Showing papers in "Employee Relations in 2016"

Standing on the shoulders of giants? A critical review of empirical talent management research

Abstract: Purpose – The purpose of this paper is to frame empirical literature on talent management (TM), and to provide a clear and comprehensive picture of the topics under investigation, the conceptualization of TM, and under-explored areas. Design/methodology/approach – The authors adopted a systematic review that covers empirical research on TM which has been published between 2006 and 2014 in academic peer-reviewed journals. A total of 96 articles were included in the review. A bibliometric as well as a content analysis has been carried out. Findings – The results reveal that the Anglo-Saxon context (in particular EU) has a great impact on empirical TM research. Also research foundations and designs are not very rigorous. A slight awareness of context and culture was found. Empirical TM research is predominantly built on an exclusive approach to TM. Yet, how TM works in practice and how well (from the perspective of multiple actors) as well as the role and perceptions of line managers are under-explored areas...

Talent management: For what, how and how well? An empirical exploration of talent management in practice

Abstract: Purpose – The purpose of this paper is to identify and explain what happens in practice in TM, in order to contribute to the building of a broader and more balanced theoretical framework for TM in which the impact of the organizational context and its interrelated actors are taken into account. Design/methodology/approach – The empirical data were collected in an explorative, longitudinal study on TM policies and practices in five Dutch university departments. Findings – The two crucial actors in TM – the organization and the talented employee – have a different perception of the intended and actual value of TM. The organization is capable of shaping and implementing a TM system that meets its needs, so from an organizational perspective TM is effective. Since the needs of the talented employees are insufficiently addressed in the intended and actual TM practices, TM has less value for them. Various influence factors at the institutional, organizational and individual level are identified. Research limitations/implications – The study was a first step in opening the “black box” in TM, but several questions on the TM process still remain unanswered. The author therefore encourages more research on the multiple levels in the TM process, and the factors that cause variability. Practical implications – Knowledge of the factors which influence the TM process from strategy to outcomes can help practitioners to build a more effective TM approach. Originality/value – Theoretical approaches from companion academic disciplines are linked to the dominant viewpoints in the TM literature. Moreover, to give counterbalance to the tendency to use universal models to explain TM, this study contextualizes TM. Finally, this study goes beyond a focus on management interests, and investigates to what extent other stakeholders (employees) benefit from TM.

Workplace spirituality and employee well-being: an empirical examination

Abstract: Purpose The existing literature suggests that employee well-being is an important concern for organizations. The purpose of this paper is to carry out an empirical examination to assess whether employee experience of workplace spirituality has positive relationships with multiple forms of employee well-being. Design/methodology/approach This paper focussed on four forms of employee well-being, namely: emotional well-being, psychological well-being, social well-being, and spiritual well-being. It specified and empirically tested, using a survey design, four hypotheses, each proposing a positive relationship between workplace spirituality and one of the four forms of employee well-being. Findings All four hypotheses were supported indicating that workplace spirituality has a positive relationship with emotional, psychological, social, and spiritual well-being. Research limitations/implications This paper may encourage future research to assess whether various forms of employee well-being result from specific dimensions of workplace spirituality. Practical implications Organizations may implement workplace spirituality for simultaneously enhancing multiple forms of employee well-being. Social implications As employee well-being is a matter of social concern, the findings of this study indicating a positive association between workplace spirituality and employee well-being have a social relevance. Originality/value To the author’s knowledge, this is the first study to examine the relationship between workplace spirituality and four forms of employee well-being, namely; emotional, psychological, social, and spiritual well-being. As employee well-being is an important concern for organizations, the contribution of the study findings is that workplace spirituality implementation can simultaneously enhance multiple forms of employee well-being.

Influence of organizational rewards on organizational commitment and turnover intentions

Abstract: Purpose – The purpose of this paper is to explore the relationship between extrinsic, intrinsic and social rewards and two components of organizational commitment and finally Chinese workers turnover intention in public and private sector. Design/methodology/approach – A questionnaire was utilized as the method for data collection. Structural equation modeling was utilized to examine survey data obtained from 202 employees in the southern part of China. Findings – The findings exhibit that extrinsic, social and intrinsic rewards were significantly related to affective and normative commitment. Findings suggest that satisfaction with extrinsic benefits, supervisor support, coworker support, autonomy, training and participation in decision making has substantial impact on employee’s affective and normative commitment. However, affective and normative commitment was negatively related to employee turnover intention. Research limitations/implications – This study covers different public and private-sector org...

