Literatura académica sobre el tema "External marketability"

To examine if leaders' implicit followership theory can be transferred from the behavior level to the competence level, we used a social information processing perspective to investigate the effects of leaders' implicit followership prototypes on employee marketability. Participants were 331 employees of companies in China, who completed measures of their leaders' implicit followership prototypes, internal and external marketability, and psychological empowerment, and their leaders rated the employees' in-role performance. Results showed that leaders' implicit followership prototypes were positively correlated with employees' internal and external marketability, these 2 effect mechanisms were partly mediated by employees' psychological empowerment, and employees' in-role performance negatively moderated both the effects of leaders' implicit followership prototypes and the mediating effect of psychological empowerment in the relationship between leaders' implicit followership prototypes and employees' marketability. Our findings enrich research into implicit theories, marketability as an employee competence, and social information processing within the context of leadership, and have implications for management practice.

Purpose – In response to the conclusions of a meta-analysis of career success studies (Ng et al., 2005), the purpose of this paper is to expand the range of variables being examined as predictors of career success by weaving the person-organization fit and external marketability perspectives into current career success frameworks. Design/methodology/approach – A survey was administered in partnership with an association of human resource professionals located in Canada. The questionnaire was transmitted electronically to human resource professionals. The final sample included 546 full-time, permanent, human resource professionals from multiple organizations. Findings – Confirmatory factor analysis supported the measurement model. In the final structural model, external marketability exerted a significant direct effect on career success. Person-organization fit was strongly associated with organizational sponsorship. Organizational sponsorship, in turn, exerted a significant effect on subjective career success. Originality/value – This study contrasted and tested two theoretical perspectives on career success. The mediated indirect association between person-organization fit and career success provided support for the rationale of the sponsored mobility model of social advancement. The direct association between external marketability and career success suggests that success can be achieved even without organizational sponsorship on the basis of expressions of one’s human capital.

Purpose In competitive labor markets, promoting employees’ learning becomes a key challenge for companies. However, in small German craft companies, employee development is always connected with worries about employee turnover. This study aims to investigate the current informal learning strategies of craft workers and how they use the strategies, the effect of learning on employees’ internal and external marketability and beneficial workplace characteristics (autonomy, feedback). Design/methodology/approach An online prestudy (N = 131) explored current informal learning strategies. In the main study (N = 526), cluster analysis was applied to identify patterns of informal learning strategies. The relations of these patterns to workplace characteristics and marketability were investigated. Findings Four informal learning strategies were found (informal learning from oneself, from others, from other sources and from new media). Craft workers used combinations of the strategies (i.e. patterns): three learning patterns (balanced high, person-oriented and balanced low) differed in intensity and combination with the learning strategy use. More intense learning patterns were positively related to internal marketability but were not related to external marketability. Higher autonomy and feedback availability were related to higher learning engagement. Research limitations/implications Studies should have a broader view of informal learning strategies concerning different learning patterns. The use of new media is a learning strategy that might increase in the future. Practical implications Craft companies could promote different informal learning strategies without worries about employee turnover. Originality/value The study reveals how German small- and medium-sized enterprise employees use informal learning strategies in digitalized times and how human resources development can use informal learning strategies.

Jicama (Pachyrrhizas erosus L.) is a vigorous herbaceous vining plant of the Leguminosae family. Native to northern Central America and Mexico, it is produced commercially in Hawaii, Puerto Rico, and in warm regions of the southwestern United States. Also known as yam bean, Jicama produces a starchy edible root, although mature pods may be poisonous. This study was undertaken to evaluate the potential for Jicama as a crop in southeastern Georgia and to get some information on the N requirement of the crop. Jicama seeds were planted on 29 May 1997 in three row plots. The planting was arranged with 61 cm between rows and 20 cm between plants in the row. Plots were 6 m long. Each plot received one of five N rates: 0, 30, 60, 90, and 120 kg·ha-1. Treatments were replicated four times. Otherwise normal cultural practices were employed. Data were collected at harvest on 2 Dec. on number and weight of marketable roots, average root size, percent marketability, external and internal color, and root diameter. There were no significant differences among treatments for any of the parameters measured. However, most of the parameters measured showed some linear relationship to fertility level. Jicama produced under lower fertility levels revealed smaller roots, lower yield, and lower percent marketability. External color of roots with lower fertility levels were darker which may have contributed to a lower percent marketability. N fertilizer at between 60 and 120 kg·ha-1 seems most appropriate for this crop in southeastern Georgia.

