Understanding Human Competence at Work: An Interpretative Approach

By Jörgen Sandberg. 2000

1,120 citations recorded by the source corpus.

Subfields: Management Science and Operations Research, Organizational Behavior and Human Resource Management, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/3335550dfdd47bd4e6d5cde48b0851bbd4aa4240

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Citations in the corpus

Criteria for Good Qualitative Research: A Comprehensive Review (2021, background): “Such debates are based on the wide range of philosophical backgrounds within which qualitative research is conducted (e.g., Sandberg, 2000; & Drishti Yadav drish131196@gmail.com 1 Faculty of Informatics, Technische Universität Wien, 1040 Vienna, Austria Schwandt, 1996).”
Narratives of Workplace Friendship Deterioration (2004, background): “This is consistent with Alexandersson’s findings that saturation of categories in interpretive research is typically reached with approximately 20 participants (Alexandersson, 1994, as cited in Sandberg, 2000).”
Design Principles for Competence Management Systems: A Synthesis of an Action Research Study (2004, background): “Furthermore, Sandberg (2000) highlights that workers’ own conception of the work is central to our understanding of competence.”
Conceptions of Professional Competence (2014, background): “As mentioned already, these is the big difference between task and behaviour orientation, the comprehensive approach, stressing the importance of combining knowledge, skills and attitudes in competence statements (Wesselink, 2010), and the interpretative-relationship approach, which is close to natu”
Human capital accumulation: the role of human resource development (2001, background): “performance (Sandberg, 2000); high quality individual and organisational problemsolving (Schroder, 1989); enhanced career plans and increased chances of securing fulltime employment (Weick, 1996; Raider and Burt, 1996); sustainable competitive advantage (Winterton and Winterton, 1996; Nordhaug, 1998”
Analysing, pursuing and networking: Towards a validated three-factor framework for entrepreneurial competence from a small firm perspective (2011, background): “Competence has also been defined in various ways, involving inputs, outputs, crossing levels of analysis or disciplines, and these definitions range in complexity from narrow, atomized descriptions to highly interpretive constructs (e.g. Delamare Le Deist and Winterton, 2005; Sandberg, 2000).”
Transfer of Training: A Review and New Insights (2008, positive): “…identity formation through ‘legitimate peripheral participation’ in ‘communities of practice’ (Brown and Duguid 1991; Lave and Wenger 1991) and the importance of knowledge that is tacit (that is, not publicly visible and not easily assessable) (Polanyi 1967) and collectively held (Sandberg 2000).”
A Study of Exchange and Emotions in Team Member Relationships (2008, background): “Sandberg (2000) also suggested at least 20 participants are required to capture the variation in the phenomenon being studied.”
Learning to be a Qualitative Management Researcher (2009, background): “As Sandberg (2000) suggests, training from an interpretivist perspective could focus upon how individuals conceive of the nature of work, and then changing those conceptions.”