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Evaluation of differences in performance between shareholder-CEO-led and professional-CEO-led large companies in Lithuania

Voveris, Donatas - In: Verslas : teorija ir praktika : Vilniaus Gedimino … 24 (2023) 1, pp. 82-92

-CEOs, and how those differences impact the performance of companies both from a managerial and financial standpoint. Though this …/shareholder-CEOs and professional-CEOs, the research on how this impacts firm performance provides inconsistent results. This paper aims to … performance were identified. In this sense, this study confirms the generalization that the influence of a CEO diminishes as …

Persistent link: https://www.econbiz.de/10014371867

Employee Engagement: A Literature Review

MEHTA, Dharmendra; MEHTA, Naveen K. - In: Economia. Seria Management 16 (2013) 2, pp. 208-215

Motivated and engaged employees tend to contribute more in terms of organizational productivity and support in maintaining a higher commitment level leading to the higher customer satisfaction. Employees Engagement permeates across the employee-customer boundary, where revenue, corporate...

Persistent link: https://www.econbiz.de/10010901658

Personalrisikomanagement: Mitarbeiterbindung und die Relevanz für Unternehmen

Przybilla, Anne - 2008

Persistent link: https://www.econbiz.de/10010300998

Measuring the use of human resources practices and employee attitudes: The Linked Personnel Panel

Kampkötter, Patrick; Mohrenweiser, Jens; Sliwka, Dirk; … - 2015

This paper introduces a new data source available for HRM researchers and personnel economists, the Linked Personnel Panel (LPP). The LPP is a longitudinal and representative employer-employee data set covering establishments in Germany and designed for quantitative empirical HR research. The...

Persistent link: https://www.econbiz.de/10011419536

Employer branding: Sustainable HRM as a competitive advantage in the market for high-quality employees

App, Stefanie; Merk, Janina; Büttgen, Marion - In: Management Revue 23 (2012) 3, pp. 262-278

This conceptual article examines how Sustainable Human Resource Management (Sustainable HRM) can help establishing an attractive employer brand that can address the different needs and expectations of potential and existing employees, without compromising a consistent employer image, which can...

Persistent link: https://www.econbiz.de/10010332829

Identifying leadership skills required in the digital age

Klus, Milan F.; Müller, Julia - 2018

self-reflection skills are considered particularly relevant in times of rapid technology-driven change. Furthermore, many …

Persistent link: https://www.econbiz.de/10011984265

Team level antecedents and consequences of ethical leadership: A review and future directions

Liu, Yuhuan - In: International Journal of Management, Economics and … 13 (2024) 1/2, pp. 68-90

Persistent link: https://www.econbiz.de/10014632136

Identifying Leadership Skills Required in the Digital Age

Klus, Milan Frederik; Müller, Julia - 2020

How should executives lead organisations and their employees in an increasingly digitalized business environment and what skills are needed to succeed? Although the evolution of digital technologies considerably changes working environments in organisations and creates new challenges for...

Persistent link: https://www.econbiz.de/10012207945

Application of the Principle of Fairness in the Distribution of Rewards: Evidence from Serbia and Bosnia & Herzegovina

Kostadinovic, Ivan; Hanic, Azra H.; Vukovic, Darko B. - 2017

In the search for additional data, which would enable the conclusion on the implementation of the principle of fairness in the distribution of rewards as one of the key ethical concepts in relations between employers and employees, a survey was conducted, which entailed the corresponding...

Persistent link: https://www.econbiz.de/10012232627

A feminist poststructuralist critique of talent management: Toward a more gender sensitive body of knowledge

Makarem, Yasmeen; Metcalfe, Beverly Dawn; Afiouni, Fida - In: BRQ Business Research Quarterly 22 (2019) 3, pp. 181-193

The field of talent management (TM) has grown over the last two decades, and much theoretical and methodological progress has been made in an effort to better conceptualize the field. Despite these efforts, the construction of knowledge within TM research has ignored power and gender dynamics....

Persistent link: https://www.econbiz.de/10013327677