The link between high performance work practices and organizational performance

Abstract: Purpose – The purpose of this paper is to better understand the relationship between high-performance work practices (HPWP) and organizational performance through a multi-dimensional model of the relationship between HPWP and performance, which conceptualizes HPWP according to the ability, motivation and opportunity (AMO) framework. HPWP are conceptualized as HR practices capable of enhancing the AMO of employees to contribute to organizational performance. Design/methodology/approach – Data were collected from 118 Jordanian firms operating in the financial and manufacturing sectors. A questionnaire completed by the HR director in each firm assessed HPWP adoption and their influence on organizational performance. Findings – The findings generate support for the link between HPWP and organizational performance and confirm the utility of the AMO model for conceptualizing HPWP and their impact on organizational performance. Research limitations/implications – While this study relies on cross-sectional data, ...

Fun times: the relationship between fun and workplace engagement

Abstract: Purpose – The idea of workplace fun seems positive, straightforward and simple but emerging research suggests a surprising complexity and ambiguity to this concept. Drawing on recent literature and empirical data, the purpose of this paper is to use three different forms of workplace fun: managed, organic and task fun to examine the relationship between fun and workplace engagement. Design/methodology/approach – Using an ethnographic approach, the qualitative data originated from four different New Zealand organizations, within different industries. Organizations included a law firm, a financial institution, an information technology company and a utility services provider. Data for this study were collected from semi-structured interviews with a range of participants in each company. In total 59 interviews were conducted with approximately 15 originating from each of the four organizations. One full-time month was spent within each company experiencing the everyday life and behaviours at all levels of each organization. The specific focus of the research is organizational culture and humour and during analysis findings emerged that linked to engagement, fun, disengagement and the concept of flow. Findings – This paper offers exploratory findings that suggest some specific connections between the concepts of fun and engagement. Empirical connections between these concepts are not currently apparent in either engagement or fun research, yet the data suggest some firm associations between them. The exploratory findings suggest that some forms of workplace fun offer individual employees a refreshing break which creates positive affect. Participants perceive that such affect results in greater workplace and task engagement. Additionally the data show that some people experience their work tasks as a form of fun and the authors link this to a specific form of engagement known as “flow” (Csikszentmihalyi, 1975; Moneta, 2010). The authors suggest an organizational-level effect, where workplace fun creates enjoyment which stimulates greater overall engagement with the team, unit or organization itself. Conversely the data also suggest that for some people managed or organic fun (see Plester et al., 2015) creates distraction, disharmony or dissonance that disrupts their flow and can foster disengagement. Practical implications – The ambiguity and complexity in the relationship between these concepts is an emerging topic for research that offers a variety of implications for scholars and practitioners of HRM and organizational behaviour. The authors contend that workplace fun potentially offers practitioners opportunities for fostering a climate of high engagement which may include most employees and thus create additional workplace benefits. Additionally through highlighting employee reactions to different types of fun we suggest ways of avoiding employee disengagement, disharmony and cynicism and the associated negative effects. Originality/value – The concept of fun is not empirically linked with current engagement research and the authors assert that workplace fun is an important driver of employee engagement. The authors identity engagement at the individual task level and further extend engagement research by emphasizing that fun has the potential to create engagement at the team, unit or organizational level. These differing levels of engagement have not thus far been differentiated in the extant literature.

Employee reactions to talent pool membership

Abstract: Purpose – Despite a large literature on talent management there is very little research on the comparative attitudes of employees in talent pools with those not in talent pools. This is an important omission as employee reactions should influence how effective talent programmes are and how they can be designed and evaluated. Consequently, the purpose of this paper is to explore the work-related attitudes of employees who are members and non-members of talent pools. Design/methodology/approach – Matched samples of employees working in a single public sector, scientific organization were surveyed using a standard survey and open questioning to elicit and compare the voices of included and excluded employees. Findings – Employees in talent pools were more positive about their future prospects than employees outside talent pools who reported feelings of lower support from the organization, stronger feelings of unfairness and had lower expectations of the organization’s interest in them. Research limitations/i...

