Template-Type: ReDIF-Article 1.0 Author-Name: Lam D. Nguyen Author-X-Name-First: Lam D. Author-X-Name-Last: Nguyen Author-Name: Thomas Tanner Author-X-Name-First: Thomas Author-X-Name-Last: Tanner Author-Name: Loan N.T. Pham Author-X-Name-First: Loan N.T. Author-X-Name-Last: Pham Title: Cross-culture management: an empirical examination on task and relationship orientations of Japanese and Omani working adults Abstract: Globalisation has increased the demand for an international group of leaders who can lead multinational corporations across cultures successfully. Understanding the leadership orientations of the international workforces becomes a necessity for these companies. This paper distinctively examines the task and relationship orientations of working adults in Japan and Oman. Through the analysis of 419 responses including 231 respondents from Japan and 188 respondents from Oman, it appears that Omani working adults are more task-oriented than Japanese working adults. Gender is not a factor in either the task or the relationship orientations of all respondents. However, there is a significant interaction in the relationship scores based on gender between the two cultures: Omani male respondents are more relationshiporiented than their Japanese counterparts while Japanese female respondents are more relationship-oriented than their Omani counterparts. In this paper, managerial implications, recommendations for future research and limitations are discussed. Journal: Int. J. of Human Resources Development and Management Pages: 92-103 Issue: 1 Volume: 19 Year: 2019 Keywords: cross-culture management; gender; Japan; leadership; multinational corporations; Oman; relationships; tasks. File-URL: http://www.inderscience.com/link.php?id=97050 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:1:p:92-103 Template-Type: ReDIF-Article 1.0 Author-Name: Anna-Maija Lämsä Author-X-Name-First: Anna-Maija Author-X-Name-Last: Lämsä Author-Name: Terttu Savela Author-X-Name-First: Terttu Author-X-Name-Last: Savela Title: The effects of leadership development on women's career success Abstract: This study extends our knowledge of leadership development, specifically Master's in Business Administration (MBA) programs, from a gender perspective. It presents a comprehensive case, women-only development program and conducts an empirical, longitudinal, qualitative study of the effect of one of the program modules, namely, the women-only MBA, on the women's career success. The empirical study focused on self-efficacy mechanisms for explaining the women's appraisals of their changes in abilities affecting their career success during the MBA program. The participants were interviewed twice: once at the beginning of the MBA and then after completing it. A trusting atmosphere, social support, new business competencies, and the participants' ability to re-frame their mindsets concerning women's career potential were detected as significant sources of self-efficacy gained from the MBA. Encouragement from significant others, typically respected males, was also found to be a promoting factor. Journal: Int. J. of Human Resources Development and Management Pages: 21-36 Issue: 1 Volume: 19 Year: 2019 Keywords: case study; career success; gender; leadership; leadership development; Master's in Business Administration; MBA; self-efficacy; woman. File-URL: http://www.inderscience.com/link.php?id=97055 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:1:p:21-36 Template-Type: ReDIF-Article 1.0 Author-Name: Eeva Aromaa Author-X-Name-First: Eeva Author-X-Name-Last: Aromaa Author-Name: Päivi Eriksson Author-X-Name-First: Päivi Author-X-Name-Last: Eriksson Author-Name: Albert J. Mills Author-X-Name-First: Albert J. Author-X-Name-Last: Mills Title: We do get terribly enthusiastic about everything! Performing emotion rules through parody Abstract: This paper adopts a performational approach to critical sensemaking to explore how organisational members enact innovation-related emotion rules through the performance of parody. The approach was motivated more by induction than deduction. During an action-research study in a small service company, humour, teasing, and laughter occurred in a workshop organised for the company. On close examination of the videotaped workshop data, it was noticed that parodic performances were used to make critical sense of the innovation-related emotion rules and power relationships within the company. Analysis of this study shows in detail how, through parodic and imitative performances, the leader and employees constructed three emotion rules - show your emotions, show your enthusiasm, and show your criticism in a nice way - that are set by the leader to promote innovation