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The current study employs communication visibility theory to examine the nexus between task structure, knowledge transfer, and employee agility. We further investigated the role of ESM in facilitating knowledge transfer and its effects on employee agility. Utilising cross-sectional data from Chinese employees working in different organisations, structural equation modelling (SEM) was applied to 425 samples using AMOS version 24.0. Results reveal that task interdependence significantly influences both knowledge-sharing and knowledge-hiding behaviours in organisations. Moreover, task complexity positively affects knowledge sharing but negatively impacts knowledge hiding. The results also indicate that knowledge sharing positively correlates with employee agility, while knowledge hiding has a negative association with employee agility. Additionally, knowledge sharing mediates the relationship between task interdependence, task complexity, and employee agility, as does knowledge hiding. Furthermore, ESM usage strengthens the relationship between knowledge sharing and employee agility, although it does not moderate the link between knowledge hiding and employee agility. The study concludes with substantial theoretical and practical implications and directions for future research. [ABSTRACT FROM AUTHOR]

The objective of this study is to examine the extent to which Indian firms have implemented gamification methodology for training purposes and to evaluate the impact of training assessment on the adoption and effectiveness of gamification strategies. This research used survey approach to analyze its hypothesis and goal. 260 surveys were valid. This study used Smart-PLS 4 to analyze data. Gamification, evaluation, and transfer were explored in this study. Gamification, training evaluation, and transfer were explored in this study. Findings suggested that the gamification training technique and training transfer make employee training evaluation crucial to the training process. Gamification in training program and employee training assessment aid training transfer. This research examines the profound impact that gamified training may have on improving organizational learning. The research, conducted with a rigorous methodology, demonstrates a clear and beneficial relationship between gamification, training transfer, and the mediator training evaluation. This highlights the significance of implementing comprehensive assessment methods. The results emphasize the need of incorporating gamification into training methods to enhance the transfer of skills and improve overall organizational performance. Managers and department heads embrace gamification as a training method and training assessment systems in organisations since evaluation is key to training success. [ABSTRACT FROM AUTHOR]

The use of remote desktop applications has increased greatly in recent years, mainly because of the generalization of telecommuting due to the COVID-19 pandemic. This process has been carried out in a very controlled manner in some companies, but in other organizations it has been introduced in a more anarchic way. The direct use of on-premises company computers and resources from the internet without the necessary protection mechanisms, including VPNs, has increased the risk of data exfiltration. Apart from other types of data exfiltration, there are cases in which employees transfer files using encrypted communications, consciously or unconsciously, producing a leak of information undetected by data loss prevention systems. In this paper we analyse the question of whether a forensic investigation may answer questions about data exfiltrations; questions such as those regarding the when, what and who (or to whom) and the use of application logs and other available tools. The answers to these questions may form the basis of solid digital evidence for legal purposes, though they may only deliver a partial response to said questions. Other complementary sources are necessary to build a complete answer and accurate digital evidence. Nevertheless, we have identified and analysed several use cases that may help to raise an early alarm that can offer warning about certain behaviours in encrypted traffic that may be detected via network monitoring. [ABSTRACT FROM AUTHOR]

