Relevant bibliographies by topics / Economics Church personnel management

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Economics Church personnel management'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Economics Church personnel management"

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Kharitonova, Y. E. "DOCUMENTARY EVIDENCE OF HISTORY OF ECONOMIC RELATIONSHIPS BETWEEN THE WHITE SEA MONASTERIES AND PEASANT COMMUNITIES AT THE TURN OF THE 19TH/20TH CENTURY." Northern Archives and Expeditions 5, no. 2 (June 30, 2021): 150–58. http://dx.doi.org/10.31806/2542-1158-2021-5-2-150-158.

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The article examines the history of economic relationships between Orthodox monasteries on the White Sea coast and peasant communities at the turn of the 19th/20th century. The White Sea monasteries are combined into a single group by researchers due to their geographic location and development of particular historical trends and activities as a result. The study is based on documents from regional archives related to records management, economic and administrative activities, as well as oral historical sources. The attempt is made to explore characteristics of the White Sea monasteries’ economic impact on the Pomor settlements historically linked to them. The research methodology is based on the historical and anthropological concept. Its problematic field highlights the process of interaction between the White Sea monasteries and peasant communities over the period in question, facilitating the identification of positive mutual influence and problems arising in the course of bilateral activities. Critical and comparative analysis of sources as well as source studies synthesis are applied as methods to analyze documents in a comprehensive way. The research novelty is attributable to previous insufficient information about economic interaction between the White Sea monasteries and Pomor communities over the period in question. Joint economic activities of the monasteries and peasant communities were useful for local population and contributed to resolution to certain social and economic matters. The Pomors developed trades, demanded by the needs of monasteries’ economic activity, such as carrier services, pearling, spinning, seasonal work. Joint activities led to the emerging of effective arrangements, qualified personnel, that served as a social stabilizer and united economic efforts of the Church as represented by the White Sea monasteries and the state as represented by peasant communities.
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Gerhart, Barry, and Edward P. Lazear. "Personnel Economics." Industrial and Labor Relations Review 51, no. 2 (January 1998): 338. http://dx.doi.org/10.2307/2525232.

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Gerhart, Barry. "Book Review: Human Resources, Management, and Personnel: Personnel Economics." ILR Review 51, no. 2 (January 1998): 338–40. http://dx.doi.org/10.1177/001979399805100221.

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Polevaya, Marina V. "TRAINING ON PERSONNEL MANAGEMENT AND LABOR ECONOMICS." Statistics and Economics, no. 3 (January 1, 2016): 2–6. http://dx.doi.org/10.21686/2500-3925-2016-3-2-6.

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Gunderson, Morley. "Economics of personnel and human resource management." Human Resource Management Review 11, no. 4 (December 2001): 431–52. http://dx.doi.org/10.1016/s1053-4822(01)00048-1.

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Sinclair-Desgagné, Bernard. "Green human resource management – A personnel economics perspective." Resource and Energy Economics 66 (November 2021): 101261. http://dx.doi.org/10.1016/j.reseneeco.2021.101261.

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Kasymova, N. "Concepts of Innovative Personnel Management." World Economy and International Relations, no. 3 (2013): 62–67. http://dx.doi.org/10.20542/0131-2227-2013-3-62-67.

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The article is devoted to analysis of formation of the theory of “scientific management” (end of XIX – beginning of XX century). The focus is made on the evolution of innovative concepts of personnel management that fully developed in XX century. Also, the author deals with the differences between American and Japanese schools of management.
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Backes-Gellner, Uschi. "Personnel Economics: An Economic Approach to Human Resource Management." management revu 15, no. 2 (2004): 215–27. http://dx.doi.org/10.5771/0935-9915-2004-2-215.

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Kaufman, B. E. "Personnel/Human Resource Management: Its Roots as Applied Economics." History of Political Economy 32, Suppl 1 (January 1, 2000): 227–56. http://dx.doi.org/10.1215/00182702-32-suppl_1-227.

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García, María Purificación. "Protocols on personnel management in local administration." International Review on Public and Nonprofit Marketing 5, no. 1 (April 16, 2008): 87–88. http://dx.doi.org/10.1007/s12208-008-0008-3.

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Dissertations / Theses on the topic "Economics Church personnel management"

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Droll, Larry J. "Remuneration of the laity in church employment canons 231 and 1286 /." Theological Research Exchange Network (TREN), 1988. http://www.tren.com.