Leaf lettuce is a major and widely cultivated vegetable crop. Leaf lettuce is preferred for wrapping food, like rice or meat, and is much more popular than head lettuce in Korea. Color change and water loss condition are most important factor for buying decision as external quality. This paper studied color change during storage at 20 and 4 °C, 60% RH. The color analysis of adaxial surface of leaf lettuce during shelf-life storage condition showed that Hunter L and a value increased slightly after 5 days of harvest, while delta-Eab started increasing after 3 days of postharvest. Chlorophyll content decreased by half during the first 5 days after harvest. These color changes, however, could not explain the changes in leaf chlorophyll content while the color intensity of G (green) component in RGB analysis showed a close relationship with leaf chlorophyll content changes. Visual quality score showed that lettuce may kept its marketability up to 5 days after harvest. But, in refrigerator (4°C, 60% RH, cold chain system) storage condition. Leaf color is about three times longer than shelf-life. Theses results of each evaluation methods consistently demonstrated that leaf lettuce may keep its marketability up to 5 days in a distribution market without color quality damage.

Abstract. The present study analyzed (a) gender differences in the gender composition (i.e., the proportion of male to female contacts) of professional support networks inside and outside an individual’s academic department and (b) how these differences in gender composition relate to subjective career success (i.e., perceived career success and perceived external marketability). Results showed that the networks’ gender composition is associated with subjective career success. Men’s networks consist of a higher proportion of male to female supporters, which, in turn, was positively related to subjective career success. Additional analyses revealed that the findings could not be accounted for by alternative factors, such as network size, networking behaviors, and career ambition.

The shelf life of fresh-cut produce is mostly determined by evaluating the external appearance since this is the major factor affecting consumer choice at the moment of purchase. The aim of this study was to investigate the degradation kinetics of the major quality attributes in order to better define the shelf life of fresh-cut melons. Melon pieces were stored for eight days in air at 5°C. Sensorial and physical attributes including colour, external appearance, aroma, translucency, firmness, and chemical constituents, such as soluble solids, fructose, vitamin C, and phenolic content, along with antioxidant activity were monitored. Attributes showing significant changes over time were used to test conventional kinetic models of zero and first order, and Weibullian models. The Weibullian model was the most accurate to describe changes in appearance score, translucency, aroma, firmness and vitamin C (with a regression coefficient always higher than 0.956), while the other parameters could not be predicted with such accuracy by any of the tested models. Vitamin C showed the lowest kinetic rate among the model parameters, even though at the limit of marketability (appearance score 3), estimated at five days, a loss of 37% of its initial content was observed compared to the fresh-cut product, indicating a much lower nutritional value. After five days, the aroma score was already 2.2, suggesting that this quality attribute, together with the vitamin C content, should be taken into account when assessing shelf life of fresh-cut melons. In addition, logistical models were used to fit the percentage of rejected samples on the basis of non-marketability and non-edibility (appearance score <3 and <2, respectively). For both parameters, correlations higher than 0.999 were found at P<0.0001; for each mean score this model helps to understand the distribution of the samples among marketable, nonmarketable, and non-edible products.

Fresh-market carrots (Daucus carota L. sativus) have only been produced on any significant scale in Georgia since the early 1990s. Because most of the southeast U.S. carrot production is on muck-type soils, production practices had to be established for carrot production on mineral soils. Included in the establishment of these practices was the evaluation of varieties to find those of suitable yield. Additionally, these varieties had to possess low bolting, sufficient quality, and produce a sufficient top to be harvested mechanically. Many of the varieties produced in western states were not suitable for production in Georgia. After several years of testing under experiment station conditions, plots were established on farms at three separate locations. Plantings were established 1 Oct. and 24 Nov. 1997 in Jeff Davis County and on 4 Nov. 1997 in Wayne County. Plots consisted of three twin rows on a 1.-m bed with 35 cm between twin rows. Plots were a minimum of 6 m in length. Normal fertility and cultural practices were used. Evaluations of external color, length, overall marketability, smoothness, and top sufficiency were made on 27 Mar., 8 May, and 30 May, respectively. A total of 36 varieties were examined in replicated plots. Although there were some differences in smoothness and color, there were greater differences among varieties for marketability, and particularly length and top sufficiency. Several varieties were identified that would be suitable for production in Georgia.

