Showing papers in "International Journal of Human Resource Management in 2011"
TL;DR: In this paper, the authors aim to bridge HRM and person-environment fit literature by examining possible mediating and moderating roles of P-O and P-J fit in the relationship between employee perceptions of a broad set of HR practices and employee attitudes and behaviours.
Abstract: Human resource management (HRM) practices can play an important role in matching people with the organisations and the jobs they work in. However, little is known about how employees perceive and interpret HR practices and whether or how these perceptions relate to perceptions of person-organisation (P-O) and person-job (P-J) fit. This study aims to bridge strategic HRM and person-environment fit literature by examining possible mediating and moderating roles of P-O and P-J fit in the relationship between employee perceptions of a broad set of HR practices and employee attitudes and behaviours. Results from a sample of 412 employees support direct relationships as well as a mediating and moderating role of P-O and P-J fit in the relationship between perceived HR practices and employee outcomes.
371 citations
TL;DR: In this article, the authors explain and test empirically how human resource management (HRM) practices contribute to knowledge sharing and innovation through employees' affective commitment, and they also find a positive relationship between knowledge sharing, and innovation performance.
Abstract: The aim of this paper is to explain and to test empirically how human resource management (HRM) practices contribute to knowledge sharing and innovation through employees' affective commitment. Results show that HRM practices do not influence knowledge sharing in a direct way, but they do have a positive effect when affective commitment mediates the relationship. We also find a positive relationship between knowledge sharing and innovation performance. That is, HRM practices contribute to knowledge creation and innovation through the generation of the affective commitment necessary for employees to be willing to share their knowledge. The relationships identified have been tested by applying structural equation models to a sample of 87 R&D departments of Spanish innovative companies.
293 citations
TL;DR: In this article, the authors investigated the range of issues considered important to the decision to move abroad for expatriates, particularly comparing the company-backed and self-initiated expatriate experiences.
Abstract: Few studies have investigated the range of issues considered important to the decision to move abroad for expatriates, particularly comparing the company-backed and self-initiated expatriate experiences. This study contributes to an important gap in current research about the drivers of both company-backed and self-initiated expatriation. It reveals details about the diverse motivations to undertake an expatriation and the similarities and differences between these two groups. Through a web-based study, the structure of the motivational components considered influential to the decision to move abroad was explored and quantitatively assessed. Principal component analysis (PCA) suggested an eight-factor model. Scales developed from the model highlighted significant differences between the motivations of the self-initiated and company-backed across three key areas. Location and host reputation motives were significantly more important to the self-initiated suggesting that the desire to move to a particular c...
274 citations
TL;DR: In this article, the authors tried to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports.
Abstract: Studies on the impact of high-performance work systems on employees' well-being are emerging but the underlying theory remains weak. This paper attempts to develop theory of the effects on well-being of four dimensions of high-performance work systems: enriched jobs, high involvement management, employee voice, and motivational supports. Hypothesized associations are tested using multilevel models and data from Britain's Workplace Employment Relations Survey of 2004 (WERS2004). Results show that enriched jobs are positively associated with both measures of well-being: job satisfaction and anxiety–contentment. Voice is positively associated with job satisfaction, and motivational supports with neither measure. The results for high involvement management are not as predicted because it increases anxiety and is independent of job satisfaction.
245 citations
TL;DR: In this paper, the authors studied the direct relationship between social and human capital and innovative performance, the links between these two components of intellectual capital, as well as the possible mediating role of human capital, and the effect of particular human resource management (HRM) practices (selection procedures, development programmes, empowerment and use of incentives on compensation) on the influence of innovative performance on firm performance.
