Showing papers in "International Journal of Organizational Analysis in 2021"

Employee psychological well-being and job performance: exploring mediating and moderating mechanisms

Abstract: Given the importance of employee psychological well-being to job performance, this study aims to investigate the mediating role of affective commitment between psychological well-being and job performance while considering the moderating role of job insecurity on psychological well-being and affective commitment relationship.,The data were gathered from employees working in cellular companies of Pakistan using paper-and-pencil surveys. A total of 280 responses were received. Hypotheses were tested using structural equation modeling technique and Hayes’s Model 1.,Findings suggest that affective commitment mediates the association between psychological well-being (hedonic and eudaimonic) and employee job performance. In addition, perceived job insecurity buffers the association of psychological well-being (hedonic and eudaimonic) and affective commitment.,The study results suggest that fostering employee psychological well-being may be advantageous for the organization. However, if interventions aimed at ensuring job security are not made, it may result in adverse employee work-related attitudes and behaviors.,The study extends the current literature on employee well-being in two ways. First, by examining psychological well-being in terms of hedonic and eudaimonic well-being with employee work-related attitude and behavior. Second, by highlighting the prominent role played by perceived job insecurity in explaining some of these relationships.

Coronavirus pandemic and economic lockdown;study of strategic initiatives and tactical responses of firms

Abstract: Purpose: The coronavirus pandemic (COVID-19) and the associated economic lockdown provided a jolt to businesses around the world and the global economy Amid the ongoing uncertainty, circumstances varied across business sectors and regions, but the common goal for business organizations was to respond effectively, devising strategies to survive the turmoil and accelerate recovery The narrative in India was no different from the rest of the world Due to the novelty of the event, literature regarding its impact on the strategic management of firms was scarce Thus, this paper aims to attempt to ascertain the crisis impact on firms and subsequently unravel the tactical short-term and long-term strategic responses initiated by Indian firms Design/methodology/approach: The authors carried out an empirical investigation to comprehend the strategic foresight adopted by Indian firms Following a structured literature review, the authors conducted semi-structured open-ended interviews with 28 business experts who were involved in drafting strategic responses for their respective firms Subsequently, the authors performed a thematic content analysis of the expert interview responses to document firm-level strategic responses to the COVID-19 crisis and associated economic lockdown The authors further searched reputed media articles to supplement and triangulate the primary research findings with management perspectives Findings: The authors identified that managers had adopted a dual approach responding to the disruption Companies simultaneously focused on surviving the crisis in the short-term by reconfiguring existing resources and initiated long-term recovery by mobilizing efforts for a redesigned business model The research findings indicated that companies had adapted to the dynamic chaotic crisis environment to fulfill the changed consumer expectations Remote working was widely implemented, supply networks were adjusted, operations were managed with minimal resources, working capital was closely monitored and the product-portfolio was revamped to reap benefits in an essentials-only world The impact of several strategic firm responses was determined through this study on the revenue, profitability, operational costs and regulatory adherence of the companies along with the ability to meet stakeholder expectations The study suggested that companies encouraged innovative solutions and highlighted the importance of collaborative inter-organizational practices Research limitations/implications: The study contributed to an inter-theoretical perspective on firm strategic initiatives to confront a global crisis Resource-based view, dynamic capabilities perspective and industrial-organizational theory-based perspectives, were applied This facilitated an extensive analysis of the entire business ecosystem to identify various paths to accelerated recovery during and post COVID-19 world Practical implications: The research findings would aid managers in drafting a comprehensive response strategy during and post COVID-19 world This study results would help managers in addressing multiple concerns such as the sustainability of operations in the short-term through working capital management, the fulfillment of changing consumer needs through sustained innovation and business model alterations to ensure long term growth The study enabled managers to prioritize necessary actions, ascertain the impact of strategic initiatives and build sustainable competitive advantage for long-term growth Originality/value: The novel coronavirus pandemic and the associated economic lockdown impacted firm strategies and this was one of the very first empirical studies regarding how firm-level short-term tactics and long-term strategies were getting reshaped Traditionally, companies were prepared to handle localized disruptions but a crisis of such epic global proportions jeopardized most business This study provided an extensive review of the short-term tactical and long-term strategic response perspectives adopted by Indian firms to ab orb the impact of this unique crisis and expected recovery with renewed strength This was one of the first research articles to provide an inter-theoretical perspective on the ongoing global pandemic This integrated view of the possible impacts of firm-level strategic initiatives provided a detailed knowledge repository to design the crisis response capability of firms © 2020, Emerald Publishing Limited

