Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis technique that human resource management (HRM) researchers frequently use. While most disciplines...

Partial least squares structural equation modeling in HRM research

The concept of Smart City embraces several definitions depending on the meanings of the word “smart”: intelligent city , knowledge city , ubiquitous city , sustainable city , digital city , etc. Many definitions of Smart City exist, but no one has been universally acknowledged yet. From literature analysis it emerges that Smart City and Digital City are the most used terminologies in literature to indicate the smartness of a city. This Chapter explores the literature about Smart City and Digital City from 1993 to the end of 2012 in order to investigate how these two concepts were born, how they have developed, which are the shared features and differences between them. To accomplish with these goals, three steps were followed: (1) to set up a search strategy for systematic literature review to collect a representative subset of papers about Smart City and Digital City using Google Scholar; (2) to store the selected subset in an ad-doc database to synthesize the literature review; (3) to organize the literature review subset to extract quantitative and qualitative data and information about Smart City and Digital City evolution. The author proposes a literature review taxonomy through five specific analysis: (1) time analysis, to explore the causes of the trend of Smart City and Digital City literature in the latest twenty years; (2) terminology analysis, to examine how and where these two ideas were born and what have been the main events influenced their development; (3) definitions analysis, to select and compare the most cited and validated definitions of Smart City and Digital City trying to identify similarities, differences or overlaps between these two concepts; (4) typology analysis, to investigate if Smart City and Digital City are included into a specific urban strategy pursued by government or if they face specific urban problems without a comprehensive framework; (5) geographic analysis, to understand where are the largest concentrations of Smart Cities and Digital Cities in the world and which are their main characteristics and best practices.

https://www.springer.com/cda/content/document/cda_downloaddocument/9783319061597-c2.pdf?SGWID=0-0-45-1464919-p176692586

Smart and Digital City: A Systematic Literature Review

Purpose – This paper aims to examine the themes of talent management, work-life balance (WLB) and retention strategies in the hospitality industry. The study was undertaken through an analysis of the key themes in the most recent literature. The paper uses a framework incorporating organisational and industry attributes, personal employee dimensions, work-life conflict and organisational strategies and examines these in relation to whether job satisfaction, organisational commitment and employee retention improve. Design/methodology/approach – The paper uses employee turnover literature to underpin a discussion of successful talent management. Using a key word search in both the hospitality literature and more mainstream management research, it divides the literature into four themes, namely, employee attitudes, personal employee dimensions, WLB and organisational strategies for employee retention. Findings – The key findings emerging from this examination of the literature show that WLB appears to have b...

Revisiting talent management, work-life balance and retention strategies

Thriving at work refers to a positive psychological state characterized by a joint senseof vitality and learning. On the basis of Spreitzer and colleagues' model, we present acomprehensive meta‐analysis of antecedents and outcomes of thriving at work(K= 73 independent samples,N= 21,739 employees). Results showed that thrivingat work is associated with individual characteristics, such as psychological capital(rc= .47), proactive personality (rc= .58), positive affect (rc= .52), and work engage-ment (rc= .64). Positive associations were also found between thriving at work andrelational characteristics, including supportive coworker behavior (rc= .42), support-ive leadership behavior (rc= .44), and perceived organizational support (rc= .63).Moreover, thriving at work is related to important employee outcomes, includinghealth‐related outcomes such as burnout (rc=−.53), attitudinal outcomes such ascommitment (rc= .65), and performance‐related outcomes such as task performance(rc= .35). The results of relative weights analyses suggest that thriving exhibits small,albeit incremental predictive validity above and beyond positive affect and workengagement, for task performance, job satisfaction, subjective health, and burnout.Overall, the findings of this meta‐analysis support Spreitzer and colleagues' modeland underscore the importance of thriving in the work contex

https://onlinelibrary.wiley.com/doi/pdf/10.1002/job.2375

Thriving at Work: A Meta-Analysis

Research on the work-family interface began in the 1960s and has grown exponentially ever since. This vast amount of research, however, has had relatively little impact on workplace practice, and work-family conflict is at an all-time high. We review the work-family research to date and propose that a shift of attention is required, away from the individual experience of work and family and toward understanding how identity and status are defined at work. Several factors enshrine cherished identities around current workplace norms. The work devotion schema demands that those who are truly committed to their work will make it the central or sole focus of their lives, without family demands to distract them. Importantly, the work devotion schema underwrites valued class and gender identities: Work devotion is a key way of enacting elite class status and functions as the measure of a man—the longer the work hours and higher the demand for his attention, the better. Advocating change in the way work is done a...

/pdf/beyond-work-life-integration-2jlfp00fcx.pdf

Beyond Work-Life "Integration".

When Family Supportive Supervisors Meet Employees’ Need for Caring Implications for Work–Family Enrichment and Thriving

The way in which organisational commitment influences the relationship between work–family conflict and job satisfaction is a question that has produced contradictory results. We address this issue by developing and testing a model that integrates role conflict theory and major research on organisational commitment, to elucidate the consequences that time-, strain- and behaviour-based conflict have on job satisfaction. The research is based on data collected among Italian nurses, and the results show that time- and strain-based conflict are negatively related to job satisfaction. In addition, affective commitment moderates the relationship between strain-based conflict and job satisfaction, whereas normative commitment moderates the relationship between time-based conflict and job satisfaction. We discuss the implications of these results for theory and practice.

Reducing the effects of work–family conflict on job satisfaction: the kind of commitment matters

Purpose – The central aim of this paper is to test a model in which work‐family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction and professional commitment.Design/methodology/approach – The bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the hypotheses.Findings – The findings show that nurses experiencing high levels of work‐family enrichment are likely to report lower intentions to leave their profession by virtue of their higher levels of professional commitment.Research limitations/implications – The research relies on a cross‐sectional design with a single source of data.Practical implications – The research suggests that management should foster work‐family enrichment since this appears to be linked to decreased turnover intentions.Social implications – There is a shortage of nurses in Italy and many other countries, which has negative consequences for high‐quality nursing care and cost...

The relationship between work‐family enrichment and nurse turnover

Purpose - The central aim of this paper is to test a model in which work-family enrichment is associated with lower levels of professional turnover through higher levels of job satisfaction and professional commitment. Design/methodology/approach - The bootstrap procedure for estimating indirect correlations in multiple mediator models was used to test the hypotheses. Findings - The findings show that nurses experiencing high levels of work-family enrichment are likely to report lower intentions to leave their profession by virtue of their higher levels of professional commitment. Research limitations/implications - The research relies on a cross-sectional design with a single source of data. Practical implications - The research suggests that management should foster work-family enrichment since this appears to be linked to decreased turnover intentions. Social implications - There is a shortage of nurses in Italy and many other countries, which has negative consequences for high-quality nursing care and costs of the healthcare system, and the results of the present study suggest ways in which nurse retention could be improved. Originality/value - This study contributes to work-family literature by addressing the relationship between work-family enrichment and professional-related outcomes.

Filomena Buonocore

Papers

When Family Supportive Supervisors Meet Employees’ Need for Caring Implications for Work–Family Enrichment and Thriving

Reducing the effects of work–family conflict on job satisfaction: the kind of commitment matters

The relationship between work‐family enrichment and nurse turnover

The relationship between work-family enrichment and nurse turnover

Contingent work in the hospitality industry: A mediating model of organizational attitudes