Abstract: Literature on Intellectual Capital provides interesting arguments about the key role of social and human capital, not only separately but also jointly, for innovation activities. Thus, given the acknowledged importance of these variables, this article studies (1) the direct relationship between social and human capital and innovative performance, (2) the links between these two components of intellectual capital, as well as the possible mediating role of human capital, (3) the effect of particular human resource management (HRM) practices (selection procedures, development programmes, empowerment and use of incentives on compensation) on social and human capital, and (4) the influence of innovative performance on firm performance. In our study, we define a population of firms in the most innovative Spanish sectors for an empirical test of this model, focusing on their R&D departments. Using data taken from 85 firms and applying Structural Equation Models, we have tested the hypotheses and obtained interes...
244 citations
TL;DR: In this article, the effects of perceived socially responsible human resource management on employee organizational commitment (OC) in the Chinese context were examined and the results showed that, in general, SR-HRM is positively related to OC.
Abstract: In this paper, we introduced the concept of socially responsible human resource management (SR-HRM) and examined the effects of perceived SR-HRM on employee organizational commitment (OC) in the Chinese context. After examining the psychometric properties of the scales, hierarchical multiple regression analysis was utilised to test the research hypotheses. The results showed that, in general, SR-HRM is positively related to OC. After demographic variables were controlled, labour-related legal compliance HRM and general corporate social responsibility facilitation HRMs have a significant positive relationship with affirmative commitment (AC), continuance commitment (CC) and normative commitment (NC). Employee-oriented HRM has a significant positive relationship with AC and NC, but not CC. The relationship between SR-HRM and AC is stronger than those between SR-HRM and CC and NC.
243 citations
TL;DR: In this paper, the authors examined the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions, and found that motivation to learn and the perceived benefits of training impact on the organizational commitment of employees.
Abstract: This study examines the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as a tool to enhance the affective organizational commitment of employees, and reduce turnover. The findings differ from that of previous studies in non-Chinese settings. No evidence was found to indicate that motivation to learn and the perceived benefits of training impact on the organizational commitment of employees. This may be explained by three factors: the involuntary nature of employee training, the limited career development opportunities on offer to local employees of multinational enterprises and the difficulty employees face in applying learnt skills given cultural difference...
231 citations
TL;DR: In this paper, the authors review the contribution of the seven articles in this special issue to the advancement of theory and evidence on employee engagement, and highlight areas where further research is needed to answer important questions in the emergent field that links HRM and engagement.
Abstract: The development of mainstream human resource management (HRM) theory has long been concerned with how people management can enhance performance outcomes. It is only very recently that interest has been shown in the parallel stream of research on the link between employee engagement and performance, bringing the two together to suggest that engagement may constitute the mechanism through which HRM practices impact individual and organisational performance. However, engagement has emerged as a contested construct, whose meaning is susceptible to ‘fixing, shrinking, stretching and bending’. It has furthermore not yet been scrutinised from a critical HRM perspective, nor have the societal and contextual implications of engagement within the domain of HRM been considered. We review the contribution of the seven articles in this special issue to the advancement of theory and evidence on employee engagement, and highlight areas where further research is needed to answer important questions in the emergent field that links HRM and engagement.
215 citations
TL;DR: This article explored the differences in job satisfaction, organizational commitment and the willingness to quit of two groups of workers; the Baby Boomers and Generation X, using a large-scale survey of employees of a large public sector research organization.
Abstract: In recent years, there has been, particularly among human resource management practitioners, a view that important inter-generational differences exist among workers and that these differences provide challenges to managers in effectively managing their workforce. While such views have been challenged, academic research into inter-generational differences and its effects has been limited. Our paper seeks to fill this vacuum by addressing the question as to whether there are differences between generations in their orientations and attitudes to work. This paper explores the differences in job satisfaction, organizational commitment and the willingness to quit of two groups of workers; the Baby Boomers and Generation X. Using a large-scale survey of employees of a large public sector research organization, we find that the Boomers do have higher job satisfaction and a lower willingness to quit than their Generation X colleagues. We also find that there are some important differences in the antecedents of th...