Measuring employee perception of performance management system effectiveness

Abstract: Purpose – Concerns about the effectiveness of performance management systems (PMS) have long-driven researchers and practitioners to explore ways of measuring it. It is imperative for organizations to understand, how employees perceive the effectiveness of their PMS, for positive employee outcomes. Hence, the purpose of this paper is to explore the operationalization of the construct “employee perception of PMS effectiveness” (PMSE). An evidence of construct validity for the “two-factor PMS effectiveness” measure with perceived “PMS accuracy” and “PMS fairness” as its two factors is provided. In addition, a scale to measure “employee perception of PMS accuracy” is developed. Design/methodology/approach – Mixed-methods research methodology. Findings – Findings confirmed the possible existence of the two-factor PMSE construct, with PMS accuracy and fairness as its factors. Construct validity is established through its correlations with important outcome variables. The development of a valid and reliable 12-...

The talent deal and journey

Abstract: Purpose – An organisation’s management of talent is central to its opportunity to benefit from human capital (HC). Closer examination of the impact of strategic talent management (STM) on the psychological contract (PC) and employee organisation relationship of talented employees is imperative if STM is to achieve intended organisational performance outcomes. Conceptualising the talented-employee perception of exchange as the “talent deal” and experience of STM over time as the “talent journey”, an empirical research model is introduced. The paper aims to discuss these issue. Design/methodology/approach – The model examines employee perceptions of STM, locating the employee response to STM within the wider SHRM-performance linkage. Findings – The research model theorises the PC of talented employees is modified by talent identification and STM is experienced through a series of significant career events. Research limitations/implications – Further developing theory within the emerging field of STM, the paper extends STM, SHRM and organisational behaviour literatures by considering the employee’s psychological response to STM. Empirical study considerations are presented. Practical implications – The “talent deal” and “talent journey” illustrate the employee experience of STM, drawing management attention to the consequences of talent identification including potential risk of altered expectations. Originality/value – Considering the employee centrally in STM, the model theorises the impact of STM on the talented employee’s PC and their relationship. Introducing the talent deal and talent journey provides a lens to examine the attitudes of talented employees relative to the broader workforce. The model frames future multi-level research of the association between the “Talent Deal” and performance outcomes.

Target experiences of workplace bullying: insights from Australia, India and Turkey

Abstract: Purpose – The purpose of this paper is to explore target experiences of workplace bullying across Australia, India and Turkey, uncovering cross-cultural convergence and divergence. Design/methodology/approach – A questionnaire-based qualitative data survey of business school students with current/prior work experience (n=399) was undertaken. In total, 114 respondents (57 Australian, 34 Indian, 23 Turkish) identified themselves as targets of workplace bullying. Close-ended data pertaining to sociodemographic details were analysed via Statistical Package for the Social Sciences for descriptive statistics while open-ended data pertaining to experiences of bullying were thematically analysed against pre-figured categories derived from literature. Findings – Manifestations of, etiology of and coping with workplace bullying were similar across all three countries, highlighting cultural universals. Clear variations in source of bullying behaviour and availability and use of formal interventions as well as more s...

Social media dilemmas in the employment context

Abstract: Purpose – The purpose of this paper is to analyse social media issues that give rise to employment-related legal and ethical dilemmas, with reference made to recent case law development, and offer recommendations for employers and employees. Design/methodology/approach – Prior research, statistical trends, and case laws are reviewed. Findings – Employers using social media for employment decisions may risk crossing the lines of discrimination, infringement on personal privacy, and/or interference with employees’ concerted activities protected by US law. However, employers not using social media may face negligent hiring and damages for improper employee messages posted. For employees, while social media provides a connection tool, messages posted off-duty and thought to be “private” may still be used as evidence in support of disciplinary actions. Practical implications – Employers, employees, and their unions must be cognizant of the ethical and legal implications of using social media in the employment ...

