Based on the survey Organisation, Learning and Competencies, the paper explores the relationship between skills development and organisational commitment. The findings, in general, suggest a low correlation between skills and more involvement in the organisations. Particularly, professionals show

and comparability in the material with regard to employee attitudes, especially job satisfaction and work centrality. It finds a high degree of comparability in the two data sets and in results obtained in using them. This is illustrated in some detail. The links between occupation and attitudes are emphasised. So

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not been empirically examined. We hypothesize that flexibility of employee skills, employee behaviors, and HR practices represent critical sub-dimensions of HR flexibility and are related to superior firm performance. Results based on perceptual measures of HR flexibility and accounting measures of firm

. The paper further examined extensively the impacts of organisational change to performance through various theoretical and conceptual reviews. The conceptual framework on the study topic and discussed the variables involved. These variables are Employee Skills and Knowledge, Organizational Culture

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different (perhaps competing) vendors, usually without source code available. Typical solutions-provider employees are not always skilled or experienced enough to debug these systems efficiently. Our goal is to design tools that enable modestly-skilled programmers (and experts, too) to isolate performance

) activities (a major characteristic of modern economy), on the demand for employees ’ (vocational) education and skills. The study is based on firm-level data collected through a common questionnaire from firms ’ samples of similar composition (concerning firm sizes and industries) in Greece and Switzerland

) activities (a major characteristic of modern economy), on the demand for employees ’ (vocational) education and skills. The study is based on firm-level data collected through a common questionnaire from firms ’ samples of similar composition (concerning firm sizes and industries) in Greece and Switzerland

This paper offers a theory of training whereby workers do not pay for general training they receive. The superior information of the current employer regarding its employees’ abilities relative to other firms creates ex post monopsony power, and encourages this employer to provide and pay