207 citations
TL;DR: Based on social exchange theory, this paper investigated the impact of HRM investments made by two important HR actors, line managers and HR department, on employees' affective commitment and found that line managers can enhance employees' employive commitment by both the effective enactment of HR practices and the effective relations-oriented leadership behaviour.
Abstract: Based on social exchange theory, we investigate the impact of HRM investments made by two important HR actors, line managers and HR department, on employees' affective commitment. More specifically, we examine the independent and joint impact of line managers' enactment of HR practices, their relations-oriented leadership behaviour and the HR department's service quality. Accordingly, we consider the largely neglected HRM role of line managers. In addition, we focus on perceived HRM, which is seen as a determining factor in employees' attitudinal and behavioural reactions. Data for this study were collected from 1363 employees, working in three service organizations. The results indicate that line managers can enhance employees' affective commitment by both the effective enactment of HR practices and the effective relations-oriented leadership behaviour. High service quality by the HR department also has a positive effect on employees' affective commitment. Implications for research and practice are discu...
196 citations
TL;DR: In this paper, the authors report a study linking two elemental personality traits, Agreeableness and Conscientiousness, to knowledge sharing via affective commitment and documentation of knowledge, and conclude that agreeableness influences an individual's employive commitment to the organization, while conscientiousness predicts the documentation of the knowledge.
Abstract: Managerial influences on knowledge sharing and the importance of knowledge sharing in strategic success of firms have been well studied. Some research and theory have considered the effects of relatively malleable and situation-specific individual characteristics, such as motivation and the perception of vulnerability, on knowledge sharing. Insufficient research has considered the effects of enduring individual differences (i.e. personality traits) on knowledge sharing, although personality traits have been shown to be robust predictors of workplace behaviors, attitudes, and performance. We report a study linking two elemental personality traits, Agreeableness and Conscientiousness, to knowledge sharing via affective commitment and documentation of knowledge: Agreeableness influences an individual's affective commitment to the organization; both affective commitment and Conscientiousness predict the documentation of knowledge: and, affective commitment and the documentation of knowledge influence knowledg...
TL;DR: In this paper, the authors explored the general hypothesis that effectiveness of human resource practices will help to explain the well-documented association between human resource management and performance, and they adopted a stakeholder perspective, hypothesising that the ratings of HR effectiveness of senior line managers were more strongly associated with the outcomes than those of HR managers.
Abstract: This paper explores the general hypothesis that effectiveness of human resource (HR) practices will help to explain the well-documented association between human resource management and performance. This paper adopts a stakeholder perspective, hypothesising that the ratings of HR effectiveness of senior line managers will be more strongly associated with the outcomes than those of HR managers. Furthermore, building on Bowen and Ostroff's concept of consensus as part of a ‘strong’ HR system, it is hypothesised that shared perceptions of (high) effectiveness will be associated with higher performance. This study is based on a sample of 237 matched pairs of senior line managers and HR managers, and measures a range of subjective and objective outcomes. The analysis confirms the association both between more HR practices and higher HR effectiveness and a range of performance outcomes. The associations are mostly stronger for HR effectiveness. There are low levels of agreement between HR and line managers abou...
TL;DR: In this article, the authors argue that the potential effects of employer branding have yet to be fully understood because current theory and practice have failed to connect this internal application of marketing and branding to the key reputational and innovation agendas of multinational enterprises.
Abstract: Employer branding is becoming an increasingly important topic for research and practice in multinational enterprises (MNEs) because it plays directly into their corporate reputation, talent management and employee engagement agendas. In this paper, we argue that the potential effects of employer branding have yet to be fully understood because current theory and practice have failed to connect this internal application of marketing and branding to the key reputational and innovation agendas of MNEs, both of which are at the heart of another strategic agenda – effective corporate governance. However, these agendas are characterised by ‘wicked problems’ in MNEs, which have their origins in competing logics in strategic human resource management (SHRM). These problems need to be articulated and understood before they can be addressed. This paper proceeds by (1) setting out a definition and model of employer branding and how it potentially articulates with corporate governance, innovation and organisational r...