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Seitz, Gilbert J. "The rights of lay employees an analysis of the personnel policies of the Archdiocese of Baltimore in light of canon 231, [par.] 2 /." Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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Bryant, Anne E. "Canonical perspectives for developing guidelines for priest personnel files." Theological Research Exchange Network (TREN) Access this title online, 2004. http://www.tren.com.

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Jackson, Sheryl D. "A study of required procedures in an ELCA church office." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998jacksons.pdf.

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Miller, Benjamin Israel. "Estimating the Firm’s Demand for Human Resource Management Practices." Digital Archive @ GSU, 2008. http://digitalarchive.gsu.edu/econ_diss/34.

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This dissertation investigates two related aspects of firms’ choice of HRM practices. The first is why some firms expend a great deal of resources on HRM practices for each employee while others spend very little; the second is the extent to which firms’ bundles of HRM practices sort into general discrete employment systems. In order to empirically address these issues, this dissertation uses an economics-based theoretical approach. The key theoretical link to economics is to treat HRM as a separate factor input in the production process, which allows me to derive an HRM input demand function. This function expresses the firm’s per employee expenditures on HRM and their choice of HRM system as a function of prices and internal and external firm characteristics. Ordinary least squares, two-stage least squares and linear quantile analysis are used to empirically estimate the HRM demand function using a unique dataset of several hundred firms collected by the Bureau of National Affairs (BNA). The regression equation is found to be statistically significant, implying firms do have an identifiable demand for HRM practices. Second, there are nine independent variables which are found to be stable determinants of the demand for per employee expenditures on HRM practices. Regarding the existence of discrete employment systems, cluster analysis is used to determine if the sets of HRM practices adopted by these firms sort into identifiable types of HRM systems. The results show that there is a discrete set of four HRM systems; however, the HRM demand function does not predict which system a firm will choose.
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Turner, Wendy F. "Team and hierarchical leadership in multiple staff churches." Theological Research Exchange Network (TREN), 1992. http://www.tren.com.

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Mastriani, William L. "Planning today for a better tomorrow short-term residents in a military community help make long-range plans in a Southern Baptist church /." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.

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Reider, Brett J. "The process of designing a mission statement, a vision statement, purpose statements, and leadership job descriptions for the First Baptist Church, Homer, New York." Online full text .pdf document, available to Fuller patrons only, 1999. http://www.tren.com.

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Santi, Mary E. "Remuneration, benefits, and privacy canonical standards for lay employees in the Church /." Theological Research Exchange Network (TREN), 2006. http://www.tren.com/search.cfm?p029-0670.

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Ganter, Gundula. "Arbeitszufriedenheit von Expatriates Auslandsentsendungen nach China und Korea professionell gestalten /." Wiesbaden : Gabler, 2009. http://sfx.metabib.ch:9003/sfx_locater?sid=ALEPH:DSV01&genre=book&isbn=978-3-8349-9485-1&id=doi:10.1007/978-3-8349-9485-1.

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Books on the topic "Economics Church personnel management"

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Lazear, Edward P. Personnel economics. Cambridge, Mass: National Bureau of Economic Research, 2007.

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Personnel economics. Cambridge, Mass: MIT Press, 1995.

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1946-, Fraker Anne T., and Spears Larry C. 1955-, eds. Seeker and servant: Reflections on religious leadership. San Francisco: Jossey-Bass, 1996.

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J, Beutell Nicholas, and Youngblood Stuart A, eds. Effective personnel management. 3rd ed. St. Paul: West Pub. Co., 1989.

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Schuler, Randall S. Effective personnel management. 2nd ed. St. Paul: West Pub. Co., 1986.

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Lazear, Edward P. Personnel economics in practice. 2nd ed. Hoboken, NJ: J. Wiley & Sons, 2008.

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Lazear, Edward P. Personnel economics in practice. 2nd ed. Hoboken, NJ: J. Wiley & Sons, 2008.

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1962-, Gibbs Michael, ed. Personnel economics in practice. Hoboken, NJ: Wiley, 2015.

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Mathis, Robert L. Personnel/human resource management. 6th ed. St. Paul: West Pub. Co., 1991.

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Mathis, Robert L. Personnel/human resource management. 5th ed. St. Paul: West Pub. Co., 1988.