Purpose: The impulse to write the article was the coming into force on 7 April 2023 of the amendment to the Labour Code, which introduced regulations regarding remote work. The possibility of an employee working remotely was provided for in Art. 3 of the Act of 2 March 2020, the act on special solutions related to the prevention, counteracting and combating of COVID-19, other infectious diseases, and crisis situations caused by them (The Act, 2020, Item 1842). Due to the temporary nature of the above-mentioned regulation, it became necessary to statutorily regulate the principles of remote work. The new regulations undoubtedly constitute a challenge for employers and make the issue of remote work in labour law important and topical. Author presents the definition and types of remote work, as well critically evaluates new regulations. Design/methodology/approach: The deliberations are based on the related literature on the subject and an analysis of the legal provisions applicable in the area under discussion. Findings: The current structure of remote working is less restrictive. The amendment does not specify any conditions enabling the introduction of remote work. The current regulation allows for more flexibility than with teleworking, because remote work does not always have to be only work the effects of which can be sent via electronic communication. There are also some criticisms of the above, though. The new regulation is extensive, and numerous references to other articles make the provisions relatively illegible. The procedure for agreeing on remote work has been significantly formalised, and part of the risk associated with its performance has been transferred to the employee. Practical implications: Adjusting their business to the new legal requirements, entrepreneurs will need to implement far-reaching organisational changes. For this reason, knowledge about the remote work regulations has become increasingly important. Originality/value: The article raises the issue of remote work, which is important not only from the point of view of the employee but also from the entrepreneur’s perspective. The issues arising from this are the subject of only a few publications. [ABSTRACT FROM AUTHOR]

Copyright of Pedagogy Studies / Pedagogika is the property of Vytautas Magnus University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: The purpose of this study is to investigate the phenomenon of knowledge transfer between employees and coworkers. That is, when and why employees engage in knowledge seeking or knowledge sabotage when confronted with coworkers with higher relative overqualification. Design/methodology/approach: This study collected survey data from 315 employee-coworker pairs in East China at three-time points. Findings: The results showed that when the cooperative goal interdependence between employee and coworker is high, the perception of coworker's relative overqualification will cause benign envy of employees, which in turn promote employees to engage in knowledge seeking from coworker. However, when the competitive goal interdependence between employee and coworker is high, the perception of coworker's relative overqualification will cause malicious envy of employees, which in turn promote employees to engage in knowledge sabotage toward coworker. Originality/value: This research not only expands the theoretical perspective and outcomes of relative overqualification but also enriches the mechanism of knowledge seeking and knowledge sabotage. Meanwhile, this study also provides practical guidance for enterprises to reduce knowledge sabotage. [ABSTRACT FROM AUTHOR]

The paper discusses the energy efficiency of smart working (SW) as a solution to traditional work-approach issues, with a focus on evaluating benefits for both employers and employees. Remote working, while offering environmental advantages such as reduced commuting and office space use, poses challenges in assessing its true impact. The study presents results from a dynamic analysis on a real residential building, typical of an architectural style diffused in northern Italy, revealing a 15% average increase in energy consumption when all work tasks are performed from home. To address concerns about the environmental impact of SW, the research proposes a method and metrics for evaluation. Four novel indices (SWEET, SEE, SSEE, and 4E) are introduced, providing a structured approach to assess the energy efficiency of SW initiatives. The paper outlines a methodology for data gathering and metric application, aiming to acquire quantitative insights and mitigate disparities arising from a transfer of burdens to employees. This contribution not only signifies a ground-breaking methodology but also addresses an unresolved research question concerning the evaluation of the actual energy efficiency of smart working implementations for both employers and employees. The results underscore the importance of understanding the nuances of SW's impact on household energy usage and its broader implications for sustainability goals. [ABSTRACT FROM AUTHOR]

This research aimed to analyse to what extent the legal politics of outsourcing in Indonesia's legal system protect workers. The analysis specifically scrutinises the provisions in Book III of the Civil Code and enforcement of the Government Regulation in lieu of Law concerning Job Creation Law Number 6/2023, with its following implication to protect workers at the national level. This research employed doctrinal legal research on legal instruments related to outsourcing with statutory, conceptual, and historical approaches. The research showed that legal politics concerning outsourcing had experienced dynamic congruence with the political configuration when the legislative product on outsourcing was made. The differences emerge where outsourcing is not restricted to certain occupations in Book III of the Civil Code of Indonesia. However, Law Number 13/2003 restricted the definition of outsourcing to occupations not related to core businesses. Law Number 11/2020 and Government Regulation Number 35/2021 fit employers. Both laws govern the legal protection for outsourced employees with the transfer of undertaking to protect employment regarding changing vendors with the condition that the jobs are still available. Meanwhile, the type of work outsourced is unlimited, resulting in a deficit compared to the previous norm. [ABSTRACT FROM AUTHOR]

The article delves into the value-added tax treatment of remanence costs and severance payments in the exchange of services between a transfer company and the former employer in Germany. It focuses on the legal complexities regarding the VAT applicability to various financial transactions associated with employee transfers to a transfer company, such as additional payments made by the transfer company to the former employer for the provision of extended employee benefits and severance payments.