TL;DR: In this paper, the authors examine how employee perceptions of HRM system strength and organizational climate are associated with employees' work satisfaction, vigor, and intention to quit, and find that high climate strength increases both the positive relationship between consensus and work satisfaction.
Abstract: In contrast to the high-performance work systems literature that focuses on HR practices, we follow Bowen and Ostroff in examining human resource management (HRM) processes, specifically the strength of an HR system (its distinctiveness, consistency, and consensus) and its contribution to the organizational climate (employees' shared perceptions of the HR system). Based on 810 employees within 64 units in three Chinese hotels, we examine how employee perceptions of HRM system strength and organizational climate are associated with employees' work satisfaction, vigor, and intention to quit. The distinctiveness of an HRM system was found to be related to the three employee work attitudes, and high climate strength increases both the positive relationship between consensus and work satisfaction, and the negative relationship between consensus and intention to quit. We draw on aspects of Chinese society to interpret these findings. Several important research and HR practice implications are highlighted and di...
TL;DR: This article examined the antecedents of employees' trust in their organizations drawing on survey data from over 600 European professional workers and managers and found that human resource practices and procedural justice with trust were partially mediated by perceptions of organizational trustworthiness.
Abstract: Despite the central role of trust in the organizational sciences, we know little about what makes people trust the organizations they work for. This paper examines the antecedents of employees' trust in their organizations drawing on survey data from over 600 European professional workers and managers. The results revealed direct as well as indirect relationships of both human resource (HR) practices and procedural justice with trust. The relationships of both HR practices and procedural justice with trust were partially mediated by perceptions of organizational trustworthiness (in terms of perceived ability and trustworthy intentions of the organization). Justice and HR practices were also found to interact such that justice forms a stronger predictor of trust in organizations when HR practices are less developed. In addition, employees' dispositional propensity to trust explained significant variance in employee trust in their organization, even when it was controlled in our analysis. The implications of these findings for research and practice are discussed.
TL;DR: In this article, the authors examined the potential use of e-human resource management (e-HRM) as a means to increase the value of the human resources (HR) function, within the framework of the resource-based view.
Abstract: This article examines the potential use of e-human resource management (e-HRM) as a means to increase the value of the human resources (HR) function, within the framework of the resource-based view. Past research has suggested that e-HRM may support the HR function in becoming more efficient, improving service delivery and adopting a greater role in delivering the firm's business strategy. The results from a large-scale survey across 12 countries showed that e-HRM may help HR to increase its value by becoming more strategic, but found no evidence of cost savings due to reductions in HR headcount. This suggests that organisations are using e-HRM in order to redeploy HR practitioners from transactional work to more strategic and value-added activities.
TL;DR: This paper found that expatriate supporting practices were positively related to adjustment as well as performance, while metacognitive and cognitive cultural intelligence negatively moderated the links between expatriation supporting practices and adjustment, while motivational cultural intelligence had a positive moderating effect.
Abstract: We test the relationships between corporate expatriate supporting practices, cross-cultural adjustment, and expatriate performance. Specifically, we propose that the facets of cultural intelligence moderate the expatriate supporting practices–expatriate adjustment relationship. Analyzing 169 expatriates residing in Singapore, we found that expatriate supporting practices were positively related to adjustment as well as performance. Further, we demonstrated that metacognitive and cognitive cultural intelligence negatively moderated the links between expatriate supporting practices and adjustment, while motivational cultural intelligence had a positive moderating effect. These findings have implications for organizations providing support for expatriates and the expatriate selection and training processes.
TL;DR: In this paper, the authors use signalling theory to investigate performance management systems in 16 world-leading firms and propose four performance management system facilitators, which include (1) taking a broad view of performance management that includes both strategic and tactical el...