practice within the company. Journal: Int. J. of Human Resources Development and Management Pages: 75-91 Issue: 1 Volume: 19 Year: 2019 Keywords: emotion rules; critical sensemaking; CSM; performativity; parody; humour; Goffman; innovation practice; power. File-URL: http://www.inderscience.com/link.php?id=97056 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:1:p:75-91 Template-Type: ReDIF-Article 1.0 Author-Name: Jaya Gupta Author-X-Name-First: Jaya Author-X-Name-Last: Gupta Author-Name: Dhyanendra Mohan Author-X-Name-First: Dhyanendra Author-X-Name-Last: Mohan Title: Candidate experience in recruitment cycle facilitating employer brand: a case study of Idea Cellular Limited in the Delhi and NCR circle Abstract: The telecom industry in India has been growing at an accelerated pace. Acquiring the right talent and creating a positive brand pull is becoming very important. It is important for HR to focus upon meeting the candidate experience across all stages of recruitment cycle as a catalyst to boost its employer brand. A detailed analysis of the recruitment process was conducted in the course of filling two positions in the finance and accounts department of Idea Cellular Infrastructure Services Limited. It was observed that several minor issues needed to be addressed that could significantly boost the candidate experience. The present case captures key candidate touch points which are crucial to improve the overall experience. The case study seeks insight on some changes that need to be implemented that could help to improve the candidate experience in the endeavour to transform its brand image as the best place to work. Journal: Int. J. of Human Resources Development and Management Pages: 37-46 Issue: 1 Volume: 19 Year: 2019 Keywords: recruitment; candidate experience; employer branding; telecom industry; idea cellular; India. File-URL: http://www.inderscience.com/link.php?id=97057 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:1:p:37-46 Template-Type: ReDIF-Article 1.0 Author-Name: Tero Montonen Author-X-Name-First: Tero Author-X-Name-Last: Montonen Author-Name: Jukka Moilanen Author-X-Name-First: Jukka Author-X-Name-Last: Moilanen Author-Name: Päivi Eriksson Author-X-Name-First: Päivi Author-X-Name-Last: Eriksson Title: Where does it lead to? Nowhere! Problematic sensemaking concerning commercialisation Abstract: This study utilised Weick's sensemaking framework to understand academic entrepreneurship as a social process. This paper presents an analysis of the sensemaking process of a group of scientists, assisted by a university business advisor, who aimed to establish a university spin-off company. The case study shows how the scientists failed to construct a new sense of commercialisation in their business development project. Analysing personal interviews with the scientists, this study investigated problematic sensemaking concerning commercialisation activities and academic entrepreneurship. In addition to showing how problems in sensemaking produced hesitation rather than action in business development, the findings emphasise the centrality of identities, enactments, salient cues and social contexts in organising commercialisation activities at universities. Journal: Int. J. of Human Resources Development and Management Pages: 62-74 Issue: 1 Volume: 19 Year: 2019 Keywords: academic entrepreneurship; commercialisation; business development; university spin-off; sensemaking. File-URL: http://www.inderscience.com/link.php?id=97059 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:1:p:62-74 Template-Type: ReDIF-Article 1.0 Author-Name: Anna Heikkinen Author-X-Name-First: Anna Author-X-Name-Last: Heikkinen Author-Name: Johanna Kujala Author-X-Name-First: Johanna Author-X-Name-Last: Kujala Author-Name: Maria Inha Author-X-Name-First: Maria Author-X-Name-Last: Inha Title: Stakeholder engagement in a non-profit organisation: an issue-based perspective Abstract: The aim of this study is to gain insight into stakeholder engagement in a non-profit network organisation; it contributes to the literature on collaborative and cooperative understanding of stakeholder engagement by presenting an issue-based perspective of a non-profit organisation. The research is conducted as a qualitative case study, and multiple data sources are used to examine stakeholder engagement in the case organisation from two perspectives: 1) stakeholders and stakeholder relationships; 2) the issues and their salience as advocated by the stakeholders. It concludes that non-profit network organisations depend on their stakeholders for various resources. Because the continuation of a non-profit organisation is fully dependent on the support of its stakeholders, it can be