Mario Roy

A systems‐based dynamic knowledge transfer capacity model

Purpose – The purpose of this paper is twofold: to understand how recent developments in systems thinking and social construction can influence understanding of knowledge transfer (KT); and to propose a new systems‐based knowledge transfer model.Design/methodology/approach – The paper is a review of the literature on knowledge transfer, systems thinking and social construction leads to the proposal of a new KT paradigm.Findings – The Dynamic Knowledge Transfer Capacity model (DKTC) found in this paper identifies the components required for social systems to generate, disseminate and use new knowledge to meet their needs. The model includes pre‐existing conditions, (need and prior knowledge) and four categories of capacities (generative, disseminative, absorptive and adaptive/responsive) that social systems must possess for KT to take place.Research limitations/implications – The paper shows that the DKTC model is particularly well suited to analyzing complex systems with multiple stakeholders as opposed t...

Understanding reactions to safety incentives

Problem: Safety incentives, defined broadly as reward techniques used to improve health and safety results, do not always produce the desired results. Method: Using structural equation modeling and cross-level analysis procedures, this study investigated the relationships between individual and group-level variables, and reactions to a safety incentive program at a production plant. Results: The data obtained from 329 team members support most of the predicted relationships. At the individual level of analysis, locus of control influenced supervisor-subordinate relationships, which, in turn, influenced perceived organizational support and reactions to safety incentives. At the group level, the interaction between group cohesiveness, safety norms, and task interdependence had a significant effect on reactions to safety incentives. Discussion: The findings provide some insights into the functioning of safety incentives in a team environment. Impact on industry: These findings indicate that safety incentive programs are more likely to be effective components of health and safety strategies when they are implemented in settings with positive supervisor-subordinate relationships and within interdependent teams that share safety norms.

Union Representatives in Labour–Management Partnerships: Roles and Identities in Flux

This study examines the challenges met by union representatives (URs) who have to reconstruct their traditional role in the context of labour–management partnerships. They are innovators involved in the transition to renewed labour relations. Identity issues and role conflicts are examined through an in-depth analysis of the process involved in assimilating this new role in unionized organizations. The results suggest that URs subordinate the partner role to the interest representation role. Interviews suggest that this enhanced union legitimacy. Some blurring of traditional social categories such as those of employee or employer is possible to the extent that the relations between the actors are founded on interpersonal relations.