Abstract: While interest in performance management has increased considerably in recent years, research has revealed inconsistent results about its effectiveness. Inconsistencies may be related to insufficient understanding of the factors likely to enhance the effectiveness of performance management systems. The current study seeks to address this issue by investigating performance management systems in 16 world-leading firms. We use signalling theory [e.g. Spence (1973), Quarterly Journal of Economics, 87, 355–374; Murray (1991), Journal of Marketing, 55, 10–25] to propose that to the extent that firms promote certain facilitating practices, employees infer that management is concerned with performance management issues, and this may have a trickle-down effect with regard to the effectiveness of the firm's performance management system. Our framework proposes four performance management system facilitators, which include (1) taking a broad view of performance management that includes both strategic and tactical el...
TL;DR: In this paper, the authors investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention.
Abstract: We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positively to job satisfaction, life satisfaction, and self-rated performance and negatively to turnover intention under the condition of many promises. Conversely, perceived employability relates negatively to job satisfaction, life satisfaction, and self-rated performance and positively to turnover intention under the condition of few promises. Analyses using a sample of 463 workers from seven Belgian organizations showed that perceived employability was positively related to all outcomes except job satisfaction. The number of promises was positively related to job and life satisfaction, and to self-rated performance, and negatively to turnover intention. Contradictory to our expectations, with the exception of turnover intention, the relationships between perceived employability and the outcomes were relatively stronger and positive under the condition of few promises compared with many promises.
TL;DR: In this paper, the authors examined how shop-level HPWS affect employee individual performance in the service context, especially focusing on the small-scale professional service organizations, and found that the relationship between shop level HPWS and employee job performance was mediated by employee affective commitment and their human capital.
Abstract: Extant research on high-performance work systems (HPWS) has primarily examined the effects of HPWS on firm-level performance from a macro perspective and mostly in manufacturing settings. This study extends this literature by integrating social exchange theory and human capital theory perspectives to examine how shop-level HPWS affect employee individual performance in the service context, especially focusing on the small-scale professional service organizations. Data collected from multiple sources included 97 hair salon shop owners and 284 hairdressers as well as objective job performance measured in terms of each hairdresser's average monthly service sales. Results from cross-level analysis indicated that the relationship between shop-level HPWS and employee job performance was mediated by employee affective commitment and their human capital. These findings shed new light on the mechanisms through which HPWS impact employee outcomes and serve to bridge between macro and micro perspectives of human res...
TL;DR: In this paper, three competing predictions of the organizational gender diversity-performance relationship were presented: a positive linear prediction derived from the resource-based view of the firm, a negative linear prediction based on self-categorization and social identity theories, and an inverted U-shaped curvilinear prediction derived by the integration of the resource based view of a firm with self categorization and Social identity theories.
Abstract: Empirical findings on the link between gender diversity and performance have been inconsistent. This paper presents three competing predictions of the organizational gender diversity–performance relationship: a positive linear prediction derived from the resource-based view of the firm, a negative linear prediction derived from self-categorization and social identity theories, and an inverted U-shaped curvilinear prediction derived from the integration of the resource-based view of the firm with self-categorization and social identity theories. This paper also proposes a moderating effect of industry type (services vs. manufacturing) on the gender diversity–performance relationship. The predictions were tested in publicly listed Australian organizations using archival quantitative data with a longitudinal research design. The results show partial support for the positive linear and inverted U-shaped curvilinear predictions as well as for the proposed moderating effect of industry type. The curvilinear rel...
TL;DR: The authors examines recent reforms of public service human resource management and refutes the proposition that reforms indicate convergence towards an NPM model and argues that the "varieties of NPM" thesis is also unconvincing.