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Book chapters on the topic "Economics Church personnel management"

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Soeters, Joseph. "Economics, Logistics, and (Human Resources) Management in Military Sciences." In Handbook of Military Sciences, 1–16. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02866-4_67-1.

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AbstractThis chapters aims to introduce the section on economics, logistics, and (human resources) management in military sciences. The military is best known for its successes, or the lack thereof, on the battlefield. In this context, topics such as tactics, military leadership, and command and emotions like courage and persistence are often studied. Less well familiar is the idea that military success and defeat are highly dependent on the way the military organization has been structured, prepared, trained, and equipped before the real action starts. Similarly, it is underestimated how much military performance depends on financial means, logistics, and human resources during the action. The idea that economics, logistics, personnel policies, and management are only relevant in peacetime conditions is simply wrong. This chapter uses historical examples and insights from current management theory and research to make this clear, and, at the same time, introduces which topics will be reviewed in the other chapters of the section on management, economics and logistics. These issues play at the national level but certainly also in the international arena where the different allies and competitors meet.
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"HRM in the Netherlands: economics of personnel policies." In Human Resource Management in Europe, 291–324. Routledge, 2008. http://dx.doi.org/10.4324/9780203937945-16.

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Prokudin, Georgii, Oleksii Chupaylenko, and Arkadii Kozlov. "NEW TECHNOLOGIES OF PERSONNEL MANAGEMENT IN CUSTOMS AUTHORITIES." In Management, finance, economics: modern problems and ways of their solutions, 421–28. International Science Group, 2021. http://dx.doi.org/10.46299/isg.2021.mono.econ.ii-421-428.

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Vereshchagina, Liudmila Sergeevna, and Larisa Anatolevna Olkhova. "Digitalization of the Human Resource Management Mechanism in Integrated Corporate Entities." In Economics and Law, 107–25. Publishing house Sreda, 2020. http://dx.doi.org/10.31483/r-86146.

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The role of the management mechanism digitalization, including human resources management, the essence and content of digitalization of business processes are defined; an analysis of digitalization of production and management systems, HR management in Russia and abroad as well as constraints and conditions for successful digitalization of the economy is presented, the business analytics tools, including the field of personnel management, are systemized; the directions of corporate governance digitalization are substantiated; methods for assessing the effectiveness of the digital technologies application in the HR systems of corporations are considered.
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Awuku-Gyampoh, Ransford Kwabena, and Andy Ohemeng Asare. "Exploring the Influence of Good Governance, Church Management and Structure on the Development and Growth of the Church." In Insights into Economics and Management Vol. 8, 86–97. Book Publisher International (a part of SCIENCEDOMAIN International), 2021. http://dx.doi.org/10.9734/bpi/ieam/v8/1561f.

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Frederic, Sabina, and Agustina Ugolini. "Recruitment and Retention of Military Personnel in Argentina: On Quantity and Quality." In Contributions to Conflict Management, Peace Economics and Development, 207–18. Emerald Group Publishing Limited, 2012. http://dx.doi.org/10.1108/s1572-8323(2012)0000019016.

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Bertoni, Michele, Bruno De Rosa, Guido Grisi, and Alessio Rebelli. "Linking Cost Control to Cost Management in Healthcare Services." In Health Economics and Healthcare Reform, 185–219. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-3168-5.ch012.

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The issue of healthcare costs has become increasingly problematic over the years. This chapter summarizes the problems faced by hospitals when measuring the costs of healthcare treatments, explaining how an Activity-Based Costing (ABC) framework can be successfully adopted in healthcare settings. After describing the theoretical foundations of cost control and cost management, the chapter continues with the analysis of three real-life applications of ABC in a hospital, drawn from the process analysis and activity-based costing experience developed at the Azienda Ospedaliero-Universitaria “Ospedali Riuniti” (Joint Hospitals) of Trieste, Italy. In particular, the cases are about cost measurement in cardiology, odontostomatology, and radiology, and describe the technical solutions applied for computing the costs of selected therapeutic and diagnostic treatments. A particular emphasis is placed on how these measures have been subsequently used by hospital managers and medical personnel in order to gain insights and to improve the efficiency of the processes developed within the organization.
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Tokarevskikh, Anastasya Andreevna. "Company’s Reparations." In Economics and Law, 79–99. Publishing house Sreda, 2021. http://dx.doi.org/10.31483/r-97751.