Servant leadership and academics outcomes in higher education: the role of job satisfaction

Abstract: The purpose of this paper is to investigate the impact of servant leadership on work engagement and affective commitment among academics in higher education. Moreover, the paper highlights the role of job satisfaction as an intervening mechanism among the examined variables.,Self-administered questionnaires were distributed to academics working in the Palestinian higher education sector. We used structural equation modelling to examine the hypotheses.,A positive relationship was found between servant leadership and affective commitment. The relationship between servant leadership and work engagement is fully mediated by job satisfaction, whereas partial mediation was found between servant leadership and affective commitment. Both work engagement and affective commitment have a positive impact on academics’ job performance.,The paper provides a fertile ground for higher education managers concerning the role of leadership in stimulating work engagement and organisational commitment among academics.,First, the paper is one of the few studies that empirically examines servant leadership in higher education using data coming from a non-Western context because most of the servant leadership research is conducted in the Western part of the world (Parris and Peachey, 2013). Second, we empirically provide evidence for the argument that servant leadership is needed in higher education. Third, the paper contributes to the limited body of research on work engagement and commitment in the higher education sector.

Mindfulness, remote engagement and employee morale: conceptual analysis to address the “new normal”

Abstract: PurposeThe purpose of this paper is to explore the inter-linkages of mindfulness, remote engagement and employee morale as a solution to new normal, during the turbulent times of the pandemic.Design/methodology/approachRemote engagement is the biggest challenge that is faced by many organisations with their employees working remotely. This paper examines the relevance of mindfulness amidst all distractions that obstruct the employees to stay focussed in their work assignments while performing remotely. Therefore, a thorough literature survey has been made to analyse the conceptual relationship among mindfulness, remote engagement and employee morale. Based on the conceptual analysis, a set of possible frameworks linking the three constructs has been stated for future research.FindingsThis conceptual paper has come up with few possible frameworks to model the assertions by investigating and corroborating it with quantitative or qualitative studies by the future researchers.Research limitations/implicationsThis paper has tried to advocate the linkage of the three constructs, which is the need of the hour for setting the organisation to the new normal way of work.Practical implicationsThe current paper suggests that the organisations can deal with the toughest challenge of engaging people remotely by practising mindfulness technique, and thereby, it would result in high morale leading to improved performance. This approach paves the way for leading a “new normal” even post-pandemic.Originality/valueDue to the prevalence of the unforeseen situation of pandemic, organisations have no other way but to resort to remote work. Through the practice of mindfulness, the engagement of employees can be adhered to an extent, which results in enhanced employee morale, which can help the organisation to achieve its business objectives amidst this turbulent time and gradually resorts to function in the new normal.

Work–life conflict and burnout among working women: a mediated moderated model of support and resilience

Abstract: Using job demand-control-support (JDCS) model as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between perceptions of work–life conflict and burnout being mediated and moderated by support systems and resilience among female employees in India.,A total of 270 female employees belonging to various sectors such as Information Technology/ Information Technology enabled services, retail, bank and hospitality located in Northern India were surveyed. The study used stratified sampling method for good coverage from different departments of the organizations. The structural equation method was used to test the direct effect, and for the mediation effects, they were tested by the method of indirect effects (Preacher and Hayes, 2004).,The results supported the hypothesized model that there exists a significant and positive relationship of work–life conflict with burnout, and work–life conflict has a negative association with both family support and organizational support. The findings also supported the hypothesis that family support and organizational support mediate the relationship of work–life conflict and burnout. This analysis expectedly confirmed that resilience not only displayed a negative relationship with burnout but also exhibited a moderated relationship with organizational and family support.,The research design was co-relational and cross-sectional, so inferring causality is not possible. Future research must incorporate a longitudinal design to investigate the causal effects of work–life conflict on employees’ experiences of burnout and whether it gets buffered by availability of workplace support and family support.,It is imperative for the organizations to take substantial steps to reduce job burden and deadline pressure on the female employees, nurture decision autonomy at all levels of hierarchy and encourage amiable relationships of employees with their supervisors and peers based on mutual trust and support.,Although most of the research studies on work–life conflict have been unidirectional, i.e. investigating spillover of work demands on to family domains (Greenhaus and Beutell, 1985; Byrne and Barling, 2017), these conflicts have been found to be bidirectional, meaning thereby that family issues do spill over into work realm (Makela and Suutari, 2011). This study examines both directions of work–life conflict.