Abstract: New public management (NPM) has been the dominant orthodoxy in analysing public service reform with major implications for employment relations. Drawing on comparative studies of major OECD countries, including Australia, Britain, Denmark, France, Germany, Italy, New Zealand, Norway, Sweden and the United States, this article examines recent reforms of public service human resource management. It refutes the proposition that reforms indicate convergence towards an NPM model and argues that the ‘varieties of NPM’ thesis is also unconvincing. Several reform trajectories exist which have sought to modernize public sector pay, performance and working conditions, but these highlight the existence of alternative models rather than a shift towards NPM or even the emergence of ‘varieties of NPM’.
TL;DR: In this paper, the authors analyzed the gender diversity of a sample of Spanish small and medium enterprises and found that women's presence on boards generates a negative impact on firm performance and this result may be due to less risky strategies implemented by women directors.
Abstract: Few studies have investigated the presence of women on the boards of directors of companies. Those that have been done have focused on large firms. In this study we analyzed the gender diversity of a sample of Spanish small and medium enterprises. These firms are of great importance in terms of their number, the employment they provide, and their sales. Furthermore, there is an open debate in Spain about gender equality after the passing of several laws against gender discrimination. We found that women's presence on boards generates a negative impact on firm performance and this result may be due to less risky strategies implemented by women directors. This finding is interesting because it sheds light on how women can affect the functioning of a board. We also found that family firms and firms with a financial institution as the main shareholder tend to have more women on the board. Finally, we show that firms with less debt, more assets, and larger boards have more women as directors.
TL;DR: In this article, the authors examine an interactive model in which corporate culture and structure are proposed to moderate the SHRM-product innovation relationship and find that SHRM has a positive impact on firms' product innovation and this relationship is stronger for firms with a developmental culture.
Abstract: Prior studies have found a positive effect of strategic human resource management (SHRM) on firm performance. However, little research has been done to understand how SHRM is employed to facilitate product innovation. Following the contextual perspective of SHRM, this study examines an interactive model in which corporate culture and structure are proposed to moderate the SHRM–product innovation relationship. Empirical results from a sample of 223 Chinese enterprises indicate that SHRM has a positive impact on firms' product innovation and this relationship is stronger for firms with a developmental culture. Furthermore, an examination of three-way interactions indicates that in firms with a flatter structure, the relationship between SHRM and a developmental culture is stronger.
TL;DR: Wang et al. as discussed by the authors demonstrated that IT and VO adoptions positively affect organizational innovation and also positively moderate the relationship between employees' creativity and organizational innovation in e-HRM.
Abstract: In the information age, firms increasingly incorporate information technologies (ITs) into human resource management (HRM) to cope with technological challenges. HR managers can achieve their goals with the analyzed information produced by IT. Besides, with the help of the evolving IT, HRM has entered into electronic-HRM (e-HRM) era with features of self-service and intranet based. Since e-HRM is gaining more attention nowadays, it is necessary to introduce e-HRM in the working organizations. From business theory and practice, this study demonstrated that e-HRM has two critical cornerstones: IT adoption and virtual organization (VO) adoption. On the basis of hierarchical regression analyses from 86 information and electronics companies in Taiwan, this study demonstrated that IT and VO adoptions positively affect organizational innovation. Furthermore, IT and VO adoptions also positively moderate the relationship between employees' creativity and organizational innovation. As mechanisms to strengthen creat...
TL;DR: In this paper, the authors examined the relationship between high-performance work systems (HPWSs) and SMEs' performance and found simultaneous and longitudinal correlations between HPWS and all performance indicators; and that controlling past performance does not eliminate the correlation of HPWS with future performance.
Abstract: In order to improve our understanding of human resource management (HRM) in small- and medium-sized enterprises (SMEs) and causality inside the black box of the firm's human management, this paper examines the relationship between high-performance work systems (HPWSs) and SMEs' performance. HPWSs are conceived here like a whole of complementary HRM practices and not in terms of isolated practices. Firm's performance is studied through profitability, degree of innovation and social climate. In the case of 275 French SMEs, we have found simultaneous and longitudinal correlations between HPWS and all performance indicators; and that controlling past performance does not eliminate the correlation of HPWS with future performance.
