Forthcoming and Online First Articles

International Journal of Environment, Workplace and Employment

International Journal of Environment, Workplace and Employment (IJEWE)

Forthcoming articles have been peer-reviewed and accepted for publication but are pending final changes, are not yet published and may not appear here in their final order of publication until they are assigned to issues. Therefore, the content conforms to our standards but the presentation (e.g. typesetting and proof-reading) is not necessarily up to the Inderscience standard. Additionally, titles, authors, abstracts and keywords may change before publication. Articles will not be published until the final proofs are validated by their authors.

Forthcoming articles must be purchased for the purposes of research, teaching and private study only. These articles can be cited using the expression "in press". For example: Smith, J. (in press). Article Title. Journal Title.

Articles marked with this shopping trolley icon are available for purchase - click on the icon to send an email request to purchase.

Online First articles are published online here, before they appear in a journal issue. Online First articles are fully citeable, complete with a DOI. They can be cited, read, and downloaded. Online First articles are published as Open Access (OA) articles to make the latest research available as early as possible.

Open AccessArticles marked with this Open Access icon are Online First articles. They are freely available and openly accessible to all without any restriction except the ones stated in their respective CC licenses.

Register for our alerting service, which notifies you by email when new issues are published online.

We also offer which provide timely updates of tables of contents, newly published articles and calls for papers.

International Journal of Environment, Workplace and Employment (5 papers in press)

Regular Issues

  • Internal knowledge networks and employees' performance in a collaborative context: an empirical study of Japanese universities   Order a copy of this article
    by Shin Ito, Toshiya Watanabe 
    Abstract: The effect of cohesive networks on employees' performance has led to a protracted dispute among researchers. This study investigated the relationships between the internal knowledge network and employees' performance in a collaborative context. Using questionnaire survey data, we examined the ego networks of 274 research managers and administrators from Japanese universities and research organisations. The results of logistic regression analysis showed that a cohesive network structure has a significant positive relationship with the perceived performance of individuals and the workplace. External knowledge search activity of networks also had a positive relationship with individual and workplace performance. Our findings clarify the positive relationship of a cohesive internal network with employees' performance in a collaborative context where multiple, specialised tasks have to be cooperatively performed. Our results can be of benefit in extending the practice of university research management.
    Keywords: internal network; knowledge; collaborative context; cohesive network; individual performance; workplace; university research management; questionnaire survey; Japanese universities; research managers; research administrators.
    DOI: 10.1504/IJEWE.2022.10053070
  • The impact of talent management practices on employee engagement and intention to leave: a research on telecommunication employees in Turkey   Order a copy of this article
    by Muhammed Esat Erdoğan, Özlem Kunday 
    Abstract: Talent management has been regarded as a critical factor for both organisational performance and employee outcomes in the 21st century. This study aims to analyse the effects of talent management practices on employee engagement and intention to leave. The study is based on four main parts of talent management as independent variables: employee recruitment and selection, training and development, performance management, and career management. A survey was conducted to gather data from telecommunication employees in Turkey. A total of 751 employees participated to the survey research. Findings indicated a positive relationship between talent management practices and employee engagement. There were significant relationships between talent management practices and employee engagement factors. There were also significant associations between talent management practices and intention to leave. This study revealed that talent management practices are significant predictors of employees' intention to leave. Turnover intention is negatively related with effective talent management practices.
    Keywords: talent; talent management; employee engagement; intention to leave; telecommunication professionals; Turkey.
    DOI: 10.1504/IJEWE.2022.10047448
  • Examining the nexus between human resource leadership and corporate sustainability: views of human resource professionals in Ghanaian SMEs   Order a copy of this article
    by Samuel Howard Quartey, Kwasi Dartey-Baah, Mary Naana Essiaw 
    Abstract: This paper examines the nexus between human resource leadership (HRL) and corporate sustainability (CS) in small and medium-sized enterprises (SMEs) in Ghana. Though HRL and CS are interrelated, the growing strategic concern is recognising senior human resource professionals as leaders capable of corporate change towards more sustainable organisations. This paper utilised exploratory qualitative research techniques by interviewing 15 senior human resource managers working in SMEs in Ghana. The data were analysed using the grounded theory method. The findings suggest that some of the HRL practices are being utilised more than the others, with some activities critical to CS design and implementation. Some of the CS practices supported by HR leaders are traditional and basic. Certain organisational factors were discovered as critical to the effective design and implementation of sustainability practices. Some practical, theoretical, and research implications for understanding and embedding sustainability within organisations were discussed.
    Keywords: human resource leadership; corporate sustainability; SMEs; resource-based view; Ghana.
    DOI: 10.1504/IJEWE.2022.10047759
  • Benefits and barriers of corporate social responsibility practices - a qualitative approach   Order a copy of this article
    by José Pereira, Alexandra Braga, Marisa R. Ferreira, Vítor Braga, Amélia Carvalho 
    Abstract: Consumers and organisations are increasingly focusing their attention on corporate social responsibility (CSR) practices, which are an important aspect of corporate strategy. The contemporary corporate challenge is reflected in the articulation between social responsibility and sustainability through dynamic management capable of qualifying and strengthening the competitiveness of regional communities. While CSR is sometimes used as part of a differentiation strategy, this paper aims to examine how companies interpret CSR by analysing the benefits and barriers when implementing CSR practices. Empirical research was conducted through a qualitative analysis, using 23 semi-structured interviews to companies from different areas. The results indicate a significant convergence of opinions regarding the concept of CSR and its practices, as well as motivations and barriers, highlighting the importance of internal motivations. Internal and external resistance are the main obstacle, and the weak awareness of its commercial contributions and benefits is a critical obstruction to their implementation.
    Keywords: corporate social responsibility; CSR; sustainability; CSR practices; benefits of CSR practices; barriers to CSR practices.
    DOI: 10.1504/IJEWE.2022.10051405

Special Issue on: Uncertainty Quantification Techniques to Environment, Workplace and Employment

  • Investigating polarisation in critic and audience review scores via analysis of extremes, medians, averages, and correlations   Order a copy of this article
    by Kyle Day, Jong-Min Kim 
    Abstract: This research’s goal examines the relationship between four critic and audience review score categories (Rotten Tomatoes critics, Rotten Tomatoes fans, IMDb, metacritic) across a sample of 225 films released from 2002 to 2016. Minima and maxima analysis initially suggested intermixing between critic and audience scores. However, similar averages and medians suggested that critic scores were closer to each other than to audience scores. Correlational analysis confirmed that while each of the score categories were correlated to each other, the correlations were significantly stronger between critical score categories than with between critical and user score categories, suggesting polarisation. These correlations were found to persist over the course of five trienniums. In addition, correlations between site scores and box office grosses all supported the notion of polarisation, with audience scores having similar correlation coefficients to each other than to the critic scores.
    Keywords: movie critic; audience review score; correlation analysis.
    DOI: 10.1504/IJEWE.2022.10051729