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Based on the analysis of the contemporary state of the development of the system of motivation and stimulation of labour of the personnel, the directions of improving of such processes are defined in the article. It is stated that the effective reparations management benefits to both employer and employee. Employees receiving fair salary, generous bonuses and remunerative incentives in exchange for their work will linger to their jobs, keep high performance and morale. It is noted that the issue of fair labour remuneration is highly relevant these days. The fact that the system of motivation and stimulation of personnel, allowing to solve this problem, has been developed in Russia is highlighted in the article. Author concludes that the effective reparations management contributes to employee’s involvement thus leads to the company’s success.
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Chung-Kim, Esther. "John Calvin." In Economics of Faith, 137–61. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780197537732.003.0006.

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This chapter investigates the extensive work of French refugee pastors for the Reformation of church and society in Geneva. John Calvin with other French Reformed pastors were able to help create a separate relief fund for religious refugees as a parallel organization to the general hospital through the financial support of wealthier refugees and transnational network of donors under the management of church leaders. The establishment of the French Fund provided a relief agency for refugees that did not rely on any state funding. As a model in Reformed religion, this institution in the church and the Consistory helped reinforce the Reformed religious identity among displaced French Protestants. As a spokesperson for the pastors, Calvin helped establish a safety net for poor foreigners by preaching on communal care and generosity, by reorganizing church leadership and discipline, and by supporting a special fund for refugees in response to the practical needs arising from migration.
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Kharko, Volodymyr, and Myron Andrushchyshyn. "ANALYSIS OF THE ORGANIZATIONAL STRUCTURE OF A NONPROFIT ORGANIZATION MANAGEMENT IN THE CONTEXT OF UKRAINIAN GREEK CATHOLIC CHURCH." In Integration of traditional and innovation processes of development of modern science. Publishing House “Baltija Publishing”, 2020. http://dx.doi.org/10.30525/978-9934-26-021-6-22.

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This article is devoted to the study of the organizational structure of the Ukrainian Greek Catholic Church (hereinafter UGCC) as the largest Eastern Catholic Church of the Byzantine rite in the world. The UGCC belongs to religious organizations (hereinafter RO), which form a separate subgroup in the general structure of non-profit organizations (hereinafter NGOs) and, accordingly, constitute the third sector of the economy along with government agencies and commercial organizations. When considering the theoretical issues, the article presents the development and evaluation of scientific thought, the theory of research and the functioning of organizational structures. The essence of organizational management structures is revealed, in particular their basic elements, interrelations, as well as the fundamentals of formation and designing. In what follows, the system of general ecclesiastical administration of the Catholic Church is presented, where the power of leadership, or administration, is divided into three categories: legislative, judicial and executive, combined as a whole in the person of the pope and at the level of the Bishop’s Particular Church. The article also reveals the place and status of the Eastern Catholic Churches in the general structure of the Catholic Church, where synodal administration is considered to be a usual form of government. This form of government operates through an episcopal system based on the hierarchy of bishops and their unification into a college (synod) headed by the head of the church. In the analysis of statistical data on the development of structures and personnel of the UGCC for the last two decades, the quantitative growth of the clergy and the quantitative growth of parishes for this period are graphically presented, which testifies to the stable and professional development of organizational structures and personnel (clergy) of the UGCC in the world. When analyzing church documents (normative – legal acts) regulating the activities of the UGCC and comparing them with theoretical developments in the field of management of organizational structures, it should be noted that OSU UGCC belongs to bureaucratic structures with decentralized operational management at the local level. From the point of view of the analysis of the hierarchy of power, the main governing bodies of the UGCC are described, where the status of each governing body and official is clearly regulated by church canons and job descriptions of the UGCC.
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Conference papers on the topic "Economics Church personnel management"

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"Optimizing Path of Personnel Archives Management of College Staff." In 2020 Conference on Economics and Management. Scholar Publishing Group, 2020. http://dx.doi.org/10.38007/proceedings.0000506.

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Dolzhenko, Ruslan. "Internal crowdsourcing as an instrument of personnel involvement." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.064.