TL;DR: In this paper, the authors explored the relationship between human resource practices and individual knowledge sharing in Taiwan's high-tech industries and found that the factor representing the perceived self-efficacy of knowledge sharing plays a very important role in the integrated knowledge-sharing model.
Abstract: Knowledge sharing is of central importance for the research and development (R&D) process. Because the process is extremely complicated and an employee possesses expertise only in a specific area, knowledge will not be available to others until the owner makes the objects of the knowledge available. It is, therefore, valuable to investigate how R&D professionals share knowledge with one another. This study explores the relationship between human resource (HR) practices and individual knowledge sharing in Taiwan's high-tech industries. The cross-sectional dataset comes from a sample of 368 R&D professionals from nine different high-tech companies. The findings indicate that the factor representing the perceived self-efficacy of knowledge sharing plays a very important role in the integrated knowledge-sharing model we developed. R&D professionals who believe that sharing will influence their performance will be more willing to share knowledge, and thus an effective sharing of knowledge will be more likely t...
TL;DR: The authors argued that policies and practices to retain and sustain workers aged 45 or more need to de-emphasise the term "older workers" and reconsider how human resource management and government policies, as well as practices by workers themselves, might pursue longer and more productive working lives for employees aged over 45.
Abstract: In advanced and developing economies, ageing populations and low birth rates are emphasising the need for retaining and sustaining competent older workers. This paper examines human resource and governmental policy and practice implications from the contradictory accounts directed towards those workers aged over 44 years, who are usually classified as ‘older workers’. It focuses on a key and paradoxical impediment in the workforce retention of these workers. Using Australia as a case study, this paper argues that policies and practices to retain and sustain workers aged 45 or more need to de-emphasise the term ‘older workers’ and reconsider how human resource management and government policies, as well as practices by workers themselves, might pursue longer and more productive working lives for employees aged over 45. It seeks to elaborate the paradox of the (under)valuing of older workers' contributions and provides direction for retaining and supporting the ongoing employability of these workers. It con...
TL;DR: This article found that those who experience a severe disruption or cessation of employment have significantly lower interaction adjustment to the expatriate experience than others, and females had higher cultural and interactional adjustment than males.
Abstract: Spousal adjustment issues, increasingly career related, are a major reason for expatriate assignment failure. Employer-provided spousal assistance programs have been proposed to address this situation. This field study of 238 expatriate spouses found that those who experience a severe disruption or cessation of employment have significantly lower interaction adjustment to the expatriate experience than others. For spouses with a career orientation to work, females had higher cultural and interactional adjustment than males. Only 18% of the spouses received employer-provided career assistance, and there was no significant difference in adjustment between spouses who received assistance and those who did not. Interviews with 100 spouses indicated that their greatest needs are for networking information to assist with their job search and for a ‘go to’ person for practical settling-in assistance.
TL;DR: In this article, the authors assess the construct validity and the reliability of two measurement scores of organizational commitment and job satisfaction, to measure the correlation between the two variables, and to explore the effects of different demographic variables on satisfaction and commitment in a Lebanese context.
Abstract: The aim of this study was to assess the construct validity and the reliability of two measurement scores of organizational commitment and job satisfaction, to measure the correlation between the two variables, and to explore the effects of different demographic variables on satisfaction and commitment in a Lebanese context. A total of 298 cases from five major banks were analyzed. Rigorous forward and backward translation procedures have been applied to ensure the relevance of this instrumentation in a different cultural context. Results of exploratory factor analysis, confirmatory factor analysis, simple item-internal consistency estimates, and item intercorrelation analysis provided evidence that both instruments have produced reliable measurement scores with construct validity adequate to measure satisfaction and commitment in the Lebanese context. Results also showed that the constructs of satisfaction and commitment were significantly correlated and that satisfaction was a good predictor of commitmen...