This paper deals with the mechanical design, system integration, and dynamic walking algorithm of KIBO, an emotional biped humanoid robot that has a facial expression mechanism and various human-interactive devices. To emphasize the aesthetic features and marketability of KIBO, the mechanical design was performed after the exterior design stage to conform to all requirements, particularly constraints imposed by the external appearance and human-like link dimensions. For flexible biped walking, a walking pattern generator with variable walking parameters was developed. The walking pattern generator generates both a walking pattern and a corresponding reference zero-moment point (ZMP) pattern simultaneously. For stable biped walking, a walking control strategy using the ZMP and inertial sensor data was developed. In the strategy, we newly proposed a dual ZMP control approach and a posture control approach using an equivalent body inclination, which is calculated from the ZMP and inertial sensor data for robust walking on non-level ground. Finally, the hardware, software architecture, and dynamic walking performance of KIBO were verified through several walking experiments.

Strength, ductility of structures differ primarily on appropriate detailing of. beam column joints need a vital role in the structural reliability of the structures given with appropriate stiffness and ultimate strength to maintain the loads transmitted from beam and column. Beam column joints defined as the reinforced concrete buildings, in which portion of columns and beams having their intersections. Although these forces greater than these are affected during earthquakes, joints are relentlessly damaged. As far as earthquake is affected, research on beam-column joint is essential. In HPC, these materials with admixtures are meticulously designated and proportioned to produce very high early, ultimate strengths and durability away from conventional concrete. The admixtures like flyash, silicafume, ground granulated blast furnace slag (GGBFS), which are combined with its strength and durability and boost its marketability as a natural friendly product. The most important purpose of the present study is to investigate the performance of high performance reinforced beam-column joints (replacement of cement with GGBFS). Ground granulated blast furnace GGBFS is employed as a partial replacement of cement with glass fibre and super plasticizer is applied to accomplish required workability. In this study, a evaluation of control specimen and specimen of beam column joint with 7.5% GGBFS and 0.3% glass fibre replacement intended as per IS 456:2000 and IS 13920:2016. Also, to ascertain the performance of beam-column joints subjected to monotonic loading for high performance concrete employing with Ground Granulated Blast Furnace Slag (GGBFS) and glass fibre.