viewed as an ultimate stakeholder organisation; here, joint activities create value for all parties involved, and the organisation practically exists through its stakeholders. These conclusions contribute to the stakeholder literature by extending the models to include non-profit organisations. Journal: Int. J. of Human Resources Development and Management Pages: 5-20 Issue: 1 Volume: 19 Year: 2019 Keywords: stakeholder theory; stakeholder engagement; issue-based approach; non-profit organisations; NPOs; networks; case study. File-URL: http://www.inderscience.com/link.php?id=97060 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:1:p:5-20 Template-Type: ReDIF-Article 1.0 Author-Name: Esa Hiltunen Author-X-Name-First: Esa Author-X-Name-Last: Hiltunen Author-Name: Saara Julkunen Author-X-Name-First: Saara Author-X-Name-Last: Julkunen Author-Name: Teuvo Kantanen Author-X-Name-First: Teuvo Author-X-Name-Last: Kantanen Title: Managerial autonomy and control at a retail chain store Abstract: This study examines autonomy and control in department managers' working lives at a large grocery retail unit of a hypermarket chain in Finland. The study analyses the narratives of two departmental managers in similar work situations: women with high self-efficacy and internal loci of control (LOCs), but very different personalities. To study autonomy, control and retail managers' internal LOCs in relation to retail work characteristics in detail, the job characteristics model is applied. The narratives of the studied department managers show how different personalities and behaviours affect autonomy and control in the same or similar work positions. The study expands the existing literature on autonomy and control (i.e., LOC and the job characteristics model) and increases the understanding of innovation and its obstacles in a retail context. The study highlights the importance of managers understanding employees' LOC construction and job characteristics in retail trade, which may lead to job redesign and positive growth in staff members' working lives. Journal: Int. J. of Human Resources Development and Management Pages: 47-61 Issue: 1 Volume: 19 Year: 2019 Keywords: retail work; autonomy; work control; locus of control; LOC; management; human resources; Finland; intensive case study. File-URL: http://www.inderscience.com/link.php?id=97069 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:1:p:47-61 Template-Type: ReDIF-Article 1.0 Author-Name: Omar M.A. Ababneh Author-X-Name-First: Omar M.A. Author-X-Name-Last: Ababneh Author-Name: Mark LeFevre Author-X-Name-First: Mark Author-X-Name-Last: LeFevre Author-Name: Tim Bentley Author-X-Name-First: Tim Author-X-Name-Last: Bentley Title: Employee engagement: development of a new measure Abstract: It is claimed that organisations investing in employee engagement will reap significant benefits in terms of employee productivity, achievement of organisational goals, customer satisfaction, and talent retention. However, fundamental issues revolving around the meaning, measurement, and key antecedents of employee engagement still require further research attention. In response to these issues, this study aimed to develop a reliable and valid engagement scale. Guided by Ababneh and Macky's (2015) operational definition, a new measurement tool, including items that tap each component of the engagement construct, was developed. This study provides empirical evidence supporting the dimensionality of the engagement construct and proposes additional dimensions (goal-identification, task performance, positive emotions, persistence, and discretionary effort) to be considered when measuring the construct. Further, this study provides empirical evidence about the discriminant validity of employee engagement when it is compared to other well-established attitudinal constructs (job satisfaction, job involvement, organisational commitment). Also, this research provides practical recommendations on how to execute certain HR practices (measuring employee engagement, training and development, performance management) in a manner that fosters an engaging climate at the workplace and enhances employees' levels of engagement. Journal: Int. J. of Human Resources Development and Management Pages: 105-134 Issue: 2 Volume: 19 Year: 2019 Keywords: employee engagement; engagement measure; absorption; behavioural engagement; positive emotions; performance management; training and development. File-URL: http://www.inderscience.com/link.php?id=98623 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:2:p:105-134 Template-Type: ReDIF-Article 1.0 Author-Name: Tarnima Warda Andalib Author-X-Name-First: Tarnima Warda Author-X-Name-Last: Andalib Author-Name: Mohd. Ridzuan