行銷硏究 : Marketing research

This book provides an excellent and elegant analysis of the field of human resource management. While the title implies that it is only about the relationship of human resource management to organi...

Strategy and human resource management

Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

During the past two decades of e-commerce growth, the concept of a business model has become increasingly popular. More recently, the research on this realm has grown rapidly, with diverse research activity covering a wide range of application areas. Considering the sustainable development goals, the innovative business models have brought a competitive advantage to improve the sustainability performance of organizations. The concept of the sustainable business model describes the rationale of how an organization creates, delivers, and captures value, in economic, social, cultural, or other contexts, in a sustainable way. The process of sustainable business model construction forms an innovative part of a business strategy. Different industries and businesses have utilized sustainable business models’ concept to satisfy their economic, environmental, and social goals simultaneously. However, the success, popularity, and progress of sustainable business models in different application domains are not clear. To explore this issue, this research provides a comprehensive review of sustainable business models literature in various application areas. Notable sustainable business models are identified and further classified in fourteen unique categories, and in every category, the progress -either failure or success- has been reviewed, and the research gaps are discussed. Taxonomy of the applications includes innovation, management and marketing, entrepreneurship, energy, fashion, healthcare, agri-food, supply chain management, circular economy, developing countries, engineering, construction and real estate, mobility and transportation, and hospitality. The key contribution of this study is that it provides an insight into the state of the art of sustainable business models in various application areas and future research directions. This paper concludes that popularity and the success rate of sustainable business models in all application domains have been increased along with the increasing use of advanced technologies.

Sustainable Business Models: A Review

Drawing on stakeholder theory and contingency theory, this study examines the effects of Corporate Social Responsibility (CSR) on corporate reputation and financial performance of Pakistani firms with a moderating role of responsible leadership. Perceptual data on CSR, reputation, and performance were collected from 224 senior‐level Pakistani managers through a questionnaire survey. Structural equation modeling was used to analyze the data. The results reveal that socially responsible initiatives for disparate stakeholders significantly and positively influence corporate reputation and financial performance. Moreover, CSR–reputation and CSR–performance direct relationships were found to be negatively moderated by responsible leadership. It suggests that when socially responsible firms have leaders with strong stakeholder values, they practice excessive CSR that hurts performance.

The effects of corporate social responsibility on corporate reputation and firm financial performance: Moderating role of responsible leadership

Contemporary leaders are increasingly challenged to execute their leadership roles with a higher sense of responsibility. However, only a handful of studies have empirically examined the influence of responsible leadership on employee and organisational outcomes. Using Social Identity Theory and Psychological Contract Theory, this paper reports the findings of the relationship between responsible leadership and organisational commitment through the mediating role of employee turnover intentions. A web-based online survey was administered to collect data targeting a sample of 200 Australian employees working full time. Structural equation modelling was used to analyse the data. The results reveal that perceived responsible leadership significantly influences employees’ organisational commitment and their turnover intentions. Moreover, the direct relationship between responsible leadership and organisational commitment was found to be partially mediated by employees’ turnover intentions.

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The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees

Drawing on social learning theory, the purpose of this paper is to explore the mediational effect of affective commitment on the relationship between responsible leadership and intention to quit.,This study applied a two-step process of the structural equation modelling technique to test the proposed hypothesised model. A web-based survey was administered to collect data targeting a sample of 200 full-time Australian employees.,The results suggest that responsible leadership significantly influences employees’ affective commitment and their intention to quit. As predicted, both responsible leadership and affective commitment negatively influenced intention to quit. Notably, the direct influence of responsible leadership on intention to quit was found to be partially mediated by employees’ affective commitment.,This study shows how leaders can expect to reduce employees’ intention to quit by leading responsibly through valuing employees’ affective commitment.,This study makes a unique contribution to responsible leadership literature by linking it with social learning theory. Moreover, there are only a handful of studies examining responsible leadership and its influence on employees’ behavioural outcomes. This study extends the limited understanding of responsible leadership and its relationship with affective commitment and intention to quit.

