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Illegitimate tasks and occupational outcomes: the impact of vertical collectivism 非法任务与职业结果:垂直集体主义的影响
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-11-30 DOI: 10.1108/ebhrm-02-2021-0025
Server Sevil Akyurek, Ozge Can
PurposeThis study aims to understand essential work and occupational consequences of employees’ illegitimate task (ILT) experiences (unreasonable and unnecessary task demands) under the influence of vertical collectivist (VC) values.Design/methodology/approachData were collected via a survey from 503 teachers in the Turkish public education sector. The hypotheses were tested using structural equation modeling.FindingsFindings of this study reveal that unnecessary tasks decrease employees’ professional identification and perceived occupational prestige, whereas unreasonable tasks weaken their workplace well-being. Results also show that employees with higher VC orientation feel these adverse effects to a lesser extent.Research limitations/implicationsThis study demonstrates that individual-level cultural values play a significant role in understanding task-related dynamics and consequences at the workplace. It brings new theoretical insights to job design and work stress literature regarding what similar factors can mitigate task pressures on employees.Practical implicationsA key practical insight from the findings is that human resources management experts should create a positive task environment where ILT demands are not welcome by analyzing jobs and skill requirements in detail, communicating task decisions regularly with employees and providing them with the necessary work support.Social implicationsUnderstanding the impact of ILT can greatly help to assess the quality of the education system and the value of teaching occupation in society.Originality/valueILT have been mainly discussed without considering the effect of different cultural orientations. This is the first study empirically showing the diverse effects of two ILT dimensions on essential occupational outcomes in connection to individual-level cultural influences.
目的本研究旨在了解在垂直集体主义(VC)价值观的影响下,员工的不合理任务体验(ILT)(不合理和不必要的任务需求)的本质工作和职业后果。设计/方法/方法通过对土耳其公共教育部门503名教师的调查收集数据。采用结构方程模型对假设进行检验。研究发现:不必要的任务会降低员工的职业认同和职业声望,而不合理的任务则会削弱员工的工作幸福感。研究结果还表明,风险投资倾向越高的员工感受到这些不利影响的程度越小。研究局限/启示本研究表明,个人层面的文化价值观在理解工作场所与任务相关的动态和后果方面发挥着重要作用。它为工作设计和工作压力文献带来了新的理论见解,关于哪些相似的因素可以减轻员工的任务压力。从研究结果中得出的一个关键的实际见解是,人力资源管理专家应该通过详细分析工作和技能要求,定期与员工沟通任务决策,并为他们提供必要的工作支持,从而创造一个积极的任务环境,不欢迎ILT需求。社会影响了解外语教学的影响可以极大地帮助评估教育系统的质量和教师职业在社会中的价值。原创性/价值的讨论主要没有考虑不同文化取向的影响。这是第一个实证研究,表明两个ILT维度对基本职业结果的不同影响与个人层面的文化影响有关。
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引用次数: 3
The way you make me abuse: impression management matters 你让我谩骂的方式:印象管理很重要
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-11-02 DOI: 10.1108/ebhrm-04-2021-0059
Yuan-Ling Chen, T. Chu
PurposeDrawing on the perspectives of emotional labor, self-concept and impression management, this study presents two major findings: (1) employees' excessive reliance on impression management can bother supervisors, and (2) the effectiveness of impression management depends on how the management affects targets' attribution of characteristics to actors.Design/methodology/approachThe study uses a cross-sectional design and a sample of 259 employees to investigate the antecedents of abusive supervision and, in this regard, the potential mediating effects of impression management. Through Mplus analysis, the authors specifically show that deep acting and surface acting affect impression management and that impression management activates abusive supervision.FindingsEmotional labor is critical in triggering abusive supervision through impression management. The study specifically shows that impression management mediates two types of relationships: (1) the relationship between deep acting and abusive supervision, and (2) the relationship between surface acting and abusive supervision. The findings contribute to the abusive supervision literature by clarifying how impression management functions.Originality/valueThis study, by addressing how emotional labor is a potential antecedent of abusive supervision, reveals that impression management can be a mixed blessing, insofar as emotional labor can contribute to abusive supervision.
