El documento define un automóvil como un vehículo autopropulsado por un motor que sirve para transportar personas o cosas por tierra sin necesidad de carriles. Existen diversos tipos de automóviles como turismos, camiones, autobuses y motocicletas. Un automóvil tiene ruedas, asientos y un motor que puede ser de combustión interna o eléctrico para generar la fuerza motriz.
Academy of Management 2016: HRM, Employability, and OutcomesJos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on the relationships between HRM practices and organizational outcomes via perceptions of employability.
Academy of Management 2016: HRM, Employability, and OutcomesJos Akkermans
This paper was presented during the Academy of Management 2016 meeting in Anaheim, California. It presents our work on the relationships between HRM practices and organizational outcomes via perceptions of employability.
Kooij et al. (2016) - The Influence of FTP on Work Engagement and Work Perfor...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Identifying risks trough economic complaints & appetite
Based on official data:
Russian Export Strategy 2030
Conception of the long socio-economic development of the Russian Federation until 2020
Foreign Trade Strategy 2020
Strategy of Innovative Development of the Russian Federation until 2020
Conception of the Foreign Policy of the Russian Federation
Government Program “Foreign Economic activity Development”
Presidential Decrees
Support for Access to Foreign Markets and Export Promotion
Industrial risks
Akkermans & Tims (2017) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an
employee's subjective career success in terms of perceived employability and
work–home balance via job crafting behaviors. Based on Job Demands-
Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success
through expansive job crafting. The results showed that job crafting mediated
the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the
positive relationship between career competencies and work–home enrichment.
We expected a negative association between job crafting and work–home interference,
yet our results indicated that career competencies are indirectly and
positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be
considered a personal resource, (2) empirically examining the role of job crafting
in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use
these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
Purpose – The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the
pathway from proactive personality to well-being.
Design/methodology/approach – Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.
Findings – The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.
Research limitations/implications – This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.
Practical implications – Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.
Originality/value – This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
Tijdens deze NFMD meeting hebben we het gehad over het werk en de loopbaan van young professionals. Wat voor uitdagingen lopen zij tegen het lijf tijdens de start van hun loopbaan? Hoe kunnen ze hiermee omgaan? Dit soort vraagstukken kwamen tijdens deze dag aan de orde.
Kooij et al. (2016) - The Influence of FTP on Work Engagement and Work Perfor...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting, and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke different forms of job crafting, which in turn would be associated with changes in work engagement and job performance. In line with our expectations, we found that employees whose open-ended FTP increased over a 1-year time period also crafted more job resources and challenging job demands such that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations, employees whose limited FTP increased over the 1-year time period did not proactively reduce their hindering job demands. Hence, although crafting fewer hindering job demands was directly related to decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These findings have important implications for the literature on job crafting and FTP.
Kooij et al. (2017) - The Influence of FTP on Work Engagement and Performance...Jos Akkermans
This two-wave study aimed to examine future time perspective (FTP) as an antecedent of job crafting,
and in turn job crafting as a mediator in associations between FTP and work outcomes. Based on the
lifespan socio-emotional selectivity theory, we expected that open-ended and limited FTP would evoke
different forms of job crafting, which in turn would be associated with changes in work engagement
and job performance. In line with our expectations, we found that employees whose open-ended FTP
increased over a 1-year time period also crafted more job resources and challenging job demands such
that their job provided them with more opportunities for knowledge acquisition, which in turn resulted
in increased levels of work engagement and job performance. However, contrary to our expectations,
employees whose limited FTP increased over the 1-year time period did not proactively reduce their
hindering job demands. Hence, although crafting fewer hindering job demands was directly related to
decreased levels of work outcomes as expected, we found no indirect effect of changes in limited FTP
on changes in work engagement and performance via changes in this job crafting behaviour. These
findings have important implications for the literature on job crafting and FTP.
Identifying risks trough economic complaints & appetite
Based on official data:
Russian Export Strategy 2030
Conception of the long socio-economic development of the Russian Federation until 2020
Foreign Trade Strategy 2020
Strategy of Innovative Development of the Russian Federation until 2020
Conception of the Foreign Policy of the Russian Federation
Government Program “Foreign Economic activity Development”
Presidential Decrees
Support for Access to Foreign Markets and Export Promotion
Industrial risks
Akkermans & Tims (2017) - Crafting your Career: How Career Competencies Relat...Jos Akkermans
This study aimed to investigate whether career competencies could enhance an
employee's subjective career success in terms of perceived employability and
work–home balance via job crafting behaviors. Based on Job Demands-
Resources (JD-R) Theory, we examined a potential motivational process in
which career competencies, as a personal resource, would enhance career success
through expansive job crafting. The results showed that job crafting mediated
the positive relationship between career competencies and both internal
and external perceived employability. In addition, job crafting mediated the
positive relationship between career competencies and work–home enrichment.