Darun Author-X-Name-First: Mohd. Ridzuan Author-X-Name-Last: Darun Author-Name: Noor Azlinna Azizan Author-X-Name-First: Noor Azlinna Author-X-Name-Last: Azizan Title: East Asian trends of human resource management: theories and practices Abstract: In general, HRM policies are affected by assorted organisational external and internal factors and are persuaded by divergent HRM models. Usually, HRM practitioners develop HRM policies by perceiving the most favourable organisational factors and by preferring the most appropriate HRM models or the elements of HRM models. Now, for the last several years it has been observed that various researchers have constructed these HRM models. While constructing the HRM models, a few researchers have engrossed the humanitarian ground whereas others have focused on the materialistic ground. In this paper, the authors have reviewed numerous articles and collected secondary data about HRM policies, models and factors. Firstly, the authors have found the HRM factors that put impact and facilitated to build the HRM models. Secondly, they have found and discussed about a few HRM models that are discovered and recognised at different times. Thirdly, they have also reviewed several East Asian countries' HRM practices and classified the dominant factors and applied HRM models. Journal: Int. J. of Human Resources Development and Management Pages: 135-149 Issue: 2 Volume: 19 Year: 2019 Keywords: human resource management; HRM; models; practices; international labour organisation; ILO; East Asia. File-URL: http://www.inderscience.com/link.php?id=98625 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:2:p:135-149 Template-Type: ReDIF-Article 1.0 Author-Name: Benita S. Monica Author-X-Name-First: Benita S. Author-X-Name-Last: Monica Author-Name: M.V. Supriya Author-X-Name-First: M.V. Author-X-Name-Last: Supriya Title: Acculturative stress of internal migrants: impact on work attitudes Abstract: Accelerated urbanisation and industrialisation have engendered more employment opportunities in the urban areas of India. The constant flow of migrants to the metropolitan cities each year makes the study more vital. These internal migrants strive hard to acquire better well-being in their life. The employees who migrate to industrialised urban areas for job are the major component of this internal migrants. These internal migrants are unaware of the cultural and environmental changes that they experience which in turn leads to acculturative stress. The major objective of the study is to understand the role played by acculturative stress on the work attitudes of internal migrants. The work attitudes considered in the study are job satisfaction and intention to quit. The moderating effect of perceived income adequacy and migration characteristics is also studied. The 607 respondents of the study are internal migrants who are working in organisations at Chennai. Acculturative stress has a negative effect on job satisfaction of internal migrants whereas it has a positive effect on intention to quit the job. Perceived income adequacy is contrary to the effect of acculturative stress on work attitudes. Migration characteristics enhance the effect of acculturative stress on work attitudes. Based on the outcomes, the implications for the various stakeholders are discussed. Journal: Int. J. of Human Resources Development and Management Pages: 150-165 Issue: 2 Volume: 19 Year: 2019 Keywords: acculturative stress; job satisfaction; intention to quit; perceived income adequacy; previous experience; internal migrants. File-URL: http://www.inderscience.com/link.php?id=98626 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:2:p:150-165 Template-Type: ReDIF-Article 1.0 Author-Name: Pallavi Pandey Author-X-Name-First: Pallavi Author-X-Name-Last: Pandey Author-Name: Saumya Singh Author-X-Name-First: Saumya Author-X-Name-Last: Singh Author-Name: Pramod Pathak Author-X-Name-First: Pramod Author-X-Name-Last: Pathak Title: Factors affecting turnover intentions in the Indian retail industry Abstract: This study is one of the initial attempts to investigate turnover intentions among front-end employees in the Indian retail industry. It aims to investigate the impact of organisational factors, including job satisfaction, organisational commitment, work stress, work environment and realistic job information on intention to quit. A questionnaire-based survey approach is used. A total of 297 responses were collected from frontend workers employed in the Indian retail sector. To identify the strength of the relationships data were analysed using structural equation modelling. Results indicated that intention to quit among front-end employees is influenced by work-related