目的从情绪劳动、自我概念和印象管理的角度,本研究提出了两个主要发现:(1)员工对印象管理的过度依赖会困扰主管;(2)印象管理的有效性取决于管理如何影响目标将特征归因于行动者。设计/方法/方法本研究采用横断面设计,以259名员工为样本,调查滥用监督的前因,以及印象管理的潜在中介作用。通过Mplus分析,作者特别指出,深层行为和表层行为影响印象管理,印象管理激活滥用监督。发现情绪劳动在通过印象管理引发滥用监督方面至关重要。研究特别表明,印象管理中介了两种类型的关系:(1)深度行为与滥用监督之间的关系,以及(2)表面行为与滥用监管之间的关系。研究结果通过阐明印象管理的作用,为滥用监督文献做出了贡献。独创性/价值这项研究通过探讨情绪劳动是虐待性监督的潜在前提,揭示了印象管理可能是一件喜忧参半的事情,因为情绪劳动会导致虐待性监督。
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引用次数: 0
Off-the-job embeddedness moderates work intensity on employee stress 职外嵌入性调节工作强度对员工压力的影响
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-10-22 DOI: 10.1108/ebhrm-01-2021-0015
Gerrit J. M. Treuren, Erich C. Fein
PurposeWork intensity causes employee stress. This paper demonstrates that off-the-job embeddedness (OffJE), a potential source of social support resources, buffers the negative effect of work intensity on employee stress.Design/methodology/approachGuided by conservation of resources (COR) and job embeddedness theory (JET), this paper reports on the moderated regression analysis of the survey responses of 385 adult employees from a variety of industries in Queensland, Australia, using a student-recruited sampling strategy.FindingsHigher levels of work intensity were found to be associated with higher levels of employee stress. However, this effect was weaker for employees who had higher OffJE. In this sample, work intensity has no relationship with stress for employees who report OffJE beyond the 70th percentile.Originality/valueThis paper demonstrates the positive role of outside workplace relationships embodied in OffJE on workplace employee experience, justifies employer work-life balance initiatives and community involvement, demonstrates the potential positive return for employer involvement in helping employees manage the experience of work intensity and contributes to the social support, COR and job embeddedness literature studies.
目的工作强度导致员工压力。本文证明,作为社会支持资源的潜在来源,非工作嵌入性(OffJE)可以缓冲工作强度对员工压力的负面影响。设计/方法论/方法在资源保护(COR)和工作嵌入理论(JET)的指导下,本文报告了对澳大利亚昆士兰不同行业385名成年员工的调查结果进行的适度回归分析,采用学生招募的抽样策略。研究发现,工作强度越高,员工压力越大。然而,对于OffJE较高的员工来说,这种影响较弱。在该样本中,报告OffJE超过第70百分位的员工的工作强度与压力无关。独创性/价值本文论证了OffJE所体现的外部工作场所关系对工作场所员工体验的积极作用,证明了雇主工作与生活平衡倡议和社区参与的合理性,论证了雇主参与帮助员工管理工作强度体验的潜在正回报,并有助于社会支持,COR和工作嵌入性文献研究。
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引用次数: 4
Leader negative mood and employee-instigated incivility: the role of mood contagion 领导消极情绪与员工不文明行为:情绪传染的作用
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-09-13 DOI: 10.1108/ebhrm-03-2021-0042
Sevgi Emirza, E. Öztürk
PurposeGiven the harmful effects of workplace incivility and the calls for revealing the antecedents of instigated incivility, this study examines how employee-instigated incivility unfolds as a result of negative mood contagion from leaders to employees.Design/methodology/approachDrawing upon affective events theory, the authors hypothesized that leader negative mood is contagious and has an indirect relationship with employee-instigated incivility through employee negative mood. For hypothesis testing, data were collected from 243 leader-employee dyads and tested using bootstrapped mediation analysis.FindingsAs hypothesized, leader negative mood was associated with employee-instigated incivility indirectly through employee negative mood. This finding supports that negative mood of the leader is contagious and might unintendedly trigger employee-instigated incivility toward other at work.Research limitations/implicationsGiven the cross-sectional design of this study, causal inferences could not be drawn. The direction of relationships between the variables is based on the theoretical assumptions, rather than a test of the causal ordering of the variables.Originality/valueThis study advances the limited literature on the antecedents of employee-instigated incivility by demonstrating the impact of negative mood experienced by leaders on uncivil behaviors of employees.