Internal mobility, or movement of individuals within organizations, is a frequently occurring phenomenon that can have ripple effects throughout organizations. Internal mobility can impact individuals, units, and organizations and several decades of work on the topic provide evidence of its causes and consequences. While a recent uptick in research on internal mobility aligns with upward trends in the use of internal labor markets within organizations, the literature is currently not well integrated with a variety of terms and characteristics used to describe internal mobility, siloed single-level research on either individual or organization perspectives, and poor integration with other forms of mobility that makes it difficult to fully understand its impact. This review of the 202 articles on internal mobility reconciles these issues by defining internal mobility, creating a model based around the two primary types of internal mobility, transfers and promotions, and integrating research from varied organizational actors (individuals, organizations) that cause and are affected by internal mobility. This review culminates with a future research agenda designed to extend research on internal mobility. [ABSTRACT FROM AUTHOR]

Research Summary: Multi‐business firms redeploy human capital to strengthen individual business units. However, we know little about the antecedents of such redeployments and their effects on unit outcomes. Contributing to the resource redeployment and strategic human capital literatures, we test the relationships between parent–unit industry relatedness, the direction of redeployment (parent‐to‐unit and unit‐to‐parent), the type of human capital, the likelihood of redeployment, and post‐redeployment unit closure. Using Norwegian population‐level microdata of spinouts, we find that parent–unit industry relatedness increases the likelihood of human capital redeployment and that this effect is stronger for generalists than for specialists. Further, we find that parent‐to‐unit and unit‐to‐parent redeployment of generalists and specialists have distinct effects on unit closure, largely because of differences in post‐redeployment unit performance. Managerial Summary: Firms with multiple business units often transfer employees between units to strengthen them. However, we do not know which employees are more likely to be sent and which employees, if any, affect the receiving unit's survival and performance. Analyzing over 9000 spinouts in Norway between 2004 and 2015, we find that employees are more likely to be sent when the parent and the unit are in related industries. We further show that employees with specialized professional knowledge are sent regardless of relatedness, while generalists are sent when industries are related. Regarding post‐transfer unit survival, we find that parent‐to‐unit and unit‐to‐parent redeployment of generalists and specialists have distinct effects on survival, largely because of differences in the impact on post‐transfer unit performance. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to develop a model describing different factors that affect quality and efficiency in transitional care. Design/methodology/approach: A meta-synthesis focusing on the transitions between wards was conducted within a research project. The results from eight studies within that research project have been combined and analysed from a holistic view. Findings: The findings are a model with a description of seven different categories consisting of the identified factors affecting quality and efficiency in transitional care. Those categories are (1) learning organisation, (2) standardising and structuring, (3) applying a holistic view, (4) understanding organisational culture in a health care context, (5) management and leadership, (6) for whom value is created and (7) working together. The results from the study have been verified in previous research. Research limitations/implications: The result of the completed meta-synthesis is based on studies conducted at two medium-sized hospitals in Sweden. The developed model can be used in a similar context to improve quality and efficiency in patient transfers by management and employees working based on the various factors. Originality/value: This model describes factors (success factors, prerequisites, conditions and lack thereof) affecting the ability to achieve quality and efficiency in transitional care that can be used in future research as well as for practical improvements. [ABSTRACT FROM AUTHOR]