A three-fold framework for understanding HRM practices in South-Eastern European SMEs

Abstract: Purpose – We study particular structural and organisational factors affecting the formality of human resource management (HRM) practices in small and medium-sized enterprises (SMEs) in South-Eastern European (SEE) post-communist countries, in particular Serbia, Romania, Bulgaria and the Former Yugoslav Republic of Macedonia (FYROM) in order to understand the antecedents of formalization in such settings. Design/methodology/approach – Adopting a quantitative approach, this study analyses data gathered through a survey of 168 managers of SMEs from throughout the region. Findings – The results show that HRM in SMEs in the SEE region can be understood through a three-fold framework which includes: degree of internationalisation of SMEs, sector of SMEs and organisational size of SMEs. These three factors positively affect the level of HRM formalisation in SEE SMEs. These findings are further attributed to the particular political and economic context of the post-communist SEE region. Research limitations/implications – Although specific criteria were set for SME selection, we do not suggest that the study reflects a representative picture of the SEE region because we used a purposive sampling methodology. Practical implications – This article provides useful insights into the factors which influence HRM in SMEs in a particular context. The findings can help business owners and managers understand how HRM can be applied in smaller organisations, particularly in post-communist SEE business contexts. Originality/value – HRM in SMEs in this region has hardly been studied at all despite their importance. Therefore, this exploratory research seeks to expand knowledge relating to the application of HRM in SMEs in SEE countries which have their business environments dominated by different dynamics in comparison to western European ones.

Exploring the HRM-performance relationship: the role of creativity climate and strategy

Abstract: – While an established stream of research evidence has demonstrated that human resource management (HRM) is positively related to organisational performance, explanations of this relationship remain underdeveloped, while performance has been considered in a narrow fashion. Exploring the relevant but often neglected impact of creativity climate, the purpose of this paper is to examine key processes (mediation and moderation) linking high-performance human resource practices with a broad range of organisational performance measures, including employee performance and HR performance. , – The paper draws on a People Management Survey of 169 HR managers from top performing firms in the Republic of Ireland. , – The findings provide general support for the role of creativity climate as a key mediator in the HRM-performance relationship. The impact of HPWS on performance is judged universal with little evidence of variation by strategic orientation. , – Sophisticated HRM is found to directly impact a range of organisational performance outcomes. Creativity climate provides an understanding of the mechanisms through which such impact takes effect. Organisations should develop a clear and consistent HR philosophy to realise HR, employee and organisational performance. , – The paper offers a more intricate understanding of the key factors shaping both the operation and impact of the HRM-performance relationship. Creativity climate offers an important vehicle to better understand how the HRM-performance relationship actually operates. The paper also highlights the potential of examining multiple organisational performance outcomes to offer more nuanced and considered insights.

Exit, voice, loyalty, and neglect reactions to frequency of change, and impact of change: A sensemaking perspective through the lens of psychological contract

Abstract: Purpose – The purpose of this paper is to examine how frequency of change (FC) in organizations and impact of change (IC) influence the employee behaviors, i.e. exit, voice, loyalty, and neglect (EVLN) through psychological contract fulfillment (PCF) as a mediator. The moderating role of successful past changes (SPC) is also assessed with direct and indirect relations of FC, and IC alongside employees’ behaviors. Design/methodology/approach – Hypotheses were tested among a sample of 398 financial services-oriented non-managerial-level employees in Pakistan. Bootstrapped moderated mediation analyses (using PROCESS macro) were conducted to test the main and moderated mediation effects. The authors ran series of confirmatory factor analyses to validate the distinctiveness of variables and their items in this study. Findings – The results largely supported the hypotheses. Findings showed that FC is negatively related to loyalty but positively related to exit, voice, and neglect behaviors via contract fulfillment. IC is also found to have negatively related to loyalty but positively related to exit, voice, and neglect via PCF. SPC was found to moderate the relation between FC, IC, and contract fulfillment, as well as the indirect relationship with exit, voice, and neglect through contract fulfillment and negatively between FC, IC, and loyalty through contract fulfillment. The authors found direct interaction effects of FC via SPC in relation to exit and loyalty and also found direct interaction effects of IC via SPC to exit, voice, and loyalty. Research limitations/implications – The use of cross-sectional research design does not allow conclusions with respect to causality. The most important implication of the study is that employee behaviors following organizational change can best be understood via a psychological contract framework. A future suggestion is to include more organizations based on longitudinal research design with focus on both employee and employer perspective. Practical implications – This study highlights the importance of employees’ behavioral responses and their sensemaking of PCF in a post-organizational change period. Originality/value – This study empirically investigated the effects of FC, and IC on fulfillment of psychological contract and behavioral responses of employees using a sample of non-managerial employees, and provides new insights into employee behaviors following organizational changes.