stress, organisational commitment, realistic job information, work environment and job satisfaction. Job satisfaction and realistic job information were also found to have significant positive impact on organisational commitment. Limitations, managerial implications and scope of the future work are discussed. Journal: Int. J. of Human Resources Development and Management Pages: 166-182 Issue: 2 Volume: 19 Year: 2019 Keywords: job satisfaction; organisational commitment; works related stress; realistic job information; work environment; intention to quit. File-URL: http://www.inderscience.com/link.php?id=98627 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:2:p:166-182 Template-Type: ReDIF-Article 1.0 Author-Name: Aitziber Lertxundi Author-X-Name-First: Aitziber Author-X-Name-Last: Lertxundi Author-Name: Jon Barrutia Author-X-Name-First: Jon Author-X-Name-Last: Barrutia Author-Name: Jon Landeta Author-X-Name-First: Jon Author-X-Name-Last: Landeta Title: Relationship between innovation, HRM and work organisation. An exploratory study in innovative companies Abstract: Previous research has addressed the relationship between human resource management (HRM) and work organisation practices and innovation outcomes. However, the findings suggest that the causal mechanisms of this link are not yet fully understood. Further work is therefore considered necessary in this regard. This study contributes to this field with an exploratory investigation. The purpose is to extend our understanding of how such practices can improve innovation outcomes, based on the experiences of professionals from leading innovating companies. A qualitative methodology has been applied, comprising successive application of in-depth personal interviews and the Delphi technique. The results suggest that three of the instruments that make a major contribution are leadership style, an innovation-friendly culture and the creation of work teams to find solutions to customer needs. Journal: Int. J. of Human Resources Development and Management Pages: 183-207 Issue: 2 Volume: 19 Year: 2019 Keywords: innovation; work organisation; human resource management; HRM; Spain; human resources; human resource development; innovative companies; Delphi technique; in-depth personal interviews; qualitative methodology. File-URL: http://www.inderscience.com/link.php?id=98628 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:2:p:183-207 Template-Type: ReDIF-Article 1.0 Author-Name: Daniel Roque Gomes Author-X-Name-First: Daniel Roque Author-X-Name-Last: Gomes Author-Name: José Gonçalves Das Neves Author-X-Name-First: José Gonçalves Das Author-X-Name-Last: Neves Title: Combining behaviourist and interactionist approaches to explain applicants' attraction to organisations Abstract: This study discusses a model of analysis integrating interactionist and behaviourist theoretical guidance to explain applicants' attraction to organisations. Through confirmatory methodology, we sustain a theoretical model pointing organisational attractiveness and perceived P-O fit as sequential mediators of the path starting on the organisational attributes and explaining intention to apply for a job vacancy. We justify our theoretical model along with a discussion regarding the integration of interactionist and behaviourist theoretical guidance to explain applicants' intention to apply for a vacancy. The main results sustain our theoretical model. The organisational attributes lead to attractiveness of the organisation. This positive affective reaction is critical for prospective applicants to perceive to be fitted to the organisation. This sequence of relations explains applicants' intention to apply for a job vacancy. Journal: Int. J. of Human Resources Development and Management Pages: 209-224 Issue: 3 Volume: 19 Year: 2019 Keywords: organisational attributes; organisational attractiveness; intention to apply for a job vacancy; IAJV; person-organisation fit; applicants' attraction; recruitment; interactionist; behaviourist; organisational attraction. File-URL: http://www.inderscience.com/link.php?id=100635 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:3:p:209-224 Template-Type: ReDIF-Article 1.0 Author-Name: Noor Aqqad Author-X-Name-First: Noor Author-X-Name-Last: Aqqad Author-Name: Bader Obeidat Author-X-Name-First: Bader Author-X-Name-Last: Obeidat Author-Name: Ali Tarhini Author-X-Name-First: Ali Author-X-Name-Last: Tarhini Author-Name: Ra'ed Masa'deh Author-X-Name-First: Ra'ed Author-X-Name-Last: Masa'deh Title: The relationship among emotional intelligence, conflict management styles, and job performance in Jordanian banks Abstract: This study aims to investigate the relationship among emotional intelligence and