The overall objectives of this article are to help the reader see and understand through Aristotelian lenses: (1) positive and negative aspects of the Leveraged Buyout (LBO) business model; and, (2) how LBO practices can be reformed so as to retain positives and reduce negatives. Aristotelian lenses considered are: wealth acquisition through wealth expansion, wealth creation, and wealth transfers; distributive and corrective justice; and, a dialectic analytic process of retaining positives, reducing negatives, and reforming. Key net positive wealth expansion aspects of the model are discussed with respect to: profitability for the owners, managers, and investors of LBO firms; potential productivity improvements on the cost and revenue sides; and, potentially greater credit availability. Negative wealth transfer and destruction aspects with respect to: a relatively high rate of bankruptcies in some countries and in economic downturns; LBO firm gains without responsibility for losses; wealth transfers from employees, creditors, ordinary vs "carried interest" taxpayers; and, damaged wealth expansion and creation capabilities of acquired organizations are discussed. Potential reforms that could reduce negatives, retain positives, and reform the model are discussed. [ABSTRACT FROM AUTHOR]

Drawing on agency and socioemotional wealth theory, this study elucidates that ownership succession intentions affect earnings management in private family firms. Based on a combination of questionnaire data and archival data of 331 Belgian private family firms, results indicate that family firms intending to transfer ownership to non-family members engage more in earnings management than those planning to transfer ownership to family members. Our findings also show differences in earnings management within each subset of ownership succession, thereby highlighting family firm heterogeneity. Family owners intending to transfer ownership to their children engage less in upward earnings management than those planning to transfer ownership to other family members. Family owners intending to transfer ownership to employees engage more in downward earnings management than those intending to transfer ownership to outsiders. This study contributes to both theory and practice by considering ownership succession intentions as a driver of earnings management. Plain English Summary: Window dressing accounting figures of family firms depends on the one standing in front of the window. Examining 331 Belgian private family firms, this study indicates that family firms intending to transfer ownership to non-family members inflate their accounting figures, probably to negotiate a better selling price. While less so-called earnings management is observed when envisioning transferring ownership to family members, it still occurs when the family members are not the children of the current owners. Finally, this study illustrates that family firms intending to transfer ownership to employees might engage in downward earnings management, potentially to provide an opportunity for the employees who the family started to consider as kin too to buy the firm. Potential buyers, current investors, auditors, and accountants should consider these findings when interpreting the financial statements of family firms. [ABSTRACT FROM AUTHOR]

Copyright of Jordanian Journal of Law & Political Science is the property of Mutah University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The Bucharest Court of Appeal has upheld a decision that found a dismissal following a transfer of undertakings to be null and void. The court ruled that if the new employer knew before the transfer that the continuity of employment could not be ensured, the dismissal was not based on an objective cause. The court cited Directive 2001/23/EC and Romanian labor laws in its decision. The case highlights the importance of protecting employees in the event of business transfers and ensuring that dismissals are justified by valid reasons unrelated to the transfer. [Extracted from the article]

The present study intends to highlight critical or just unclear aspects of the directives of the Union, of the implementing national law and of the jurisprudence of the Court of Justice of the European Union concerning the protection of the rights of the employees in the case of transfer of undertakings, businesses or part of businesses. It is about the Directive 187/77 of the Council, the Directive 50/98 of the Council, which has amended the first, and the Directive 23/2001 of the Council, which is in force at the time being, the two former being repealed by it; these directives were implemented in Romania by the Law 67/2006 and the Labour Code (the Law 53/2003). The transfer of undertaking consists not only in the purchase or the lease of the business, or the merger of businesses, but also in the taking over, by a new provider of goods or services, of all or of the majority of the employees of the former provider of a client, if those employees constituted and continue to constitute a unitary group from an organizational and functional point of view, continue to carry on the same activity for the client, possibly in the same place and, if they are indispensable for the activity, with the same material means. The protection afforded to the employees consists in the automatic transfer of their contracts or of the content of these to the new employer, that is the acquirer of the undertaking whatever the form of the acquisition may be, as we saw above. The conclusions contain proposals de lege ferenda concerning both the directive in force and the implementing national law. So, regarding the directive we appreciate as being necessary the renaming of the transfer of undertaking in transfer of activity, the partial renaming of the cases of transfer and the suppression of some of the actual cases, the express defining of the protection as being only the transfer of the rights and obligations from the labour contracts or relationships or at least the renouncement to the automatic character of the transfer of the contracts, the suppression of the provisions mentioned as superfluous. Regarding the national law, we consider necessary to keep only one of the two normative acts mentioned, to eliminate the non-compliances shown with the directive, where they exist, and to include in the civil law provisions related to the sale and the lease of the activity for all the types of legal persons, professional or non-professional. [ABSTRACT FROM AUTHOR]