We expected a negative association between job crafting and work–home interference,
yet our results indicated that career competencies are indirectly and
positively related to work–home interference via job crafting. With our findings,
we add to JD-R Theory by (1) showing that career competencies may be
considered a personal resource, (2) empirically examining the role of job crafting
in motivational processes, and (3) showing that enhanced subjective career
success can be an outcome of motivational processes. Organisations may use
these findings to implement developmental HR practices aimed at increasing
career competencies and job crafting.
Plomp et al. (2016) - Career Competencies and Job Crafting: How proactive Emp...Jos Akkermans
Purpose – The purpose of this paper is to bring together job design and career theory in the examination of how proactive employees optimize their well-being (i.e. job satisfaction and perceived health) through job crafting and career competencies. This study offers an integrated account of the
pathway from proactive personality to well-being.
Design/methodology/approach – Data were collected by a cross-sectional self-report survey study among 574 employees working in various organizations.
Findings – The results of structural equation modeling analyses supported the proposed double mediation model: job crafting and career competencies both mediated the positive relationship between proactive personality and well-being. The findings suggest that proactive employees can enhance their well-being both through proactive job redesign and the development of career-related skills and abilities.
Research limitations/implications – This study precludes causal explanations. Future research should further investigate the role of employee proactivity related to contemporary work topics, including temporary contracts and self-employment.
Practical implications – Managers and HR practitioners can optimize employee well-being by focusing on HR policies related to job redesign, as well as investing in training and development of career competencies.
Originality/value – This paper integrates two research domains by exploring how proactive employees take a proactive stance toward their job as well as their career, and investigates how this proactive approach contributes to their well-being. In addition, the authors demonstrated a link between the development of career competencies and employee health.
Tijdens deze NFMD meeting hebben we het gehad over het werk en de loopbaan van young professionals. Wat voor uitdagingen lopen zij tegen het lijf tijdens de start van hun loopbaan? Hoe kunnen ze hiermee omgaan? Dit soort vraagstukken kwamen tijdens deze dag aan de orde.
2. El término automóvil (del griego auto, "por sí mismo" y del latín movil "que se mueve") se refiere principalmente a un vehículo autopropulsado por un motor propio y destinado al transporte terrestre de personas o cosas sin necesidad de carriles. Aunque el término automóvil es utilizado por antonomasia para referirse a los automóviles de turismo, existen otros tipos de automóviles, como camiones, autobuses, furgonetas, motocicletas, motocarros o cuatriciclos.
3. En España, el Real Decreto 2822/1998, de 23 de diciembre, por el que se aprueba el Reglamento General de Vehículos, define 'automóvil' en el anexo II como «vehículo de motor que sirve, normalmente, para el transporte de personas o cosas, o de ambas a la vez, o para la tracción de otros vehículos con aquel fin. Se excluyen de esta definición los vehículos especiales». Asimismo, en dicho Real Decreto se define 'vehículo de motor' como «vehículo provisto de motor para su propulsión. Se excluyen de esta definición los ciclomotores, los tranvías y los vehículos para personas de movilidad reducida».
4. Un automóvil tiene varias ruedas con neumáticos y capacidad de al menos una plaza para el conductor. Algunas ruedas, normalmente las delanteras, (pueden ser las traseras como en un dumper) pueden cambiar su orientación hacia los lados para permitir giros y tomar curvas, accionadas por el conductor mediante un volante.
5. Motor Un motor es una parte de maquina capaz de transformar cualquier tipo de energía (eléctrica, de combustibles fósiles, ...), en energía mecánica capaz de realizar un trabajo. En los automóviles este efecto es una fuerza que produce el movimiento. Existen diversos tipos, siendo los más comunes: motores térmicos, cuando el trabajo se obtiene a partir de energía térmica. motores de combustión interna, son motores térmicos en los cuales se produce una combustión del fluido motor, transformando su energía química en energía térmica, a partir de la cual se obtiene energía mecánica. El fluido motor antes de iniciar la combustión es una mezcla de un comburente (como el aire) y un combustibles, como los derivados del petróleo, los del gas natural o los biocombustibles. motores de combustión externa, son motores térmicos en los cuales se produce una combustión en un fluido distinto al fluido motor. El fluido motor alcanza un estado térmico de mayor energía mediante la transmisión de energía a través de una pared. motores eléctricos, cuando el trabajo se obtiene a partir de una corriente eléctrica. En los aerogeneradores, las centrales hidroeléctricas o los reactores nucleares también se transforma algún tipo de energía en otro. Sin embargo, la palabra motor se reserva para los casos en los cuales el resultado inmediato es energía mecánica.