A5014492423- Human Resource and Talent Management
- International Student and Expatriate Challenges
- International Business and FDI
- Digital Economy and Work Transformation
- Labor Movements and Unions
- Sharing Economy and Platforms
- Employment and Welfare Studies
- Employer Branding and e-HRM
- Competency Development and Evaluation
- Emotional Labor in Professions
- Innovation and Knowledge Management
- Entrepreneurship Studies and Influences
- Antibiotic Use and Resistance
- Pharmaceutical Economics and Policy
- Higher Education Governance and Development
- Job Satisfaction and Organizational Behavior
- Global Maternal and Child Health
- Family Business Performance and Succession
- Migration, Ethnicity, and Economy
- Hospitality and Tourism Education
- Gender Diversity and Inequality
- Organizational Downsizing and Restructuring
- Transportation and Mobility Innovations
- Higher Education and Employability
- Social Policy and Reform Studies
University College Cork
2018-2025
Mahidol Oxford Tropical Medicine Research Unit
2020
Mahidol University
2020
National University of Ireland
2020
University of Wollongong
2018
Queen's University Belfast
2014-2017
Wellcome Trust
2017
CNR de la Résistance aux Antibiotiques
2017
Queen's University
2007-2016
University of South Australia
2007-2016
Abstract Current understanding of what constitutes work in the growing gig economy is heavily conflated, ranging from conceptualisations independent contracting to other forms contingent labour. This article calls for a move away problematic aggregations by proposing classification into three variants, all based strongly upon key technological features: app‐work, crowdwork, and capital platform work. Focusing specifically on app‐work variant, this article's more delineated focus textured...
Abstract Work in the gig economy is championed by platform organizations as affording individuals flexibility to decide when, where, and how much they wish work. The reality more complex. In app‐based work, we propose concept of “algorithmic HRM control,” which acts an omnipresent distinctive control system that differs from traditional forms two significant ways: first, reliance upon, pervasiveness of, algorithmic technologies its enactment; second, substantial direct indirect influence...
There is a dearth of empirical studies on talent management (TM) in the emerging markets, and particular lack research TM countries Central Eastern European (CEE) region. Our study 58 organisations Poland, major economy CEE region, one first to examine this context. highlights nature challenges facing Poland shows that there little evidence suggest Polish practice converging with Western models. paper suggests likely challenge many traditional practices attitudes which continue dominate...
With low barriers to entry and ease of access work, the gig economy offers prospect boundaryless opportunities for flexible working arrangements characterised by increased autonomy. This form however, may leave individuals without development could stymie career progression. Drawing on theory, this study examines potential workers develop transferable competencies required effectively pursue beyond these precarious roles. Through insights from 56 worker interviews, we analyse lived...
Abstract The international human resource management (IHRM) field naturally lends itself to spotlighting the importance of internal and external organizational contexts help understand how manage employees in organizations effectively. However, we argue that range opportunities creates this context has not yet been fully embraced by IHRM scholars. To address gap, special issue explores: (a) variety approaches theorizing promote or constrain practice; (b) relevant methodologies might allow us...
Employee voice has been an enduring theme within the employment relations literature.This article profiles incidence of a range direct and indirect employee mechanisms multinational companies (MNCs) and, using analytical framework, identifies number different approaches to voice. Drawing from highly representative sample MNCs in Ireland, we point quite significant level engagement with all types voice, both indirect. Using find that most common approach was (i.e. use trade unions and/or...
The topography of global mobility within multinational enterprises (MNEs) is evolving where we now have a portfolio flexible working arrangements (FGWAs) including: international business travellers, flexpatriates, short-term assignees, commuters, and rotational assignees. need for more agile structures efficient mechanisms to transfer globally dispersed knowledge are two key enablers in this evolution. With increased interest, paper offers the first systematic, integrative review 100...
Through an in-depth, multilevel case study of a professional services firm, this paper illuminates what stakeholders mean when they use the term 'talent'. The underlines how various contextual factors including, workforce composition, ownership structures and individual perceptions influence talent meanings within organisation. Our analysis phenomena at multiplicity levels illustrates that it is not only about words, phrases, terms employed talking requires examination. There need to...
Gig work accessed through the medium of digital platforms has become an increasingly researched and debated topic owing to several features which distinguish it from other variants temporary work. It represents a form working that typically falls outside standard boundaries organisation employment relationships where technology most pervasive role. This paper, alongside five special issue contributions, explores enactment technologically mediated HRM in gig economy. We make case for enhanced...
Abstract Studying the flows of parent country nationals in multinational enterprises (MNEs) to subsidiary operations has a relatively long tradition. employees other subsidiaries, as third nationals, and corporate headquarters, inpatriates, however, empirically much less pedigree. Drawing on large‐scale empirical study MNEs Ireland, this paper provides benchmark outward international assignees from Irish subsidiaries foreign‐owned both headquarters worldwide operations. Building insights...
Does the use of HRM practices by multinational companies (MNCs) reflect their national origins or are similar regardless context? To extent that similar, is there any evidence global best standards? The authors system, societal, and dominance framework to address these questions through analysis 1,100 MNC subsidiaries in Canada, Ireland, Spain, United Kingdom. They argue this offers a richer account than alternatives such as varieties capitalism. study moves beyond previous research...
To create a mathematical model to investigate the treatment impact and economic implications of introducing an antimicrobial resistance point-of-care test (AMR POCT) for gonorrhoea as way extending life current last-line treatments. Modelling study. England. Patients accessing sexual health services. Incremental hypothetical AMR POCT that could detect susceptibility previous first-line antibiotics, example, ciprofloxacin or penicillin, so patients are given more tailored treatment, compared...
Effective identification of talent is a central element management. Talk often involves two distinct, yet interrelated dimensions: performance and potential. The management literature has however provided limited consideration both conceptually empirically concerning the delimitation between these dimensions. This paper looks to address this by examining how construct operationalised in practice. It considers key research questions; what indicators potential are applied organisational...
Purpose To identify, develop and retain talent, an important first step is to ensure that key stakeholders in the talent management (TM) process have a shared view of what meant by within organisation. The purpose this paper conceptualise how defined context hospitality industry examine degree (mis)alignment among corporate business unit leaders. Design/methodology/approach uses qualitative approach consisting 73 interviews with at levels three multinational hotel corporations. In addition,...
Abstract This editorial lays out 30 years of history Human Resource Management Journal ( HRMJ ), charting the journal's roots, reflecting on HRM scholarship today and guiding authors potential contributions to journal in future. has achieved high recognition ranking internationally since its conception originally as a UK‐based journal. The broad‐based approach study management people at work, means it appeals scholars from multitude disciplines, not least all management, industrial...
This paper examines how the social relations of platform work shape workers' acts resistance. We critically discuss broad spectrum resistance approaches employed by workers, bringing attention to heterogeneity and novelty some practices stem from dynamic complex work. Accounting for at both individual collective levels, as well across different types work, enables one consider extent which worker has evolved its more traditional association with presence a 'shopfloor' established...