Family business and regional development—A theoretical model of regional familiness

The purpose of this paper is to examine the mediating role of organizational commitment (OC) on the relationship between human resource management (HRM) practices and employee engagement among banking employees in the context of an emerging economy namely Bangladesh.,The survey data include 383 employees from 30 private commercial banks in Bangladesh. For analyzing the data, structural equation modeling is employed with the bootstrapping method.,This study finds that HRM practices such as career advancement, employee participation, job security, performance feedback, rewards and recognition, training and development are the significant predictors of employee engagement. Results also identify OC as a partial mediator on HRM practices and employee engagement relationship which suggest that direct relationship of predictors and criterion variables are stronger than indirect association. More interestingly, findings indicate that the mechanism of black-box stage is not always work on the relationship between HRM practices and employee performance.,Exploring the role of OC on the relationship between HRM practices and employees’ behavioral outcome, i.e. employee engagement, is appeared as an initial effort in the academic literature. Furthermore, empirical research that examines the association of different organizational factors with employee engagement through OC is rarely been investigated. Thus, the findings of this study act as a strategic tool for the bank managers to design their organizational policies in such a way that fosters their employee’ level of engagement.

Mediating role of organizational commitment in the relationship between human resource management practices and employee engagement: Does black box stage exist?

Exploring the psychological foundations of management in family firms is necessary to understand why they formulate and implement strategies differently from nonfamily firms, and why and how family...

https://journals.sagepub.com/doi/pdf/10.1177/08944865211012139

The Psychological Foundations of Management in Family Firms: Emotions, Memories, and Experiences

The contradictory empirical evidence about whether the effect of companies' environmental investments on financial results is positive, negative or not significant has been explained by the different conditions and contexts that facilitate or hinder the ability to generate a win–win situation. This explanation has gradually led the academic debate to consider the factors and conditions that moderate such a relationship. In this document, we analyse the relevant but scarcely studied moderating effect of the condition of being a family firm, by integrating the socioemotional wealth (SEW) perspective into the natural-resource-based view (NRBV). Based on the analysis of panel data from 2936 Spanish manufacturing firms, covering the period 2009–2016, we offer empirical evidence showing that the financial benefits derived from environmental investment are positive and significant in family firms, while this is not so in non-family firms. Furthermore, our results show that intrinsic characteristics such as the sector, size or age of the company also condition the financial results of environmental investments.

/pdf/does-it-pay-more-to-be-green-in-family-firms-than-in-non-4ck44qiiqd.pdf

Does it pay more to be green in family firms than in non-family firms?

Employee engagement is a psychological state of mind of doing the work with full of energy, enthusiasm and dedication which can provide the competitive advantage of an organization. The purpose of this paper is to synthesize prior literature to identify antecedents and consequences of employee engagement. This literature review shows that prior studies examined diverse types of antecedences as well as consequences of employee engagement. Results of these existing studies are varied and inconclusive which leads the importance of further study in order to enhance the clarity of the relationship of employee engagement with its antecedents
and consequences.

/pdf/antecedents-and-consequences-of-employee-engagement-a-1lmsfbhktk.pdf

Antecedents and Consequences of Employee Engagement: A Conceptual Study

https://cyberleninka.org/article/n/1324202.pdf

Fares Sleiaty

Papers

Employee engagement in family and non-family firms