... through two mediators (namely attitudes towards a behaviour and perceived behavioural control). TPB is a valuable model for investigating the relationship between exogenous factors, attitudes towards return, perceived behavioural control and intention to return to hometown in a developing country context...

... support to enable exposure to the right type of work during youth's college or university studies could increase job match and reduce labour market inefficiencies. Originality/value The paper provides insights into a significant challenge faced by youth in developing countries, i.e. finding a suitable...

... management (MTM) practices, decent work and national well-being. Design/methodology/approach The authors employed longitudinal data from 77 developing countries across the globe and also utilised panel data estimators and the bootstrapping mediation method for the analyses. Findings The results...

... of collective bargaining agreements. The authors are the first to be able to show empirically which clauses are included in existing collective agreements in developing countries. © Emerald Group Publishing Limited 2015 By September 2014, 299 agreements from 23 countries had been entered and were...

..., garnering 221 total and 205 usable responses (response rate of approximately 40 per cent). Table I gives demographics. Leadership Leaders South Africa Developing countries Levels of management Leadership continues to be an area of considerable importance to organizational theory...

... of empowering and performance management to developing countries becomes evident. Moreover, MVWO relativity of HRM design choices is relatively high in FIF, reflecting that the “type of ownership” can have an impact not only on actual HRM practices but also on preferred HRM practices in FIF. The existence...

...). © MCB UP Limited 2003 Career development Human resource management Developing countries India Career planning and management (CPM) has appeared to be one of the fastest developing areas within the broad field of human resource management (HRM) (see, for example, Hall, 1996...

... advantage in Turkish business organizations. As far as the Turkish scene is concerned, HRM is a “developing field” in a “developing country”. This combination has advantages as well as disadvantages. The obvious advantage is that wide interest in the field is shown both by business organizations...

... for training and its supply. Apprenticeships Developing countries Government Private sector Subsidies Training In most countries the cost of training is shared by individuals, enterprises and government. The purpose of this paper is to appraise the scope for cost‐effective government...

...Manuel Mendonca; Rabindra N. Kanungo Argues that performance management techniques and practices developed in US organizations cannot be successful in the developing country context to gain competitive advantage unless the issue of culture‐fit is addressed adequately. “Culture‐fit” can be ensured...

... intervention. However, there are continuing areas of employment where pay is such as to demand Government intervention, and these are the areas that are of primary interest in the context of this article. Collective bargaining Developing countries Economy Employee rights International standards...

... in such countries are highlighted. Suggestions are made on the development of a sound approach to HRD by government and HRD practitioners in ″third world″ countries. © MCB UP Limited 1989 Developing countries Nigeria Human resource management Training FACILITATING THE ORGANISATIONAL RELEVANCE...