriches our understanding of organizational context factors; scope of implementation influencing Image-Usefulness relationship and post implementation stage influencing Ease of use-Intention to use relationship