鉴于工作场所不文明行为的有害影响以及揭示被教唆的不文明行为的前因的呼声,本研究探讨了员工教唆的不文明行为是如何作为领导者对员工的负面情绪传染的结果而展开的。设计/方法/途径根据情感事件理论,作者假设领导者的消极情绪具有传染性,并通过员工的消极情绪与员工引发的不文明行为存在间接关系。为了进行假设检验,我们收集了243对领导-员工组合的数据,并采用自举中介分析进行了检验。研究结果假设,领导消极情绪通过员工消极情绪与员工不文明行为间接相关。这一发现支持了领导者的消极情绪是具有传染性的,并且可能无意中引发员工在工作中对他人的不礼貌行为。研究局限性/意义考虑到本研究的横断面设计,无法得出因果推论。变量之间关系的方向是基于理论假设,而不是对变量因果顺序的检验。原创性/价值本研究通过展示领导者的消极情绪对员工不文明行为的影响,进一步完善了关于员工不文明行为前因的有限文献。
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引用次数: 2
Do millennials differ in conflict manifestation? Differences within the cohort 千禧一代在冲突表现上有什么不同吗?队列内的差异
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-07-29 DOI: 10.1108/ebhrm-09-2020-0126
S. Sinha, S. Pandey
PurposeThe present study aims to examine the moderation of the employee's age on the manifestation of “experience of hurt” to “commitment to future conflict” among the three intra-cohort segments of millennials. The study also examines the mediation of “perception of duplicitous organization” between hurt and “commitment to future conflict.”Design/methodology/approachCross-sectional data was collected using survey method and analyzed by structural equation modelling on SPSS AMOS 25 software.FindingsThe results are based on single-source cross-sectional data. The result indicates that “perception of duplicitous organization” is positively impacted by the experience of hurt at the workplace. It also acts as a mediator between hurt and “commitment to future conflict”. There is significant moderation of age for all the relationships in the model. For instance, age moderates both the paths of hurt resulting in “perception of duplicitous organization” and aggressiveness, where the group of young employees have significantly higher path coefficients.Practical implicationsThe managers need to be more considerate and interact frequently with the younger employees as they are more prone to develop aggression and are impressionable to form a “perception of duplicitous organization” after an experience of hurt. The manager needs to establish a high-quality relationship and a positive image of the organization with subordinates to prevent the manifestation of hurt to a “commitment to future conflict”.Originality/valueTo the best of the knowledge of the authors, this study is the first of its kind to study the moderation of age within the larger cohort of millennials.
目的本研究旨在检验千禧一代三个内部群体中员工年龄对“受伤经历”和“对未来冲突的承诺”表现的调节作用。该研究还考察了“对双重组织的感知”在伤害和“对未来冲突的承诺”之间的中介作用。设计/方法/方法使用调查方法收集横断面数据,并在SPSS AMOS 25软件上通过结构方程建模进行分析。查找结果基于单一来源的横截面数据。结果表明,“两面派组织感知”受到工作场所伤害经历的正向影响。它还充当了伤害和“对未来冲突的承诺”之间的调解人。模型中的所有关系都存在显著的年龄调节。例如,年龄调节了导致“对口是心非组织的感知”和攻击性的伤害路径,其中年轻员工群体的路径系数明显更高。实际含义管理者需要更加体贴,并经常与年轻员工互动,因为他们更容易产生攻击性,并且在经历伤害后容易形成“口是心非的组织观念”。管理者需要与下属建立高质量的关系和积极的组织形象,以防止“对未来冲突的承诺”受到伤害。独创性/价值据作者所知,这项研究是首次在更大的千禧一代群体中研究年龄的适度性。
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引用次数: 0
Commitment in an organizational context: a SET-theoretic approach that provides management tools 组织环境中的承诺:一种提供管理工具的set理论方法
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-07-05 DOI: 10.1108/ebhrm-02-2021-0028
C. Curado, Helena Mateus Jerónimo, P. Henriques, Marta Tavares
PurposeGrounded on the social exchange theory (SET), this paper aims to analyze the different networks of conditions that lead to the presence and absence of total commitment, in its affective, continuance and normative dimensions. Six conditions – competencies development, empowerment, work-family conflict, trust, transformational leadership and seniority – are studied to explore and explain the exchanges and reciprocity relationships between organizations and employees.Design/methodology/approachUsing a sample of 546 employees from Portuguese large companies, the study uses the fuzzy-set qualitative comparative analysis (fsQCA) to explore how causal conditions jointly link to the outcome of organizational commitment.FindingsThe results show more causal configurations leading to the most favorable dimensions of commitment (affective, normative and the absence of continuance commitment), which is a positive sign for organizations. Employees' seniority stands out in all types of commitment, reflecting the affective and emotional themes in Portuguese culture.Originality/valueThis study makes an original contribution to the literature on organizational commitment by showing the alternative complementarity of the conditions in the context of the SET, only possible through fsQCA. It also provides inputs for practitioners who can adopt strategies and measures to develop the paths that lead to successful outcomes (presence of commitment) and avoid those that lead to undesired ones (absence of commitment).
