Skill utilization at work: Opportunity and motivation

Russo, Giovanni

doi:10.15185/izawol.409

Cited by 3 publications

(4 citation statements)

References 8 publications

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“…Therefore, we want to stress that potential misalignment should not be used as an argument against the creation and use of district research offices and DRLs. Russo (2017) suggests that misalignment can occur due to the diverse ways in which organizations use skills, design positions, and manage jobs and further notes that misalignment "need not persist over time" (p. 8) and may be mitigated if organizations are committed to addressing alignment issues. In line with Russo, we suggest that the absence of alignment offers opportunities to strengthen the ability of DRLs to engage in KB work.…”

Section: Discussionmentioning

confidence: 99%

An exploration of individual, job, and organizational characteristics associated with district research leaders' knowledge brokering work

Shewchuk

Farley‐Ripple

2022

EPAA

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The role of district research leaders (DRLs) in central offices has emerged as a strategy for improving the creation, flow, and use of research knowledge in decision-making. However, there is limited information about the responsibilities, opportunities, and challenges inherent in these roles. This exploratory qualitative study features document analysis to examine the individual backgrounds, job demands, and organizational contexts of DRLs. The result of this study suggest that multiple pathways to the DRL role exist, but few include formal training in knowledge brokering. Further findings suggest that DRL jobs are complex and entail diverse tasks, but share a focus on research leadership and coordination, identifying and obtaining relevant research information, and facilitating evidence-informed change. Moreover, organizational contexts varied in supportiveness for knowledge brokering work. Overall, there was limited evidence of alignment across individual, job, and organizational characteristics, signaling an opportunity to better define and support those in DRL roles.

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Section: Discussionmentioning

confidence: 99%

An exploration of individual, job, and organizational characteristics associated with district research leaders' knowledge brokering work

Shewchuk

Farley‐Ripple

2022

EPAA

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“…The chapter also investigates skills underutilisation at work (Russo, 2017), another major skill mismatch dimension inhibiting labour productivity and wellbeing. The chapter concludes with analysis of the relationship between skill mismatches and labour market outcomes in European job markets, with emphasis on how digitalisation is linked to discrepancies between workers' skills and the skill needs of their job.…”

Section: Digital Technology and Workmentioning

confidence: 99%

“…( 21 ) In addition to supply-side policies, demand-side measures that may spur higher job-skill requirements and more efficient utilisation of skills at work are also necessary for tackling skill mismatch (Cedefop, 2015a(Cedefop, , 2018a. This includes improved job design and work complexity achieved by more efficient managerial and organisational choices (Russo, 2017;McGuinness and Pouliakas, 2017).…”

Section: Key Esjs2 Statistics On Skill Mismatch In the Eu+mentioning

confidence: 99%

Current Challenges Affecting the Development of Human Resources in Slovakia

Dudová,

Matúšová

2023

ERAZ Conference – Knowlegde Based Sustainable Development: Vol 9. Conference Proceedings

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The paper defines the key factors influencing human resources in the current economic development in Slovakia and points to possible ways of adapting human capital to the rapidly changing world. The paper aims to characterize the expected features of the foreseen digital and knowledge transformation of the Slovak economy and society and to identify possible paths of human resource development, based on the definition of the knowledge economy and the learning society.

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“…Further building upon the AMO theory, a progressive human resource system can empower the organizations to persistently improve their business practices through continuous learning and development of their employees (Gerhart, 2005;Renwick et al, 2013). Consequently, the skilled employees feel motivated to achieve the organizational goals and performance targets (Russo, 2017) including the ecological goals. Such employees may also exert all the possible efforts to avail the potential opportunities that can help to augment the organizational performance.…”

Section: Ability-motivation-opportunity Theorymentioning

confidence: 99%

Green training and organizational efficiency: mediating role of green competencies

Gull

Idrees

2021

EJTD

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Purpose This paper aims to highlight the importance of implementing green training as a part of green management practices in organizational operations by building the arguments through the lens of Ability–Motivation–Opportunity (AMO) theory. In this regard, the mediating impact of green competencies on the association between green training and organizational efficiency is determined. Design/methodology/approach The research followed a quantitative and cross-sectional approach. The study involved ISO-14001 certified textile manufacturing organizations to better serve the research purpose. The responses were collected from 235 managerial-level employees through purposive sampling. The data analysis was performed by using structural equation modelling to examine the interrelated dependence of the variables. Findings The findings of the study reveal that green training is essential for environmentally responsible organizations to attain their goals of efficient resource consumption in addition to serving the greater cause of environmental protection. There is a dire need to impart environmental-friendly competencies to the employees who resultantly become able to adopt eco-efficient ways of doing business. Research limitations/implications This study also has limitations regarding the generalizability of its results. It is primarily because of the limited sample size and restricted geographical domain. Additionally, AMO theory has not been empirically tested in this study. Practical implications Progressive textile manufacturers need to incorporate a consistent policy for green management practices to meet the expectation of their international clients and to remain competitive in international markets. It is equally important for the governmental authorities to design such environmental policies which necessitate the need of incorporating pro-environment business practices and measuring their outcomes. Originality/value This study will contribute to enrich the literature by offering an empirical analysis of green training for achieving the organizational efficiency in textile manufacturing sector. It will be a novel context to contribute to the literature of green management practices and its related fields. Moreover, the study is one of its kind that uses the AMO theory to identify the mediating role of green competencies for understanding the association between green training and organizational efficiency.

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Skill utilization at work: Opportunity and motivation

Cited by 3 publications

References 8 publications

An exploration of individual, job, and organizational characteristics associated with district research leaders' knowledge brokering work

An exploration of individual, job, and organizational characteristics associated with district research leaders' knowledge brokering work

Current Challenges Affecting the Development of Human Resources in Slovakia

Green training and organizational efficiency: mediating role of green competencies

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