Wives' Employment and the Division of Family Work Basic Patterns of Family Work and Paid Work Paid Work, Sex, and Sex Role Ideology as Determinants of Family Work Wives' Desire for Greater Husband Participation in Family Work The Consequences of Role Overload Husbands' Psychological Involvement in Work and Family Husbands' and Wives' Roles The Issues Today

Working Wives, Working Husbands

Academy of Management Review : 抄録雑誌の概要

Confronted with increasing pressures to limit government spending on social welfare, more and more public policy makers welcome the growing social involvement of corporations. Yet, inasmuch as corporate citizenship may be desirable for society as a whole, it is unlikely to be embraced by a large number of organizations unless it is associated with concrete business benefits. This paper presents past findings and proposes future research directions useful for understanding the potential value of corporate citizenship as a marketing tool. Specifically, after examining the nature of corporate citizenship, the paper discusses its potential impact, first on consumers, then on employees. Two conceptual frameworks are introduced to guide research on the value of corporate citizenship in terms of external and internal marketing respectively.

Corporate citizenship as a marketing instrument: concepts, evidence and research directions

Blockchain technology (BT) is expected to bring a revolutionary paradigm shift in the manner the transactions are carried in the supply chains. BT provides better visibility and transparency by rem...

Understanding the Blockchain technology adoption in supply chains-Indian context

In many developed economies, changing demographics and economic conditions have given rise to increasingly competitive labour markets, where competition for good employees is strong. Consequently, strategic investments
in attracting suitably qualified and skilled employees are recommended. One such strategy is employer branding. Employer branding in the context of recruitment is the package of psychological, economic, and functional benefits
that potential employees associate with employment with a particular company. Knowledge of these perceptions can help organisations to create an attractive and competitive employer brand. Utilising information economics and signalling theory, we examine the nature and consequences of employer branding. Depth interviews reveal that job seekers evaluate: the attractiveness of employers based on any previous direct work experiences with the employer or in the sector; the clarity, credibility, and consistency of the potential employers’ brand signals; perceptions of the employers’ brand investments; and perceptions of the employers’ product or service brand portfolio.

Employer branding : strategic implications for staffrecruitment

The purpose of this paper is to ascertain the situation (presence of young children, working hours, social and organizational support) and person-based factors (core self-evaluations) that influence work-family conflict (both work-to-family conflict (WFC) and family-to-work conflict (FWC)) and to examine the relative power of situational factors vs person-based factors in predicting work-family conflict.,Data were collected from 367 married working professionals from eight organizations in the manufacturing and services sector in India. Hierarchical regression analysis was conducted to test the hypotheses. Usefulness analysis was performed to reveal the unique contribution of the dispositional variables over the situational variables in predicting the variance in work-family conflict.,Personality factors accounted for more variance in FWC than in WFC, and situational factors accounted for more variance in WFC than in FWC.,Given the limitations associated with a cross-sectional design, caution is needed concerning the inferences drawn. Only a few variables are considered to assess the characteristics of the context.,Organizations should not view the resolution of work-family conflict as the sole responsibility of an individual because of the demonstrated influence of both dispositional and contextual factors on the presence or absence of such conflict. While individuals may strive to have better self-management skills and stay positive in adverse situations, employers may assist them in dealing with work-family demands by introducing need-based support.,The relative importance of situation-based and person-based variables in predicting work-family conflict has rarely been examined on a managerial sample in India. Research on personality-based antecedents of work-home interference is also in its infancy. A better understanding of the factors as they relate to both directions of work-family conflict may help to identify suitable approaches to managing conflict.

Comparing the situation and person-based predictors of work–family conflict among married working professionals in India

Purpose




The purpose of this study is to examine the relationship between perceived corporate social responsibility (CSR) and employees’ job outcomes, namely, work engagement and organizational citizenship behavior (OCB) in select Indian manufacturing firms. This study also aims to measure the mediating effect of organizational trust in the above link.




Design/methodology/approach




Based on the stakeholder theory of CSR, the proposed model was tested using data from 284 employees across eight manufacturing firms in South India extensively involved in CSR activities. Data were analyzed using hierarchical regression techniques.




Findings




Significant positive association between CSR activities toward only three stakeholders (employees, customers and environment) and the outcome variables (work engagement and OCB) were observed. Organizational trust partially mediated the relationship between CSR activities and job outcomes. Findings reveal that organizational trust is the underlying mechanism by which organization’s involvement in CSR activities positively influences job outcomes. The implications are discussed along the lines of the findings.




Originality/value




Substantial macro-level research studies are available linking CSR activities with tangible outcomes, such as financial outcomes. Literature suggests the need for more research on CSR at the micro level i.e., how CSR practices affect the attitude, behavior, well-being and work engagement of employees. This study also addressed the important research gap by considering the stakeholder theory of CSR in a non-western context. Moreover, the mechanism through which CSR relates to employees’ job-related outcomes is relatively underexplored. Therefore, the current study captured the role of organizational trust as a mediator.