目的以社会交换理论(SET)为基础,从情感、持续和规范三个维度分析导致完全承诺存在和不存在的不同条件网络。六个条件-能力发展,授权,工作-家庭冲突,信任,变革型领导和资历-研究探索和解释组织和员工之间的交流和互惠关系。设计/方法/方法本研究以葡萄牙大公司的546名员工为样本,采用模糊集定性比较分析(fsQCA)来探讨因果条件如何共同与组织承诺的结果相关联。研究结果表明,更多的因果配置导致了最有利的承诺维度(情感承诺、规范承诺和无持续承诺),这对组织来说是一个积极的信号。员工的资历在所有类型的承诺中都很突出,反映了葡萄牙文化中的情感和情感主题。原创性/价值本研究通过显示SET背景下条件的替代性互补性,对组织承诺的文献做出了原创性贡献,只有通过fsQCA才能实现。它还为从业者提供了输入,他们可以采用策略和措施来开发导致成功结果的路径(承诺的存在),并避免导致不希望的结果(缺乏承诺)。
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引用次数: 0
Work stressors and job outcomes: an empirical investigation of frontline service employees in the Indian hospitality industry 工作压力源与工作结果:对印度酒店业一线服务员工的实证调查
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2021-06-28 DOI: 10.1108/ebhrm-11-2020-0143
Sajeet Pradhan
PurposeThe study aims to investigate the relationship between work stressors (abusive supervision and dysfunctional customer behaviour) and several job outcomes such as service sabotage, job satisfaction and intention to quit among frontline employees in the Indian hospitality industry. It also explores the mediating role of emotional exhaustion explaining the indirect effect between the work stressors and the job outcomes.Design/methodology/approachThis is a multi-wave (data collected at two time points) cross-sectional survey study. In order to test the study hypotheses, the study draws responses from frontline employees working in several hotels and restaurants in India. The final sample of 274 was analysed using SmartPLS and Statistical Product and Service Solutions (SPSS).FindingsResults report that both the work stressors were significantly related to the job outcomes in the direction suggested in the literature. Also, the indirect effect between the work stressors and the job outcomes via emotional exhaustion were found to be significant.Originality/valueThe present study makes two unique contributions to the extant literature; first, it conceptualizes and empirically tests the pernicious impact of multiple work stressors like abusive supervisor and dysfunctional customer behaviour on the job outcomes of frontline hospitality industry employees. Second, it is the only study to investigate the relationship between the two work stressors and service sabotage in the Indian hospitality industry.