A literature review exploring the role of technology in business survival during the Covid-19 lockdowns

Abstract: Purpose: The Covid-19 pandemic has affected every aspect of human life Even though the pandemic length was not too long, a huge volume of research relating to Covid-19 has been published in different contexts This paper aims to review the literature investigating the impact of Covid −19 on businesses generally and explore studies examining the technology role of business survival during the Covid-19 lockdowns specifically Design/methodology/approach: This study implemented the concept of a systematic review approach to review the literature that has been conducted in the business field during the Covid-19 crisis in general Additionally, it looks into the research examining the role of technology in business survival in the Covid-19 crisis specifically All studies were conducted in 2020 A total of 53 studies were identified and categorised into different themes The research methods, theories and locations have also been analysed Findings: It was found that Covid-19 pandemic has affected all business sectors in several ways Technology adoption has a critical role for business survival during the Covid-19 crises especially with small businesses Very limited research has been conducted on the adoption of different technologies during the Covid-19 lockdowns Originality/value: This study presents the most frequent themes and topics that have been explored in the literature during the Covid-19 crisis in the business field It highlights the methods used in addition to the theories and research locations present in this literature Finally, it proposes the possible implications of this literature review © 2021, Emerald Publishing Limited

Do big data-driven HR practices improve HR service quality and innovation competency of SMEs

Abstract: Today, big data (BD) is considered as a crucial investment for firms to stay competitive. However, the human resource (HR) function within small- and medium-sized enterprises (SMEs) has been slow to adopt this innovation. Drawing on the organizational learning theory (OLT), this study aims to propose that BD can improve HR functions, especially of SMEs, thereby yielding them a competitive edge.,This study analyzed unstructured data from 41 journal papers, based on which, a conceptual framework was developed. Further, this framework was validated with responses collected from 148 SMEs in India.,Bibliometric analysis and results of partial least squares techniques revealed that better BD quality is needed to improve HR practices, human resource service quality (HRSQ) and innovation competency of SMEs.,This paper contributes to the extant literature by considering strategic management theories such as resource-based view and OLT to evaluate BDA’s effect on organizational functional practices such as HR and HRSQ.,In Indian SMEs, BD quality has a substantial effect on BD HR practices and HRSQ. However, these factors influence can constructively impact SMEs, if SMEs are open to organizational change, whereby they need to develop technical skills and competencies of the HR professionals.,Though BD research works have shown exponential growth in recent times, scholarly empirical research investigating BD’s impact upon human resource management (HRM) is scarce. The present study appraises extant literature on BD in HRM.

Entrepreneurial finance and crowdfunding in the Middle East

Abstract: Purpose The purpose of this study is to analyze crowdfunding (CF) as new entrepreneurial finance (EF) tool and to predict the success of CF projects in the Middle East region. Design/methodology/approach This study was conducted in seven Middle Eastern countries (i.e. Turkey, Egypt, Iraq, Saudi Arabia, Bahrain, Kuwait and UAE) in addition to serval CF platforms that are commonly used by crowd funders in this region (such as Kickstarter, GoFundMe, Beehive and Zoomal) with total members (195,193). A pilot sample of 20 units was used to validate and verify the research instrument of the study. The research sample consists of 1,910 respondents from the seven countries included in the study. The study emphasizes the partners, micro-structures, administrative conditions and CF advancement in the Middle East. Findings The findings reveal that CF’s presence positively impacts fundraising success and that CF platforms are an effective financial technology (Fintech) tool for financing entrepreneurs in the Middle East. The study shows that the success of CF projects in the Middle East can be anticipated by estimating and breaking down enormous information of web-based and social media movement, human resources of funders and online venture introduction. The authors conclude with recommendations for future EF and CF research. Originality/value This study aims to analyze the CF and EF principles in the Middle East region as the CF experience and practice in this part of the world tend to be unexplored in terms of research. Presently a very few numbers published research on CF exists. Moreover, to the best of the knowledge, there is no single study investigating CF as an alternative financing source in the Middle East. In particular, the study.

Strategic HRM and organisational performance: does turnover intention matter?

Abstract: Applying the job-demand resources model and the psychological contract theory, this paper aims to examine the mediating influence of employee turnover intentions (ETI) on the relationship between strategic human resource management (SHRM) and perceived organisational performance (POP).,With a two-phase data-collection method, 200 complete responses were collected through an online questionnaire survey. This study applied a structural equation modelling to examine the multivariate associations and provided comprehensive outcomes for the proposed hypothesised model.,This study suggests that SHRM has direct significant effects on both ETI and POP; partial mediational effect on POP via ETI; and ETI has negative effect on POP.,This paper suggests that organisations aiming higher POP should encourage SHRM and improve their strategic approaches of HRM. The implications of the study results can help organisations to recognise the adverse effects of ETI and effective SHRM outcomes.,Despite the significant relationship between HRM and organisational performance, limited empirical research has been conducted on the mediational influence of ETI. This paper examines the unique meditational role of ETI on the relationship between SHRM and POP, which has not been utterly observed from employee perspective.