Examining the mediating role of organizational trust in the relationship between CSR practices and job outcomes

Based on attribute research in marketing, importance-performance analysis (IPA) provides a useful analogy to examine employer branding concepts. The purpose of this paper is to use IPA to evaluate employees’ perceptions of important employer value proposition (EVP) attributes and their corresponding psychological contract fulfillment scores. IPA is applied to 40 EVP attributes and their corresponding EVP dimensions – “Economic Value”, “Development Value”, “Social Value”, “Work Value” and “Employer Reputation.” Further, the paper examines the difference between highly engaged and less engaged employees in their relationship to importance and fulfillment of the five EVP dimensions.,Data were drawn from information technology-business process management employees (n=520) in India through a questionnaire survey. The IPA matrix was used to plot the importance and fulfillment scores. Independent samples t-test was used to assess the difference between high and low engagement scores.,The results indicate that several EVP attributes fall within the “Concentrate Here” quadrant that requires more focus. With respect to EVP dimensions, social value needs focus; economic value received “Low Priority”; and work value and employer reputation are identified as “Potential Overkill.” The findings also suggest that, organizations should engage employees across all dimensions, by both prioritizing and fulfilling their obligations promptly.,The study highlights the need for HR practitioners and academicians to draw insights from attribute research in marketing to effectively devise the employer branding strategy of individual organizations.,This paper is the first of its kind to apply IPA to EVP attributes, which contributes to the growing literature on employer branding.

Importance-performance analysis as a tool to guide employer branding strategies in the IT-BPM industry


Purpose
The purpose of this research study is to determine the ways in which employees’ personal power-expert and referent power influences their knowledge sharing and hiding behaviour. There are hardly any studies that have investigated the effects of employee power and expectations regarding the consequences of divulging knowledge. In this study, the authors investigate whether expected gains and losses in employee personal power influence employees’ willingness to participate in knowledge transfer.


Design/methodology/approach
The authors adopted a two-wave survey design and collected critical data from 288 employees of knowledge-intensive industries identified through online techno-groups, such as Stack Exchange. In the first wave, out of the total, 192 knowledge workers attended the follow-up survey. The authors apply polynomial regression followed by surface response analysis to establish the effects of any discrepancy between the current levels of employees’ personal power and their expected levels if they divulge their unique critical knowledge.


Findings
The authors find out that employees having relatively strong personal power are more likely to share knowledge, and the expected losses in power are categorically associated with a reduced intention to share knowledge. The authors also observed an increased knowledge hiding with expected losses in power. Surprisingly, the authors find that these established negative outcomes are also specifically associated with the expected gains in personal power.


Research limitations/implications
The most significant contribution of this study is to establish that power plays an important but complex role in determining the employees’ participation in knowledge transfer activities. The authors specifically conclude that the optimal scenario for knowledge sharing is one in which the employees’ contributions are fairly valued and their reputation is not expected to change because of knowledge sharing.


Originality/value
To the best of the authors’ knowledge, this study is one of the first comprehensive studies that link power to both sharing and hiding of knowledge. This study is also unique in terms of its investigation of the effects of any discrepancy between current levels of employees’ personal power and their expected levels if they share or hide their unique critical knowledge. Thus, this research study is a unique contribution in terms of what and why of an untouched area in the entire knowledge management literature with a special focus on knowledge sharing and hiding.


The effects of expert power and referent power on knowledge sharing and knowledge hiding

The purpose of this paper is to study the applicability of a crossover model of work–family conflict (WFC) in the work setting among supervisor–subordinate dyads. It examines the positive association between supervisor’s WFC and subordinate’s WFC and analyses the moderating effect of subordinate’s susceptibility to emotional contagion (SEC).,Data were gathered using a questionnaire survey method and tested in 193 matched supervisor–subordinate dyads from select organisations representing the services sector in India.,The authors found a significant direct crossover path from the supervisor to his/her subordinate’s WFC. The effect of supervisor reported WFC on subordinate reported WFC was found to be strong when the subordinate displayed higher SEC with his/her supervisor.,Examining the crossover of WFC contributes to theory by broadening crossover research to include transmission of negative experiences in the work context. This study significantly adds to emotional contagion theory by substantiating the existence of WFC contagion in supervisor–subordinate dyads. Given the constraints of cross-sectional research design, future research should replicate these findings using a larger sample in other cultural contexts as well to generalise the results. Future research should consider using longitudinal data and including information from both the supervisor and the subordinates collected at different points in time. Crossover of positive work–family experiences (e.g. work–family enrichment) and the role of other individual difference variables such as the personality of the subordinates, empathy, etc., could also be considered.,Supervisors should be advised of the potential adverse effects of their WFC and organisations should be made cognizance of the impact that the WFC of employees can have on their job outcomes. Organisations should provide the required formal and informal support to their employees to deal with their WFC efficiently.,This study has attempted to examine the crossover of WFC in supervisor–subordinate dyads and the potential effect of one of the individual difference variables namely SEC. To the best of the authors knowledge, it has rarely been examined earlier.

Exploring the moderating effect of susceptibility to emotional contagion in the crossover of work–family conflict in supervisor–subordinate dyads in India

Rupashree Baral

Papers

Comparing the situation and person-based predictors of work–family conflict among married working professionals in India

Examining the mediating role of organizational trust in the relationship between CSR practices and job outcomes

Importance-performance analysis as a tool to guide employer branding strategies in the IT-BPM industry

The effects of expert power and referent power on knowledge sharing and knowledge hiding

Exploring the moderating effect of susceptibility to emotional contagion in the crossover of work–family conflict in supervisor–subordinate dyads in India