目的本研究旨在调查印度酒店业一线员工的工作压力源(滥用监督和功能失调的客户行为)与几种工作结果(如服务破坏、工作满意度和辞职意向)之间的关系。它还探讨了情绪衰竭在解释工作压力源和工作结果之间的间接影响中的中介作用。设计/方法/方法这是一项多波(在两个时间点收集的数据)横断面调查研究。为了检验研究假设,该研究从印度几家酒店和餐馆的一线员工那里得到了回应。使用SmartPLS和统计产品和服务解决方案(SPSS)对274名最终样本进行了分析。结果显示,这两种工作压力源都与文献中建议的工作结果显著相关。此外,工作压力源与工作结果之间通过情绪衰竭的间接影响也被发现是显著的。原创性/价值本研究对现存文献做出了两个独特的贡献;首先,它概念化并实证测试了多重工作压力源对酒店业一线员工工作结果的有害影响,如虐待主管和功能失调的客户行为。其次,这是唯一一项调查印度酒店业两种工作压力源与服务破坏之间关系的研究。
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引用次数: 17
Age and job-specific skill obsolescence: the moderating effects of human resource practices 年龄与职业技能过时:人力资源实践的调节效应
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2020-12-21 DOI: 10.1108/ebhrm-04-2020-0043
Lin Yue, Wei-de Huang
PurposeThis paper aims to examine theJ-shaped relationship between age and job-specific skill obsolescence (JSSO), and the differential moderating effects of development and maintenance HR practices on this relationship.Design/methodology/approachRegression models of survey data obtained from a sample of 722 Chinese knowledge workers were used to test the hypotheses.FindingsThe results show that among women age and JSSO areJ-shaped related and the relationship weakens under high development HR practices; while among men theJ-shaped age-JSSO relation is significant only under low maintenance HR practices.Research limitations/implicationsThis research is subject to the cross-sectional design, and the sample is restricted to knowledge workers.Originality/valueThis study advances previous studies that hold a linear (positive or negative) age-JSSO relationship by theorizing and testing aJ-shaped one. The differentiated moderating effects of two bundles of HR practices proved improves our knowledge about how to use HR practices appropriately to sustain employee work competency in the context of workforce aging.
目的研究年龄与岗位特定技能过时(JSSO)之间的j型关系,以及人力资源发展和维护实践对这一关系的差异调节作用。设计/方法/方法采用回归模型对722名中国知识型员工的调查数据进行检验。结果表明:女性年龄与主观满意度呈“j”型相关,且在高发展人力资源实践中关系减弱;而在男性中,只有在低维护人力资源实践中,j型年龄- jsso关系才显著。研究局限/启示本研究采用横断面设计,样本仅限于知识型员工。原创性/价值本研究通过对j型年龄- jsso线性(正或负)关系的理论化和检验,进一步推进了前人的研究。两束人力资源实践的差异调节效应证明了我们对劳动力老龄化背景下如何适当使用人力资源实践来维持员工工作胜任力的认识。
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引用次数: 0
Panel data or pseudo panels for longitudinal research? Cross-national comparisons using the example of firms' training spend 纵向研究的面板数据还是伪面板?以企业培训支出为例进行跨国比较
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2020-12-04 DOI: 10.1108/ebhrm-08-2020-0106
M. Brookes, C. Brewster, Cigdem Gedikli, O. Yılmaz
PurposeThe evolution of firm level practices over time has always been a keen area of interest for management scholars. However, in comparison to other social scientists, particularly economists, the relative dearth of firm level panel data sets has restricted the methodological options for exploring inter-temporal changes.Design/methodology/approachThis paper applies a pseudo panel methodology to investigate the evolution of training spend at the firm level over time.FindingsThe analysis is framed within a varieties of capitalism lens and by adopting a more meaningful approach to examining changes over time it leads us to question some of the “truisms” linked to firms expected behaviours within different national institutional frameworks.Research limitations/implicationsAs with any large-scale quantitative analysis, it would always benefits from a larger number of observations and/or a longer time period, in this instance access to annual data rather than 4 or 5 year intervals would have been helpful.Practical implicationsBy adopting a different, and more appropriate, approach to analysing existing cross-sectional data over time this empirical research helps to achieve a deeper understanding of the complex issues that influence decision making at the firm level.Social implicationsAt the firm level, in line with the practical implications above, this will enable decision makers to achieve a deeper understanding of the evolution of the external context in which they operate and the likely influence of that evolution within their own organisation.Originality/valueThis approach enables a more meaningful exploration of inter-temporal changes in situations where longitudinal data does not exist.