The impact of knowledge management capabilities on innovation in entrepreneurial companies in Jordan

Abstract: The purpose of this research is to identify and clarify the important variables in knowledge management capabilities that affect product/service innovation in entrepreneurial companies in Jordan.,A five-point Likert scale questionnaire was designed for measuring knowledge-based (infrastructural and dynamic) capabilities and product/service innovation in entrepreneurial companies in Jordan that specialized in information and communication technology. A questionnaire was distributed to 297 individuals in 40 companies, and only 202 questionnaires were completely filled and returned by the entrepreneurs at King Hussein Business Park and Al Hassan Business Park. Structural equation modeling was applied to statistically test the research hypotheses.,The research findings showed that knowledge-based infrastructural capabilities are a prerequisite for knowledge-based dynamic capabilities. On the other hand, knowledge combination capabilities have a statistically significant mediating effect between knowledge based infrastructural capabilities and product/service innovation.,This research contributes to the literature by studying and investigating the key variables in knowledge management that affect product/service innovation and by providing a comprehensive understanding of the knowledge management capabilities and innovation in entrepreneurial companies. This research provides academicians with a framework for better understanding of the different factors of knowledge management capabilities and how they affect product/service innovation.

Green supply chain management and organizational culture: a bibliometric analysis based on Scopus data (2001-2020)

Abstract: Purpose Along with rapid development in the green supply chain fields, questions have been raised about the direct effects of internal and external drivers. Recent evidence suggest that organizational culture is a prerequisite for the understanding of green supply chain management (GSCM). However, there has been limited examination of organizational culture in the green supply chain research area. The purpose of this paper is to understand the relationship between green supply chain management (GSCM) and organizational culture. Design/methodology/approach To do so, a bibliometric analysis is carried out. The search was conducted in the Scopus database by using different keywords. The records found were scanned and refined bringing the total number of documents to 46. A descriptive analysis covering influential authors, leading journals, contributing organizations and most popular words used in titles and keywords, using the Biblioshiny app, followed by a content analysis have been conducted. Findings The findings show the following: most of the influential studies were conducted by only a few researchers. The publications within the field started to increase during 2012–2020. It is worth mentioning, that the USA and UK universities have a strong research contribution among all, and there are seven core publishing journals that lead the field such as cleaner of production and sustainability. The content analysis revealed some aspects and shed light on two main topics: organizational culture as a driver or a barrier toward GSCM; and the organizational culture contribution role on the impact of GSCM on performance. Research limitations/implications This paper only addresses GSCM with organizational culture based on a small sample of papers. Furthermore, this study needs to be expanded with empirical research on the topic. It would be interesting to assess the effects of national culture within the same research area. More broadly, researchers may also need to explore the various databases instead of focusing only on Scopus database case of this paper, using various keywords. Practical implications This study plays an important role for managers and firms, and also this study is contributing in increasing the understanding of the role of cultural factors on implementing the GSCM practices and getting the highest benefits from it. Originality/value This paper holds significant contribution for scholars, especially for those who are interested in cultural issues within the management field, and for managers by enlightening a critical element to concentrate on for the betterment of green sustainability within their firms. Considering this, future research suggestions are identified.

Linking authentic leadership and management capability to public hospital performance: the role of work engagement

Abstract: This paper aims to propose a model of the effect of both authentic leadership and management capability on hospital performance This model proposes work engagement as an intervening mechanism between the aforesaid links,Data were collected from 380 medical staff working in Jordanian Public hospitals and were analysed using the structural equation modelling analysis technique,The results suggest that both authentic leadership and management capability have a positive effect on hospital performance Although positive, the direct effect of management capability on performance was not significant Furthermore, work engagement demonstrated to play a full mediation effect between management capability and hospital performance and a partial mediation effect between authentic leadership and hospital performance,This study may be of use for public medical services providers in general and other services sectors in terms of the role authentic leadership and management resources can play in contributing to positive work-related outcomes at the individual and organisational levels,Considering the mainstream literature in health-care management, to the best of the authors’ knowledge, this is the first study to date to integrate the impact of both authentic leadership and management capabilities in the public health-care sector Further, the research model has not previously been introduced when taking into account the role that work engagement can play between the examined variables