Responsible leadership, affective commitment and intention to quit: an individual level analysis

Purpose The unprecedented crisis of the COVID-19 pandemic has posed an enormous challenge ever for health-care organisations to find strategies to deal with their survival The health-care employees are the frontline soldiers to fight against COVID-19 pandemic Currently, there is a lack of research regarding the conceptualisation of COVID-19 and its impact on health-care employees' well-being and their organisational sustainability Extending the role of responsible leadership (RL), the purpose of this paper is to develop a multi-level conceptual model to overcome the crisis of COVID-19 pandemic and promote employee (eg workers, nurses and professionals) well-being and organisational sustainability Design/methodology/approach With a comprehensive literature review, this paper presents five testable propositions and highlights the impact of COVID-19 pandemic on employee well-being and organisational sustainability Findings The proposed model counsels that organisations need to go beyond the simple application of strategic climate and should enable RL to protect and maintain employee well-being and organisational sustainability Research limitations/implications The proposed conceptual model is a step forward to not only explore future empirical research but also it will help the health-care policymakers to take responsible initiatives to increase employee well-being and uphold organisational sustainability Originality/value There is a lack of research regarding the conceptualisation of the COVID 19 pandemic and its impact on health-care employees' well-being and organisational sustainability The proposed conceptual model opens and guides a novel research avenue for the alignment of strategic management (as a moderator) and RL on the relationships among the COVID-19 pandemic, employee well-being and organisational sustainability

The COVID-19 pandemic and the role of responsible leadership in health care: thinking beyond employee well-being and organisational sustainability.

Applying the organisational climate of corporate social responsibility (CSR) and human resource management (HRM) behavioural theories, this paper examines the associations among socially responsible HRM (SRHRM), organisational citizenship behaviour (OCB), turnover intention, and bank reputation. The proposed model, including seven hypotheses, was examined on a sample of 711 Bangladeshi bank employees. The results suggest that SRHRM has significant positive effects on both OCB and bank reputation, and a significant negative influence on turnover intention. OCB was positively significant for bank reputation but was estimated as insignificant for bank employees’ turnover intention. Moreover, perceived bank reputation was significant and negative on Bangladeshi employees’ turnover intention. Finally, a partial mediation effect was found for OCB on the direct relationship between SRHRM and bank reputation. This paper recommends that banks should aim at higher levels of OCB and reputation and lower turnover intentions should encourage SRHRM in their strategic approaches for HRM and CSR. The implications of the results of this study can help financial organisations to recognise the significance of SRHRM and its favourable effects on employee motivation and institutional reputation.

https://www.mdpi.com/2071-1050/13/5/2753/pdf

Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh

The dominant view of responsible leadership (RL) has so far lacked adequate testing for employees' motivational outcomes, including presenteeism. Presenteeism, or attending work while being ill and unable to work at full capacity, causes productivity loss and imposes a significant economic burden to businesses and national economies. Applying the social identity theory of leadership (SITL), this paper aims to offer a conceptual framework supporting the relationship between RL and presenteeism and incorporating the mediating roles of organisational commitment and employees' turnover intentions.,This paper conducts a systematic literature review using a Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) flowchart with the existing research on RL, presenteeism, organisational commitment and employee turnover intentions covering the main contributors to this research stream. The proposed model offers eight propositions to promote the examination of RL in more insightful ways.,A shift in focus to the aspect of value-based leadership and presenteeism allows this paper to explore probable employee motivational outcomes, especially with consideration of organisational commitment and turnover intentions. While extant studies about presenteeism have tended to identify negative consequences, this paper explores different contexts in which RL could be crucial and positive. Based on a PRISMA flowchart, this paper provides a conceptual framework and directions that scholars might use to guide organisations and evaluate future research studies in RL and presenteeism.,The implications of this paper lie first in highlighting the demand for scholars to employ RL when conducting research reviews in organisational leadership and presenteeism. Beyond this broad purpose, this paper will help researchers to develop a holistic and pragmatic research approach more systematically and coherently. It is hoped that this conceptual framework can potentially lead to higher employee productivity and retention.,The systematic literature review offers a novel framework that will allow future researchers to conduct and explore empirical studies in organisational leadership. The suggested propositions will direct future scholars and practitioners to explore solutions in which presenteeism can be recognised at work and managed to achieve practical application of RL within organisational settings.

Amlan Haque

Papers

The Relationship Between Responsible Leadership and Organisational Commitment and the Mediating Effect of Employee Turnover Intentions: An Empirical Study with Australian Employees

Responsible leadership, affective commitment and intention to quit: an individual level analysis

The COVID-19 pandemic and the role of responsible leadership in health care: thinking beyond employee well-being and organisational sustainability.

Socially Responsible HRM, Employee Attitude, and Bank Reputation: The Rise of CSR in Bangladesh

Responsible leadership and employee outcomes: a systematic literature review, integration and propositions