Linking global mobility and global talent management: the role of ROI

Abstract: Purpose – Little is known about the attraction, development, and attrition factors that impact on expatriates’ decision making in relation to international assignment opportunities, nor is there clear understanding as to how global mobility outcomes impact on global talent management (GTM). The purpose of this paper is to conceptualize the attraction, development, and attrition of expatriates as a process that is focussed on two core elements of expatriate ROI (eROI) – corporate ROI (cROI) and individual ROI (iROI). Further, the authors adopt an innovative approach by conceptualizing how global mobility is linked to GTM. Design/methodology/approach – Applying psychological contract theory, the authors draw on empirical data from two large studies to compare the perspectives of mobility managers (the cROI inputs) with those of long-term assignees (expatriates; the iROI inputs) to identify how global mobility outcomes can impact on GTM. Findings – By comparing and contrasting corporate and individual perspe...

Understanding the causes and consequences of work-family conflict: An exploratory study of Nigerian employees

Abstract: Purpose – An important theme for a twenty-first century employee is a desire for work and family balance which is devoid of conflict. Drawing on detailed empirical research, the purpose of this paper is to examine the multi-faceted causes and consequences of work-family conflict (WFC) in a non-Western context (Nigeria). Design/methodology/approach – The paper uses qualitative data gleaned from the semi-structured interviews of 88 employees (44 university lecturers and 44 medical doctors) in cities in the six geo-political zones of Nigeria. Findings – The findings showed that work pressure, heavy familial duties, poor infrastructural facilities, and a lack of suitable and practicable work-family balance policies are the main causes of WFC in Nigeria. Juvenile delinquencies, broken marriages/families, and an unhappy workforce are among the grave consequences of WFC among Nigerian employees. Originality/value – This paper suggests that the availability of basic infrastructural facilities, more governmental s...

Workplace bullying and workplace deviance

Abstract: Purpose – The purpose of this paper is to examine the relationship between workplace bullying and workplace deviance. This study also examined the mediating effect of emotional exhaustion and the moderating effect of core self-evaluations (CSE) in the relationship between workplace bullying and workplace deviance. Design/methodology/approach – Convenience sampling was used in this study; 262 caregivers at a long-term care institution in Taiwan participated in the study. Findings – The results of this study showed that workplace bullying positively and significantly influenced workplace deviance; emotional exhaustion fully mediated the relationship between workplace bullying and deviance; and CSE significantly moderated the relationship between workplace bullying and deviance. Research limitations/implications – The self-reporting method and cross-sectional research design adopted in this study might have resulted in common method variance and limited the ability to make causal inferences. This study sugge...

How gender and career concepts impact Global Talent Management

Abstract: Purpose – The purpose of this paper is to further develop Global Talent Management (GTM) and the career literature by conceptualizing a model that uses widely discussed contemporary career concepts such as boundaryless career, protean career and kaleidoscope career, with a special focus on gender issues and contextual impact factors. This model contributes to the understanding of how GTM in multinational enterprises (MNEs) can be designed to fit lifelong career courses and to reduce talent scarcity by increasing the deployment of female talent. Design/methodology/approach – The authors develop a theoretical model of a talent’s lifelong development of career orientations, and draw insights from many discreet literature bases. Through a review of the relevant literature, this paper synthesizes a holistic approach to understand why MNEs need a tailor-made GTM with a particular focus on gender and a life phase-specific career orientation with strong local responsiveness. Findings – The Dynamic Career Cube is a hermeneutic model that helps to visualize the individual career course of talented employees and the fit of talent’s career orientations and GTM. Research limitations/implications – A research agenda that includes a retrospective analysis of biographies, especially considering contextual factors such as culture and role stereotypes, is proposed as a starting point for research in this field. Practical implications – The design and implementation of current GTM must be questioned to fit the contextual factors and to currently match the needs of talented male and female employees throughout their lifelong career course. Tailor-made GTM measures depending on the career phase are proposed. Originality/value – The paper provides a novel synthesis of the existing research and literature on GTM, gender and careers. By showing the complexity of individual career decisions that are influenced by internal and contextual factors, the paper emphasizes the importance of flexible, locally responsive and gender-inclusive GTM. The paper is useful for academics who seek insight into a talent’s decision-making process and practitioners who manage talent globally.