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Purpose – in the study the opportunities to utilise crowdsourcing as an instrument of personnel involvement are considered. The essence of personnel engagement is analysed; the terms “personnel engagement” and “personnel involvement” are compared. Research methodology – the case study of JSC “Sberbank”, the first Russian company that implemented internal crowdsourcing in its activity, is provided. Research limitations – the paper considers the case of a large financial company; it is impossible to conclude the applicability of technology in other cases. However, this experience can be recreated by almost any organisation that embraces thousands of workers in its structure Findings – personnel involvement is understood as a set of measures that forms employeesʼ abiding interest in solving organisational problems and an increased emotional attachment to the organisationʼs aims and values. The essence of crowdsourcing is defined, its implementation scheme is described, and the classification of crowdsourcing projects is developed. The authors highlight the advantages of the use of internal crowdsourcing, i.e. implemented through the efforts of the companyʼs staff, for the employees and the organisation itself. Practical implications – examples of the application of this technology for resolving organisational issues and involving personnel are offered. Originality/Value – the article studied the potential of using crowdsourcing in solving business issues.
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Lamihov, YU B. "Personnel loyalty as a condition for a favorable socio-psychological climate in the team." In Scientific dialogue: Economics and Management. ЦНК МОАН, 2019. http://dx.doi.org/10.18411/sciencepublic-08-12-2019-08.

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Zhang, Zhen, and Feng-Xiang You. "Informatization Workshop Personnel Management System Based on MES." In 4th Annual International Conference on Management, Economics and Social Development (ICMESD 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icmesd-18.2018.117.

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Han, Yuxi. "Analysis of Business Management and Personnel Incentive Theory." In 4th International Conference on Management Science, Education Technology, Arts, Social Science and Economics 2016. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/msetasse-16.2016.340.

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"Ways and Methods to Improve the Professional Competence of Administrative Personnel in Colleges and Universities." In 2020 Conference on Economics and Management. Scholar Publishing Group, 2020. http://dx.doi.org/10.38007/proceedings.0000512.

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Blankenberg, Mike. "EXTERNAL CHURCH FINANCING BY FUNDING." In 6th International Scientific Conference ERAZ - Knowledge Based Sustainable Development. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/eraz.2020.287.

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The present paper provides an overview of the situation of church bodies when dealing with subsidies. The starting position and topicality of this topic has been the subject of intense debate in the media and in the political sphere, also for church sector for some time. A look at the figures shows that numerous funding programmes from EU, federal and/or state programmes could well be eligible for church bodies, but that the funds provided are rarely or never called up. The problems lie in the complexity of the funding programmes and the respective guidelines and extend right into the organisational structures of the spartan church administration. A glance at the federal government’s funding database shows the importance of the topic. Tight budgets due to declining church tax revenues, lack of personnel capacities, demographic conditions are inhibiting factors in funding management on the part of church administrations.
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Kirishchieva, Victoria I. "Personnel Competence and Qualification Level Improvement: Motivation and Incentive Factors." In International Conference on Economics, Management and Technologies 2020 (ICEMT 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200509.067.

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Dimov, Dimcho, and Neviana Taneva. "The R&D personnel – a key competitive factor for the innovative enterprises in Bulgaria." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.088.

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Purpose – the article explores the R&D personnel as a competitive factor of the innovative enterprises in Bulgaria. Research methodology – a wide literature review and survey are conducted on R&D personnel and its performance together with a comparative analysis of secondary data resources. Findings – the article presents the essence, the peculiarities, the innovation results, the R&D competencies in the context of the innovative enterprises in Bulgaria. A generalized classification of the innovation goals and results is developed. The approach and the model clearly describe the R&D personnel as a factor, influencing the innovation activity and focus on its improvement. Research limitations – lack of relevant research studies on the topic in Bulgaria. Practical implications – the results help managers to make decisions on how to raise the enterprise’s innovation activity. The model can be implemented in the enterprise's innovation system to distinguish the R&D personnel's needs for improving their innovation competencies, motivation or performance measurement, and management. Originality/Value – a model for decreasing the discrepancies between the R&D personnel and the organisationаl innovation requirements. Framing constructs for developing an approach for identifying the needs for more competitive R&D personnel and overcoming the innovation gaps in search of high innovation activity.
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Cui, LiWen, and YongFeng Chen. "Evaluation model of construction site personnel management based on FAHP." In 2015 3rd International Conference on Education, Management, Arts, Economics and Social Science. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/icemaess-15.2016.296.

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