Le succès de carrière a fait l’objet d’une multitude d’études et deux formes de succès ont été identifiées; le succès subjectif et le succès objectif de carrière. Dans le cadre de notre recherche, nous nous sommes intéressés au succès subjectif de carrière compte tenu de son association confirmée avec le bien-être psychologique, la qualité de la vie au travail (Nabi, 2003; Peluchette, 1993), la motivation intrinsèque, la confiance en soi (Abele et Spurk, 2009b) et l’engagement envers l’organisation (Hennequin, 2009a). En outre, selon diverses études (Arthur, Khapova et Wilderom, 2005; El Akremi, Guerrero et Neveu, 2006), le succès de carrière a tendance à être examiné plus sur la base des critères objectifs (salaire et promotions) que des critères subjectifs (la perception de l’individu). Par ailleurs, il y a eu une méta-analyse, élaborée par Ng, Eby, Sorensen et Feldman (2005) qui a examiné les déterminants du succès de carrière, à la lumière de deux perspectives théoriques développées par Turner (1960); soit la perspective de la mobilité par concours « contest mobility » et la perspective de la mobilité sponsorisée « sponsored mobility ». Ces auteurs ont révélé que les recherches sur le succès de carrière ont une portée limitée; « there is only a limited range of variables being examined as predictor of career success » (p. 396); d’où la nécessité d’examiner d’autres déterminants de succès de carrière, en les associant aux deux perspectives théoriques développées par Turner (1960). La présente recherche s’inscrit également dans la lignée des études qui ont pour but d’analyser les déterminants du succès de carrière. Toutefois, elle traite des liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. Sur la base des recommandations de Ng, Eby, Sorensen et Feldman (2005), nous avons associé la congruence personne-organisation au modèle de la mobilité sponsorisé et les possibilités de mobilité externe au modèle de la mobilité par concours. Notre étude est de type explicatif, compte tenu du fait qu’elle tente de vérifier les liens entre le succès subjectif de carrière, les possibilités de mobilité externe et la congruence personne-organisation. À cet effet, nous avons eu recours à des données qui ont été colligées auprès de professionnels des ressources humaines, membre de l’ordre des conseillers en ressources humaines et en relations industrielles (Saba et Dufour, 2005) afin de pouvoir tester empiriquement les liens que nous anticipions entre notre variable dépendante (succès subjectif de carrière) et nos variables indépendantes (congruence personne-organisation et possibilités de mobilité externe) en tenant compte à la fois de notre variable médiatrice, à savoir le sponsorat organisationnel qui intervient dans le lien entre la congruence personne-organisation, et de nos variables de contrôle, qui sont l’âge, le genre, le statut marital, la scolarité, l'ancienneté dans l'organisation et l'ancienneté sur le marché du travail. Par ailleurs, nous avons adopté une méthode quantitative et nous avons procédé à des analyses statistiques, afin de faire sortir les caractéristiques de la distribution des variables; à des analyses bivariées, afin d’analyser les relations (statistiques) entre notre variable dépendante (succès subjectif de carrière) et chacune de nos variables indépendantes (la congruence personne-organisation et les possibilités de mobilité externe) et à une régression multiple, afin de déterminer si des corrélations existent entre les différentes variables à l’étude, nous avons également effectué un test de médiation afin de vérifier le rôle médiateur du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière. De façon générale, nos hypothèses de recherche on été confirmées. Les possibilités de mobilité externe et la congruence personne-organisation sont liées positivement au succès subjectif de carrière. De plus, nous avons identifié une médiation partielle du sponsorat organisationnel dans le lien entre la congruence personne-organisation et le succès subjectif de carrière.
Career success has been the focus of much research. In the literature, two forms of success have been identified, subjective and objective career success. In our study, we are interested in subjective career success given its confirmed association with psychological well-being, quality of life at work (Nabi, 2003; Peluchette, 1993), intrinsic motivation, self confidence (Abele & Spurk, 2009b) and commitment to the organisation (Hennequin, 2009). In addition, according to various studies (Arthur, Khapova, & Wilderom, 2005; El Akremi, Guerrero, & Neveu, 2006), career success is more often examined on the basis of objective criteria (e.g., pay level, promotions) than in terms of the perception of the individual. Furthermore, a meta-analysis of 140 studies published by Ng, Eby, Sorensen, and Feldman (2005) examined the predictors of objective and subjective career success in the light of the two theoretical perspectives advanced by Turner (1960), namely contest mobility and sponsored mobility. The authors of this synthesis concluded that «There is only a limited range of variables being examined as predictors of career success » (p. 396); hence the importance of examining other predictors of career success that relate to the theoretical perspectives developed by Turner (1960). Our study is therefore situated in research that aims to analyze the predictors of career success. It examines the links between external marketability, person-organization fit and subjective career success. Based on the recommendations of Ng, Eby, Sorensen, and Feldman (2005), we associated external marketability to contest mobility and person-organization fit to sponsored mobility. We used data collected from human resource professionals, all members of a professional association located in Quebec (Canada) (Saba & Dufour, 2005). The analysis tested the relationships that we hypothesized between the dependent variable (i.e., subjective career success) and the independent variables (i.e., person-organization fit and external marketability). Further analysis tested the mediating influence of organizational sponsorship in the association between person-organization fit and subjective career success. These analyses included age, gender, marital status, education, organisation tenure, and experience in the labour market as control variables. Descriptive statistics, bivariate correlations, and multiple regressions were used to describe the sample and to test our hypotheses. In general, our research hypotheses were supported. External marketability and person-organization fit are positively related to subjective career success. In addition, we have identified a partial mediation of organizational sponsorship in the relationship between person-organization fit and subjective career success.

This report—a national overview of domestic animal health in the United States for 2004—is a direct result of an external review of the Nation’s animal health safeguarding system. The Animal Health Safeguarding Review assessed the performance, processes, and procedures used to ensure the success of the mission of the U.S. Department of Agriculture (USDA)–Animal and Plant Health Inspection Service’s (APHIS) Veterinary Services (VS) program: to protect and to improve the health, quality, and marketability of our Nation’s animals, animal products, and veterinary biologics.