Women and expatriate assignments

Abstract: Purpose – The purpose of the paper is twofold – first, to explore the role of perceived organizational support (POS) during the three critical stages of the female expatriate experience, with a view to explaining the disproportionately low numbers of females in expatriate roles; and second, to offer specific suggestions to multi-national enterprises to help them create a level playing field so females can compete for expatriate assignments. Design/methodology/approach – The authors draw upon the theory of POS to explore how the perceived lack of support from their organization during the critical stages of expatriate assignments affects women’s interest, and potentially their performance, in expatriate assignments. The authors develop and present relevant propositions. Findings – This is a conceptual paper that offers a process model of the impact of POS on the three stages of selection of females for expatriates. Research limitations/implications – From a theoretical perspective it is clear that POS can play an important role in the willingness of females to accept international assignments. Thus POS can be a critical determinant of the potential levels of female participation in expatriate assignments. Previously, scholars have argued that the low numbers of female expatriates may be a result of a lack of interest on their part, or because they may not be welcomed in many countries. However, subsequent theses have argued, and many studies have shown, that females can be equally successful. The proposed process model helps to better understand how organizations might dismantle the barriers faced by potential female expatriates, by addressing the key issues at each stage. Practical implications – Multinational enterprises need to ensure that they are drawing from their full pool of talent, if they are to compete effectively against other multinational enterprises. By paying attention to the suggestions, and adopting and executing the propositions, they will be able to avoid the possibility that their qualified female employees may withdraw from the organization if they believe that they are not likely to be considered for expatriate assignments, simply because of their gender, even though they are interested. Social implications – From a societal perspective, it is indeed critical that qualified females are provided the same opportunities that are made available to males. Given that roughly half the population is female, multi-national enterprises that fail to treat their female employees fairly will be seen as poor corporate citizens. Originality/value – This is the first paper to address the critical issue of low numbers of females on expatriate assignments by drawing upon the tenets of the theory of POS. The authors offer several propositions to help multinational enterprises understand the impact of the gender imbalance in expatriate assignments, and offer suggestions on how organizations might improve the participation of females in expatriate assignments.

Employee voice and silence in auditing firms

Abstract: – The purpose of this paper is to present an exploratory study of employee voice and silence in international auditing firms. The authors examine two key questions: what is the propensity of employees in training to speak up on workplace problems and how would management react to employees in training speaking up on workplace problems? , – The authors compare and contrast the views of employees on training contracts with management including partners. Semi-structured interviews were carried out with eight managers/partners and 20 employees working in six large auditing firms in Ireland. , – The authors find that employees on training contracts have a high propensity to remain silent on workplace problems. Quiescent and acquiescent forms of silence were evident. Management expressed willingness to act on employee voice on workplace problems concerning business improvements and employee performance but were very resistant to voice in regard to a change in working conditions or a managers’ performance. Employees and management couched employee voice in terms of technical knowledge exchange rather than being associated with employee dissatisfaction or having a say in decision making. , – The authors highlight how new professional employees are socialised into understanding that employee voice is not a democratic right and the paper provides insight on the important role of partners as owner/managers in perpetuating employee silence. Previous research on owner/managers has tended to focus on small businesses while the auditing firms in this study have large numbers of employees.