公司层面实践的演变一直是管理学者感兴趣的一个领域。然而,与其他社会科学家,特别是经济学家相比,企业层面面板数据集的相对缺乏限制了探索跨期变化的方法选择。设计/方法/方法本文采用伪面板方法来调查公司层面培训支出随时间的演变。该分析是在多种资本主义视角下进行的,通过采用更有意义的方法来研究随着时间的变化,它使我们质疑一些与不同国家制度框架下企业预期行为相关的“真理”。与任何大规模定量分析一样,它总是受益于大量的观测和/或更长的时间周期,在这种情况下,获得年度数据而不是4或5年的间隔数据将会有所帮助。通过采用一种不同的、更合适的方法来分析现有的横断面数据,本实证研究有助于更深入地理解影响企业决策的复杂问题。社会影响在公司层面,与上述实际影响一致,这将使决策者能够更深入地了解他们所处的外部环境的演变,以及这种演变在他们自己的组织内可能产生的影响。原创性/价值在没有纵向数据的情况下,这种方法可以对跨时间变化进行更有意义的探索。
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引用次数: 0
On the quest for defining organisational plasticity: a community modelling experiment 关于定义组织可塑性的探索:一个社区建模实验
IF 1.6 Q2 Business, Management and Accounting Pub Date : 2020-09-15 DOI: 10.1108/EBHRM-09-2019-0079
Peer-Olaf Siebers, Dinuka B. Herath, Emanuele Bardone, Siavash Farahbakhsh, Peter Knudsen, J. Madsen, M. Mufti, Martin Neumann, D. Richards, Raffaello Seri, D. Secchi
PurposeThis viewpoint article is concerned with an attempt to advance organisational plasticity (OP) modelling concepts by using a novel community modelling framework (PhiloLab) from the social simulation community to drive the process of idea generation. In addition, the authors want to feed back their experience with PhiloLab as they believe that this way of idea generation could also be of interest to the wider evidence-based human resource management (EBHRM) community.Design/methodology/approachThe authors used some workshop sessions to brainstorm new conceptual ideas in a structured and efficient way with a multidisciplinary group of 14 (mainly academic) participants using PhiloLab. This is a tool from the social simulation community, which stimulates and formally supports discussions about philosophical questions of future societal models by means of developing conceptual agent-based simulation models. This was followed by an analysis of the qualitative data gathered during the PhiloLab sessions, feeding into the definition of a set of primary axioms of a plastic organisation.FindingsThe PhiloLab experiment helped with defining a set of primary axioms of a plastic organisation, which are presented in this viewpoint article. The results indicated that the problem was rather complex, but it also showed good potential for an agent-based simulation model to tackle some of the key issues related to OP. The experiment also showed that PhiloLab was very useful in terms of knowledge and idea gathering.Originality/valueThrough information gathering and open debates on how to create an agent-based simulation model of a plastic organisation, the authors could identify some of the characteristics of OP and start structuring some of the parameters for a computational simulation. With the outcome of the PhiloLab experiment, the authors are paving the way towards future exploratory computational simulation studies of OP.
这篇观点文章关注的是通过使用来自社会模拟社区的新颖社区建模框架(PhiloLab)来推动想法生成过程,从而推进组织可塑性(OP)建模概念的尝试。此外,作者想要反馈他们在PhiloLab的经验,因为他们相信这种产生想法的方式也可能对更广泛的以证据为基础的人力资源管理(EBHRM)社区感兴趣。设计/方法/方法作者利用PhiloLab与14名多学科参与者(主要是学术人员)以结构化和有效的方式进行了一些研讨会,以集思广益的方式提出了新的概念。这是一个来自社会模拟社区的工具,它通过开发基于主体的概念模拟模型来激发和正式支持关于未来社会模型的哲学问题的讨论。接下来是对PhiloLab会议期间收集的定性数据的分析,为塑料组织的一组基本公理的定义提供了依据。PhiloLab实验帮助定义了一组塑料组织的基本公理,这些公理将在本文中提出。结果表明,该问题相当复杂,但它也显示了基于agent的仿真模型解决与op相关的一些关键问题的良好潜力。实验还表明,PhiloLab在知识和想法收集方面非常有用。原创性/价值通过信息收集和关于如何创建一个基于主体的塑料组织仿真模型的公开辩论,作者可以识别OP的一些特征,并开始构建计算仿真的一些参数。随着PhiloLab实验的结果,作者正在为OP的未来探索性计算模拟研究铺平道路。
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引用次数: 1
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