Purpose: Little is known about when younger employees' intergenerational knowledge transfer (IGKT) – behaviors of acquiring knowledge from older employees – improves their innovative work behaviors (IWB), especially in hospitals. Taking into consideration the moderating roles of individual absorptive capacity (AC) and organization size, this study aims to develop a theoretical model to account for the associations of both online and offline IGKT with younger employees' IWB. Design/methodology/approach: The model was tested with a survey of 202 Chinese younger doctors (40 years old and below). Partial least squares structural equation modeling (PLS-SEM) was used to analyze the data. Findings: The results showed that both online IGKT and offline IGKT have significant positive relationships with younger doctors' IWB. Individual AC can strengthen the relationship between offline IGKT and IWB, and organization size can weaken the relationship. However, both individual AC and organization size do not significantly moderate the relationship between online IGKT and IWB. Originality/value: The findings extend the understanding and application of individual-level knowledge-based view and media synchronicity theory by exploring the relationship of knowledge acquisition from older doctors through both online and offline communication channels with younger doctors' IWB. [ABSTRACT FROM AUTHOR]

Directive 2001/23 on the approximation of the laws of the Member States relating to the safeguarding of the employees' rights in the event of transfers of undertakings, businesses or parts of undertakings or businesses leaves to the discretion of the Member States the task of regulating the procedural means and the legal sanctions able to ensure the full and effective exercise of the right to the information and consultation of the employees affected by the transfer. In the Romanian law, the Law No 67/2006 on safeguarding of the employees' rights in the event of transfer of undertaking, establishments or parts thereof, which transposed Directive 2001/23, does not provide for a separate sanctioning regime for the violation of the obligation to inform and to consult the employees affected by the transfer, but establishes, generically, for the violation of any obligation provided in its content, the contraventional liability of the transferor or transferee and the right of the employees, respectively of the representatives of the employees affected by the transfer, to address the courts of labour jurisdiction competent to resolve individual and collective labour conflicts. The present study emphasizes, by applying the requirements of the principle of the effective transposition of the directive and by carrying out a comparative law analysis, the fact that the mixed system of sanctions in the Romanian law, made of the contraventional fine and compensatory damages, fails to ensure the deterrent effect for employers and does not confer to the employees affected by the transfer any effective procedural remedies for respecting the right to information and consultation. De lege ferenda, several measures are proposed that can be adopted in order to ensure the effective nature of the right to information and consultation of the employees affected by the transfer, respectively: the clarification of the conditions for exercising the application for summons that seeks to repair the damage caused by the violation of the right to information and to consultation of the employees affected by the transfer; the express legislative establishment of the joint liability of the transferor and of the transferee for the damages resulting from non-compliance with the right to information and to consultation of the transferred employees; the increase of the limits of the contraventional fine. [ABSTRACT FROM AUTHOR]

