The God of old : the role of the Lukan parables in the purpose of Luke's Gospel

Thesis comprises a study of the parables unique to the Third Gospel, aiming in particular to establish a link between Luke's choice of these parables and his overall purpose in writing.

Person - organisation fit : value congruence in attraction and selection decisions

ASA theory is one of the most important explanations of behaviour in organisations. Developed by Professor Ben Schneider, it is the idea that organisations contain similar types of people because they attract, select and retain people similar to those already employed by the organisation. This homogeneity explains why organisations are different to each other. Although a lot is known about attrition, little is known about the attraction and selection phases. This book contains a series of empirical studies that explore whether organisations attract and select people who hold the values of the people already employed by the organisation. The results of these studies cast doubt on how universal ASA theory might be and suggest that the initial employment decisions that people make are more about choosing their vocation than their employer.

Comparing and contrasting person-environment fit and misfit

For previous Fit e-Conferences, we have presented various aspects of our research on how person-environment (PE) fit and misfit compare. We have argued that because so little is known about how individuals experience fit and misfit at work, qualitative, exploratory research was called for (Talbot & Billsberry, 2007; 2008). Last year, our e-conference contribution detailed how using causal mapping in PE fit research would enable individuals’ experiences of fit and misfit to be captured and, as well as generating rich idiographic data, would further be amenable to nomothetic analysis (Talbot, Ambrosini & Billsberry, 2009). This paper briefly reviews why we set out to research employees’ fit and misfit perceptions, how we used causal mapping and discusses the main findings from our research.

Exploring multidimensional person-environment fit

The current study examines the validity of a multidimensional Person-Environment (PE) fit model proposed by Jansen and Kristof-Brown (2006). The overall aim of the paper is to test the model’s factor structure and influences upon outcome measures. A panel of organisational employees from a wide range of companies and locations were asked to complete a survey (n = 1875) measuring five discrete multidimensional facets of PE fit (Person-Organisation, Person-People, Person-Job, Person-Group and Person-Vocation) and three outcomes; organisational commitment, intention to leave and job satisfaction. The first sequence of analysis tested the proposed model using Confirmatory Factor Analysis (CFA) statistical approaches. Model comparisons showed that Jansen and Kristof-Brown’s original model in which the five facets of fit coalesce into a multidimensional variable was a poor fit with the data, but that a model in which the five facets of fit operate independently was a good fitting one. The second sequence of analysis found that the model without the multidimensional variable strongly predicted the outcomes of commitment, job satisfaction and intention to leave. This paper discusses the implication of this research in relation to the PE fit literature.

Person-organization fit as a vehicle for knowledge sharing and creation

Tacit knowledge is difficult to transfer. It is also context specific. Hence it is often argued to be a key strategic asset and as such attention to how it is created and transferred in organisation in critical to strategists. The transfer of tacit knowledge is however still a challenge. It is known that shared communication and socialization are important processes in the transfer of tacit knowledge and person–organization fit (POF) is associated with such phenomena. Hence we argue that POF is likely to shape the transfer of tacit knowledge with higher levels of one resulting in higher levels of the other. We explore the interaction of tacit knowledge and POF fit and develop a matrix that suggests a complex interaction between the two.

Testing a multidimensional theory of person-environment fit

The current study examines the validity of a multidimensional Person-Environment (PE) fit model proposed by Jansen and Kristof-Brown (2006). The overall aim of the paper is to test the model's factor structure and influences upon outcome measures. A panel of organizational employees from a wide range of companies and locations were asked to complete a survey (n = 1,875) measuring five discrete dimensions of perceptual PE fit (Person-Organization, Person-People, Person-Job, Person-Group, and Person-Vocation) and three outcomes (organizational commitment, intention to leave, and job satisfaction). The first sequence of analysis tested the proposed model using Confirmatory Factor Analysis (CFA) statistical approaches. Model comparisons showed that Jansen and Kristof-Brown's (2006) original model in which the five dimensions of fit coalesce into a multidimensional construct was a poor fit with the data, but that a model in which the five dimensions of fit operate independently fit the data well. The second sequence of analysis found that the model without the multidimensional construct strongly predicted the outcomes of commitment, job satisfaction, and intention to leave. This paper discusses the implication of this research in relation to the PE fit literature.