job performance in Jordanian banks through the mediating effect of conflict management styles. Quantitative research design and regression analysis were applied on a total of 447 valid returns that were obtained in a questionnaire based survey. The results showed that both emotional intelligence and conflict management styles were significantly and positively related to job performance. The results also showed that emotional intelligence and conflict management styles were positively and significantly related to each other. Finally, the findings revealed that conflict management styles exert a significant mediating effect on the relationship between emotional intelligence and conflict management styles. This study implies that Jordanian banks should try their best to promote and facilitate emotional intelligence among their employees in an effort to improve their job performance, which will eventually yield positive results for the bank as a whole. Journal: Int. J. of Human Resources Development and Management Pages: 225-265 Issue: 3 Volume: 19 Year: 2019 Keywords: emotional intelligence; conflict management styles; CMS; job performance; banks; Jordan. File-URL: http://www.inderscience.com/link.php?id=100636 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:3:p:225-265 Template-Type: ReDIF-Article 1.0 Author-Name: Paul Davis Author-X-Name-First: Paul Author-X-Name-Last: Davis Author-Name: Diana Amirbekova Author-X-Name-First: Diana Author-X-Name-Last: Amirbekova Title: Assessing the challenges to employee training and development in Sub-Saharan Africa: a qualitative exploration Abstract: This study investigates the current state of employee training and development in Sub-Saharan African firms. A qualitative methodology designed around two hypotheses is applied adopting semi-structured interviews as the data collection method. Interviews were held in Johannesburg, Cape Town and Dar Es Salaam with 37 HR managers of private firms in 14 Sub-Saharan African (SSA) countries. The research found that formal employee development is generally sporadic, ad hoc and lacking in strategic purpose in the participants' firms. Many employees receive no formal professional development. The reasons for this were found to be numerous and include low prioritisation of development; lack of funding; lack of time; favouritism; tribalism; and lack of experienced trainers. The two hypotheses were, therefore, confirmed by the research findings. The research has implications for HR managers and corporate trainers; private training consultants; company leadership; firms in general; and public policy makers. Journal: Int. J. of Human Resources Development and Management Pages: 266-280 Issue: 3 Volume: 19 Year: 2019 Keywords: employee development; training and development; human resource management; Sub-Saharan Africa; professional development. File-URL: http://www.inderscience.com/link.php?id=100637 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:3:p:266-280 Template-Type: ReDIF-Article 1.0 Author-Name: Chiara Succi Author-X-Name-First: Chiara Author-X-Name-Last: Succi Title: Are you ready to find a job? Ranking of a list of soft skills to enhance graduates' employability Abstract: Unemployment data and a fast-changing environment have elicited reflections about the skills and personal traits required to face the increasing complexity brought by the 'glocal, liquid and networked' world in which workers operate. Several definitions and categorisations of the 'soft skills' are present in the literature, but there is a lack of scientific research on the topic and very few studies have been able to contribute significantly to the discussion on the practitioners' side. A literature review addressing and structuring this issue is presented in this article and the authors propose a preliminary list of relevant soft skills to enter the job market in order to lay the foundations for a comprehensive conceptual study. As a first step, a pilot study was carried out to validate the list of 22 soft skills. It was ranked and validated by a panel of Italian HR managers. Results confirmed that the development of soft skills is a top priority on the agenda of Italian HR managers and, in particular, <i>teamwork</i>, <i>communication</i>, <i>results orientation</i>, and <i>learning skills</i> (9%) are felt to be primary skills when assessing young graduates. Journal: Int. J. of Human Resources Development and Management Pages: 281-297 Issue: 3 Volume: 19 Year: 2019 Keywords: soft skills; employability; human resources development; recruitment; higher education management. File-URL: http://www.inderscience.com/link.php?id=100638 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:19:y:2019:i:3:p:281-297