Copyright of Journal Of the College of Law /Al-Nahrain University is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Recent research highlights the benefits of internal hiring––filling a job by hiring a worker currently employed by the organization––and more than half of jobs are filled that way. Yet we know surprisingly little about the processes that facilitate the movement of workers across jobs within firms. I address this gap by first detailing the portfolio of internal hiring processes employed by large organizations, focusing on posting and slotting. Posting is a predominantly market-based process in which a manager posts an open job and invites interested candidates to apply, whereas slotting is a predominantly relational process in which a manager personally identifies a preferred candidate and “slots” him or her into an open job. I then examine how key differences between posting and slotting shape two outcomes of importance to firms and workers: quality of hire and compensation. My analysis of 8,107 internal hires at a large U.S. health-services firm reveals that outcomes for internal candidates depend, in part, on the nature of the process used to facilitate the movement from one job to the next; compared with slotted employees, workers who enter a job through posting have higher performance ratings, earn higher salaries, and are less likely to exit the firm. My findings suggest that the posting process improves the quality of hires by expanding the pool of potential candidates at the recruiting stage and by disciplining the information managers use to evaluate candidates at the selection stage. As well, internal candidates hired through posting are more likely to initiate salary negotiations and negotiate more competitively, resulting in higher initial salaries. [ABSTRACT FROM AUTHOR]

This study elucidates the effects of organizational socialization tactics and proactive behavior on the regional adaptation of employees. We used a combination of the following methods: measurement of regional commitment and proactive behavior, and interview surveys. The main finding is that both organizational socialization tactics and proactive behavior led to building relationships with local residents, which fostered employees1 * 5 commitment to the community. Here are some of the key factors: (1) RJP before joining the company, (2) organizational support for employees participation in community activities, (3) employees* own efforts to build relationships with local residents, and (4) early transfer of authority to employees. [ABSTRACT FROM AUTHOR]

According to previous studies, general environmental characteristics and job‐related factors influence employees' transfer of learned skills to the job. However, among job‐related variables, the role of work engagement in connection with transfer motivation, opportunity and training transfer has not received much research attention. Building upon the theoretical background of the Job Demands‐Resources Model, the present study investigated the relationship between job resources/demands and training transfer through work engagement, transfer motivation and opportunity to transfer. Based on data from 311 working adults who participated in soft skill training programmes, job resources were associated with higher levels of training transfer through increased work engagement, motivation and opportunity to transfer. In contrast, job demands had negative relationships with transfer via work engagement and opportunity to transfer. The findings supported the assumption of the positive gain spiral in the transfer context. We conclude that companies should prioritize the development of job resources to provide a better environment for training transfer. [ABSTRACT FROM AUTHOR]

Copyright of Çankırı Karatekin University Journal of the Faculty of Economics & Administrative Sciences is the property of Cankiri Karatekin University, Faculty of Economics & Administrative Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper examines how bribe payment by enterprises in Vietnam affects employees' working conditions, particularly wage benefits and other non-monetary compensations. We exploit the variation in the interaction of the score for the transparency of the local government in a specific province, the district-sector share of enterprises engaging in bribe payment, and the sector average size of the enterprise owner's social network that are public officers as an exogenous variation in the likelihood of engaging in bribe payment. The results of the analysis reveal that when an enterprise pays bribe, it reduces the wages of its employees by approximately 27.6% (mostly for those within the highest wage bracket). Employees' membership of a trade union, enterprise' performance, capacity for inter-jurisdictional mobility, investment in human capital development, and formality status are likely operative channels of impact. Plain English Summary Enterprises' engagement in bribe payment has negative impacts on the wages of employees. Corruption and bribe payment are endemic in many developing countries and they come at a cost to the broader society. Several studies have been conducted on how corruption impacts the welfare of individuals and households, the productivity, and effective and efficient functioning of firms and government, but we contribute to this debate by considering how bribe payment at the firm level affects employees' welfare. We argue that bribe payment by an enterprise has potential effects on the wages and other non-monetary compensations of their employees. Depending on the size of the bribe and the profit level of the enterprise, bribe payment may reduce or improve an enterprises' cash flow. In an event that the enterprise incurs a cost for paying bribe, it may transfer the cost to its employees by either cutting their wages or adjusting other pecuniary benefits that they receive. On the other hand, if the enterprise benefits from paying bribe, employees' wages and other benefits could either increase as a spillover effect or remain unchanged depending on several factors, including the enterprise's appetite for further bribe payment in anticipation of reaping more benefits in the long term. We use a unique dataset from the survey of Vietnamese small- and medium-scale manufacturing enterprises to validate these propositions and the channels through which they operate. The results of the analysis show that when an enterprise pays bribe, it reduces the wages of its employees (mostly for those within the highest wage bracket) by approximately 27.6%. Our result further shows that employees' membership of a trade union, an enterprise's performance and its capacity to move between different jurisdictions of operation, investment in human capital development, and formality status are the potential channels through which the identified impact operates. These findings support the need for anti-corruption policies, which could have other spillover effects on decent labor outcomes in Vietnam and other developing countries. [ABSTRACT FROM AUTHOR]