HR practice, organisational commitment & citizenship behaviour: A study of primary school teachers in Taiwan

Abstract: Purpose The purpose of this paper is to examine the relationships between HR practice (four aspects), organisational commitment and citizenship behaviour at primary schools in Taiwan. The four human resource (HR) aspects include: recruitment and placement (RP), teaching, education and career (TEC) development, support, communication and retention (SCR), and performance and appraisal (PA). Design/methodology/approach With the assistance from the school HR managers and using an anti-common method variance strategy, research data from 568 incumbent teachers in Taiwan are collected, analysed and evaluated. Findings Different from prior studies, highlighting the merits of HR practice, the study discovers that HR practice may not necessarily contribute to citizenship behaviour. Teachers with positive perceptions of RP and TEC are more likely to demonstrate citizenship behaviour, whereas teachers with positive perceptions of SCR and PA are not. In addition, the study finds three moderators: affective organisational commitment (AOC), rank of positions, and campus size. The analysis shows that teachers with more AOC, higher positions and from smaller campus are more likely to demonstrate organisational citizenship behaviour (OCB). Originality/value The study provides a closer look at the HR-OCB relationship in Taiwan. It reveals that a positive perception of HR practice may not necessarily contribute to OCB occurrence. In addition, the results indicate that teachers have different views about varying HR aspects. Specifically, aspects of RP and TEC development receive relatively higher levels of positive perception, whereas aspects of SCR and PA receive relatively lower levels of positive perception. Questions arise as to whether HR practice may lead to more OCB at primary schools. If this statement is true, school managers shall think further of how to promote OCB using other policies, rather than relying on the HR practice investigated here.

Competencies of older workers and its influence on career success and job satisfaction

Abstract: Purpose – The purpose of this paper is to examine the influence of the competencies motivation, integrity and social skills on both intrinsic and extrinsic career success. Design/methodology/approach – In total, 1,112 individuals aged 45 or above registered at a job agency specialized in older employees in the Netherlands filled out a survey. The results were analyzed using multiple regression. Findings – The three competencies had a positive relationship with intrinsic career success (job satisfaction). Motivation and social skills were also positively related to extrinsic career success, while integrity was unrelated. Originality/value – The influence of competencies on career success of older workers has received only little attention from researchers.

This is not what I wanted: The effect of avoidance coping strategy on non-work-related social media use at the workplace

Abstract: Purpose – Many fresh graduates have unrealistic career expectations. When reality sets in after graduation, they may be disappointed. Due to factors such as the limited availability of feasible alternative career options, employees who have to stay in jobs they dislike may feel trapped. To alleviate the resulting stresses, they may engage in avoidance coping strategies, such as non-work-related social media use, to discharge their mental strains. The purpose of this paper is to discuss how the perception of being trapped can result in the adoption of avoidance coping strategies, and how these strategies can influence individual performance and social media use. Design/methodology/approach – Based on the literature on avoidance coping strategy, goal orientation theory, and performance theory, the authors proposed a theoretical model on how the avoidance coping strategy of an individual can influence their performance and workplace behavior. Findings – The authors propose that when a fresh graduate feels “t...

Managing employees beyond age 65: from the margins to the mainstream?

Abstract: Purpose – Against a backdrop of legislative and policy changes, this paper assesses the extent to which the over-65 age-group is moving from the margins to the mainstream of UK employment. The purpose of this paper is to fill a gap in HR research and practice which, it is argued, has paid relatively little attention to the over-65s. Design/methodology/approach – The analysis draws on three waves of the Labour Force Survey (LFS) (2001, 2008, 2014), to explore the extent to which organisational, occupational and sectoral marginalisation of the over-65s has changed in the twenty-first century. Findings – The results show that the share of 65-69 year olds working as employees doubled between 2001 and 2014, primarily because long-term established employees worked longer. Overrepresentations of lower-level “Lopaq” occupations reduced, and over-65s became more integrated across occupations and sectors. Research limitations/implications – More research is needed to understand the factors driving the steady move f...

Lasting footprints of the employer brand: can sustainable HRM lead to brand commitment?

Abstract: Purpose – The purpose of this paper is to investigate whether both perceived sustainable organizational and supervisor support, which represent a sustainable human resource management (HRM) approach, can induce commitment to the employer brand. Design/methodology/approach – This study includes a diverse sample of 3,016 employees drawn from various German organizations. To test the developed hypotheses, a structural model that included all the hypothesized effects was built, using Mplus 7. Findings – Perceived sustainable supervisor support (PSSS) has a direct effect on brand commitment, whereas perceived sustainable organizational support (PSOS) only generates brand commitment indirectly, mediated by brand prestige, brand distinctiveness, and brand trust. The findings further underline that, compared with PSOS, PSSS has a stronger impact on trust in respect of the employer brand. Originality/value – By considering current employees and their commitment to the employer brand, this study takes an insider vi...