Seventy-year-old habitual volleyball players have larger tibial cross-sectional area and may be differentiated from their age-matched peers by the osteogenic index in dynamic performance

The osteogenicity of a given exercise may be estimated by calculating an osteogenic index (OI) consisting of magnitude and rate of strain. Volleyball involves repetitive jumping and requires high power output and thus may be expected to be beneficial to bone and performance. The purpose of the present study was to examine if habitual volleyball playing is reflected in OI. Ten elderly habitual volleyball players [age 69.9 (SD 4.4) years] and ten matched controls volunteered [age 69.7 (4.2) years] as subjects. Distal tibia (d), tibial mid-shaft (50) and femoral neck (F) bone characteristics were measured using pQCT and DXA. To estimate skeletal rigidity, cross-sectional area (ToA50), and compressive (BSId) and bending strength indices (SSImax50) were calculated. Maximal performance was assessed with eccentric ankle plantar flexion, isometric leg press and countermovement jump (CMJ). A fast Fourier transform (FFT) was calculated from the acceleration of the center of mass during the CMJ. Maximal acceleration (MAG) and mean magnitude frequency (MMF) were selected to represent the constituents of OI. OI was calculated as the sum of the products of magnitudes and corresponding frequencies. Volleyball players had 7% larger ToA50 and 37% higher power in CMJ, 15% higher MAG and 36% higher OI (P B 0.047) than the matched controls. No difference was observed in leg press, plantar flexion or the MMF (P C 0.646). In conclusion, habitual volleyball players may be differentiated from their matched peers by their dynamic jumping performance, and the differences are reflected in the magnitude but not rate of loading.

Tourist benefits research : old and new issues and uses in a cultural tourism context

Benefits sought and gained by tourists are relevant to developing tourist markets for cultural attractions and experiences as this paper will demonstrate. The main objectives of this paper are to identify benefit variables commonly used in tourism marketing, their purpose of use, and associated issues by reviewing existing empirical research of tourism benefits and specifically examining the applications to date in cultural tourism contexts. For the benefits most commonly found in tourist benefit research and of relevance to tourists’ cultural experiences, a benefits typology from the allied area of leisure (Driver & Bruns, 1999) is applied to categorise these benefits and develop a conceptual typology for consideration. Research propositions for future research of tourists’ cultural experiences are also proposed including new uses for benefit variable dimensions.

East and West, past and present : rekindle old principles for new management practices

This paper explores the sayings and stories of the ancient Chinese philosophers Guanzi, Hanfeizi, Xunzi and Yanzi. Their way of ruling the state and managing the people are analysed and discussed in line with thoughts from the mainstream and modern Western management gurus, such as Warren Bennis, Peter Drucker, Mary Parker Follett, Douglas McGregor, Rosabeth Moss Kanter, Elton Mayo, and Jeffrey Pfeffer. Striking similarities call for addressing key issues in human resource management. East and west thinkers across 3000 years are identified. The principles-based ruling and management were found difficult to be taken seriously in ancient times as it is today. However, these principles must be rekindled to protect organisations and the world from mischievous behaviour that has caused much human suffering.

Digital natives? New and old media and children's outcomes.

The current generation of young children has been described as 'digital natives', having been born into a ubiquitous digital media environment. They are envisaged as educationally independent of the guided interaction provided by 'digital immigrants': parents and teachers. This article uses data from the Longitudinal Study of Australian Children (LSAC) to study the development of vocabulary and traditional literacy in children aged from 0 to 8 years; their access to digital devices; parental mediation practices; children's use of digital devices as recorded in time-diaries; and, finally, the association between patterns of media use and family contexts on children's learning. The analysis shows the importance of the parental context in framing media use for acquiring vocabulary, and suggests that computer (but not games) use is associated with more developed language skills. Independently of these factors, raw exposure to television is not harmful to learning.