2022/13 Transfer of employee and direct discrimination on ground of religious beliefs (FR): The French Supreme Court has held that an employer was not guilty of direct discrimination on the ground of religious beliefs by imposing on an employee of Hindu faith a disciplinary transfer to a new working site, when such transfer was justified by an essential and determining professional requirement. [ABSTRACT FROM AUTHOR]

Copyright of Projekt-Management Aktuell is the property of Narr Francke Attempto Verlag GmbH & Co.KG and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper aims to verify the effects of work–family conflict and work–family facilitation on employee innovation in the digital era. Based on resource conservation theory, this study regards the work–family relationship as a conditional resource. Employees who are in a state of lack of resources caused by work–family conflict will maintain existing resources by avoiding the consumption of further resources to perform innovation activities; employees who are in a state of sufficient resources are more willing to invest existing resources to obtain more resources. In this study, 405 employees from enterprises in the Chinese provinces of Jiangsu, Anhui, Sichuan, and Guangdong, and in the municipality of Tianjin were selected as the research object. These enterprises are knowledge-based companies, and their employees frequently transfer knowledge at work. We collected questionnaires from the frontline employees of these companies. The results show that negative and positive emotions mediate the effect of work–family conflict and work–family facilitation on employee innovation. Moreover, work flexibility has a significant moderating effect on the mediating role of emotions between work–family facilitation and employee innovation behavior. In the digital era, when facing different work–family situations, employees need to pay attention to and dredge their negative emotions to avoid reducing their innovative behaviors due to self-abandonment; in parallel, they need to guide their positive emotions toward innovation, so as to promote their innovative consciousness and behavior. This paper expands the research perspective of employee innovation behavior. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to explore the way tacit knowledge (TK) sharing occurred among automotive workshop (AW) employees. Challenges and drivers of TK sharing (TKS), including stakes of experienced employees that hinder the smooth transfer of TK, have been explored. Design/methodology/approach: In-depth interviews have been conducted with experienced technicians using open-ended questions to gain deep insights on the issue of TKS. Data coding has been done for thematic analysis to extract themes. Findings: This study explains the way TK is shared and transferred among employees in the AW sector. Various drivers and challenges in the smooth transfer of TK have been found. Various stakes of employees in the sharing of TK have been explored. Originality/value: To the best of authors' knowledge, this is the first study that explored stakes of experienced employees in TKS by exploring challenges in the TKS process among employees. Automotive repair is a complicated technical job that integrates various trade persons for the successful execution of jobs for customer satisfaction. TK is a core value and a sensitive issue among employees, which makes the job of researchers challenging, resulting scarcity of literature on this vital issue. [ABSTRACT FROM AUTHOR]