Distributive justice and affective commitment in nonprofit organizations: Which referent matters?

Abstract: Purpose The purpose of this paper is to study pay referents that may have an effect on employee organizational affective commitment. It explores existing connections between distributive justice – stemming from individual, external, and internal referents – and organizational affective commitment. This enables an exploration of the effects of distributive justice (Sweeney and McFarlin, 2005). Design/methodology/approach This study uses a quantitative analysis of 198 French nonprofit employees in health and social services. Findings Results show that only individual distributive justice relates to organizational affective commitment and that this relationship is mediated by person-organization fit. Originality/value This study is the first to analyze pay referents in nonprofit organization. It also explains the distributive justice – organizational affective commitment in terms of person-organization fit.

Competition and constraint: Economic globalization and human resource practices in 23 European countries

Abstract: Purpose – The purpose of this paper is to investigate three distinct hypotheses about the relationship between human resource (HR) practices (discretion and skill enhancement) and the level of trade openness and foreign direct investments of countries. Design/methodology/approach – The study applies multilevel analysis using data of 16,701 employees living in 23 European countries. Findings – Based on the multilevel analysis mixed support is found for the hypothesis stating that economic openness is curvilinearly related (an inverted U) to the use of HR practices. While this holds for discretion, it does not for skill enhancement. Originality/value – While economic globalization is often mentioned as an important factor in understanding organizational relations, there have only been few international comparative studies explicitly linking measures of economic openness and HR practices. This study investigate whether economic globalization is important or not.

Flexibility of benefit systems and firms’ attraction and retention capacities

Abstract: Purpose – The purpose of this paper is to analyze three different forms of benefit systems and the effects of their application on Spanish firms’ attraction and retention capacity, differentiating these systems depending on the flexibility offered to the workers. Design/methodology/approach – The data of this study have been collected from a sample of 308 human resources managers in Spanish firms, through an online questionnaire. The hypotheses were tested by ordinary least squares regression analyses. Findings – The results show that firms having more flexible compensation systems, that is, those providing greater freedom to workers in the election of their benefits and the design of the benefit system, reported to have a higher attraction and retention capacity than firms offering to their employees a unique and similar benefit package for all the employees. Research limitations/implications – Future studies could extent this study by analyzing different contexts in order to determine whether some insti...

Employee beliefs regarding the impact of unconventional appearance on customers in Mexico and Turkey

Abstract: Purpose – The increasing prevalence of unconventional appearance attributes (e.g. tattoos, piercings, unnatural hair color, alternative clothing) is a concern among employers as these appearance attributes are often viewed negatively. Because much of the existing employee appearance research has been conducted in the USA, the purpose of this paper is to examine employee beliefs regarding the impact of unconventional employee appearance on customer perceptions of service quality in Mexico and Turkey. The authors also examine the impact of gender, age, and position level. Design/methodology/approach – The sample consisted of 295 white collar employees in various service industries in Turkey and Mexico. Respondents reported how they thought eight employee appearance factors (tattoos, facial piercings, unconventional hair color, unconventional hair styles, sweat pants, clothing with rips or tears, clothing that bears midriffs, belly-buttons, or cleavage, and uniforms) would affect customer perceptions of serv...

Managing workplace religious expression within the legal constraints

Abstract: Purpose – The purpose of this paper is to consider in broad terms how employers may respond to different forms of religious expression by employees in the workplace, within the discretion afforded to them by law. Design/methodology/approach – Through a discussion of relevant legislation and case law, and a review of relevant literature, it seeks to identify the legal constraints within which employers must operate when determining policy and practice in this area and gives consideration to how they should respond. Findings – It is observed that employers enjoy considerable freedom either to impose restrictions or to encourage religious expression. Originality/value – The paper considers some of the over-arching principled arguments both for and against encouraging religious freedom at work, whilst concluding that support for religious expression may be the better option, not least for the positive benefits for employee well-being, commitment and engagement which, it is argued, may result.