Purpose: Integrating territoriality and the job demands-resources model, this study investigated tactics that managers use to hinder their talented employees' internal job transfer attempts. This study proposed that managers' psychological ownership of talent would relate to their use of persuasion and nurturing tactics, and that managers' role overload and job social support would moderate these relationships. Design/methodology/approach: The data for this study was collected by administering two surveys approximately two weeks apart. A hundred and sixteen managers provided complete data for analysis. Findings: Psychological ownership of talent related to persuasion tactics but not nurturing tactics. When overload was higher and social support was lower, managers with higher psychological ownership reported using more persuasion tactics to hinder their talented employees' internal mobility. This study did not find significant interactions for nurturing tactics. Practical implications: Internal talent hindering can impede employee access to critical learning and growth opportunities, and employees who feel their mobility is restricted may be more inclined to turnover. Accordingly, managers who hinder internal mobility can negatively affect talented employees' leadership development within an organization and the effectiveness of its succession plans. Originality/value: This study demonstrates empirically that managers intentionally use tactics to hinder the internal transfers of their talented employees. This study identifies predictors and boundary conditions of hindering tactics, and this knowledge can help organizations address internal talent hindering. [ABSTRACT FROM AUTHOR]

Motivation: Employees' works are crucial in practice. The validity and need for discussions on the rights of the employer to the employee's work is justified by the increasing concern for the observance of copyright, and also for employee-employer relations. By entering into an employment relationship, both parties must be aware of their rights and obligations. Aim: This article presents the issue of copyright status of an employee's work regulated in the Article 12 and 13 of the Act on copyright and related rights. The considerations focus on the legal relationship between the employer and the employee-author, and the issue of acquiring author's economic rights to the work created by the employee within the employment relationship. The article is based on the analysis of legal regulations and judicial decisions. Results: Regulating rights to the work created by the employee is dependent on the will of the parties. It is only the absence of contractual terms in this respect that results in a reference to the statutory provisions, which define the rules of transferring copyright for the employee's work to the employer. Article 12 of the Act on copyright and related rights specifies grounds for secondary acquisition of copyright by the employer. One should remember that this regulation concerns solely author's economic rights because author's moral rights, which due to their nature are non-transferable, remain with the author or employee. [ABSTRACT FROM AUTHOR]

The evolution of modern society, the economic changes, and the acceleration of the formation of new companies have required, among other things, the adoption of rules to protect employees in the event of transfer of companies. In its case-law, the European Court of Justice has clarified the objectives related to whom the Member States must respond in order to give adequate protection to workers' rights. The transfer may not affect the principle of legal certainty, social employment relations or the workers' rights provided for in the applicable individual employment contract and collective bargaining agreement. The transfer itself cannot constitute a reason for individual or collective dismissal, as shown in several European and national court rulings. [ABSTRACT FROM AUTHOR]

Copyright of Selcuk University Social Sciences Institute Journal is the property of Selcuk University Social Sciences Institute Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this paper is to examine the promotion of self-directed learning (SDL), a concept that can potentially increase employee competency in organisations. We present SDL as a pivotal 21st century skills that transforms traditional practices into competencies crucial for the success of an employee at the workplace. The paper utilised case studies, document analysis, and a systematic literature review to synthesise existing resources. A systematic review of 50 peerreviewed articles published in English-language Scopus indexed journals indicate the significance of promoting SDL in the 21st century workplace for employee competency development. The findings further highlight the practices that need to be integrated for SDL promotion in the workplace to enhance employee competency. Specifically, communication of a shared vision and knowledge among employees is essential to promote SDL. The literature suggests that SDL must be supported by employers and implemented in human resource development (HRD). The practical implications of this for Asian businesses is to introduce and inculcate SDL in organisational culture through a reward system and a conducive working environment. Overall, in recent years, researchers have recognised the critical role of SDL in the workplace in enhancing employee competencies by transferring the learning responsibility to employees. [ABSTRACT FROM AUTHOR]

Copyright of Revista Româna de Dreptul Muncii is the property of Wolters Kluwer Romania and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)