Management accounting systems effectiveness, perceived environmental uncertainty and companies’ performance: the case of Jordanian companies

Abstract: Purpose This study aims to investigate the relationship between management accounting systems effectiveness (MASE) and company performance and then it examines the role of perceived environmental uncertainty as a moderator on this relationship. It provides empirical evidence from a developing market, especially from the Jordanian market. Design/methodology/approach This study is based on collecting its data using a quantitative method to assist in explaining and interpreting the results, whereby the study data were collected through a survey design approach using a questionnaire method to achieve the objectives of the study. The population of this study included all Jordanian companies listed on the Amman Stock Exchange (ASE) at the end of 2019, a total of 187 companies. Therefore, the study sample consists of all these companies (a completely sensuous population) which are listed on ASE at the end of 2019. Findings The findings of this study offered that two informational characteristics of MASE, namely, timeliness and integration, have a significant impact on the financial performance and other characteristics have no impact on the financial (FP) and nonfinancial (NFP) performance. The informational characteristics of management accounting systems complement each other to ensure the MASE in the company, where the relationship between MASE proxied by four informational characteristics together and FP as well as NFP, were highly significant. Additionally, the findings documented that perceived environmental uncertainty, namely, customer uncertainty, competitor uncertainty and technology uncertainty separately do not moderate the relationship between MASE and company performance (both FP and NFP). Research limitations/implications The findings of this study shape the way for more thorough studies into monitoring MASE. Nevertheless, to start efficient decisions, managers need to comprehend the interaction of the MASE with other factors. All these considerations need to be comprehended both for and against the performance. Finally, this study addressed important issues that have practical management value. However, it is limited to a sample from one country. Future research would be interesting to study different businesses and cultural settings to enhance the theoretical and practical contributions of the study’s findings and conclusions. To be more specific, further study should have a wider view of the determinants of performance by containing economic factors in different areas such as the MENA region. Originality/value To the best of the knowledge, this is the first study of Jordan to examine the relationship between MASE and company performance from two sides (namely, financial and non-financial performance), moderated by perceived environmental uncertainty. As such, the study raises significant findings drawing attention to management accounting systems and the role of management accounting systems in Jordan.

Does workplace spirituality lead to raising employee performance? The role of citizenship behavior and emotional intelligence

Abstract: For businesses today, employee performance is most important. Therefore, this paper aims to the greater purpose of ‘ideal workplace’; focusing on determining the effect of workplace spirituality on employee performance because organizations tend to neglect employees’ spiritual and/or mental wellness but well-maintain the output. This paper also shines light on the mediating role of organizational citizenship behavior and the moderating nature of employee’s emotional intelligence.,The study was conducted with a cross-sectional descriptive and analytical approach. Data were collected in two rounds. In total, 761 responses (416 offline and 345 online) were analyzed for all four hypotheses using statistical data package for social sciences and analysis of moments structure; imploring correlation, regression and mediation and moderation analysis.,The study found that workplace spirituality is indeed positively linked with employees’ performance. Organizational citizenship behavior is positively associated with workplace spirituality and employee performance. Mediation analysis indicated that organizational citizenship behavior significantly enhances the relationship of workplace spirituality and employee performance. Moderation analysis suggested that employee’s emotional intelligence significantly boosts employee performance.,This research offers deep and critical insights for curating future research and managerial practices, strengthening the concept of workplace spirituality as a promising area in the fields of human resource management and organizational psychology. The study uses a unique approach and provides exclusive findings regarding Indian service and manufacturing professionals.

Drivers of workforce agility: a dynamic capability perspective

Abstract: This paper aims to represent an exploration of drivers of workforce agility under the lens of dynamic capabilities to advance the existing workforce literature on agility and strategic human resource management.,In-depth qualitative interviews with senior information technology professionals, managers, directors and leadership were conducted. Data coding and analysis followed the Gioia methodology to develop a theoretical framework.,The theoretical paradigm of workforce agility is seeing revisions. In the past it was solely connected to resource-based view theory, current literature superficially speaks of the link with dynamic capability but lacks comprehensive and strategic understanding. The research brings in the evolutionary change by viewing workforce agility directly under the lens of dynamic capability theory and recognizes workforce agility as a high-level strategy. Based on the analysis of the qualitative interviews this study has developed a conceptual heuristic of workforce agility drivers, interlinked with dynamic capabilities micro-foundations – “sensing”, “seizing”, and “continual renewal”. This paper conceptualizes workforce agility as a response to high pressures for the dynamic capability of the company, which requires reconfiguration and redeployment of external and internal human resources and an inherent need to bring some stability to the internal resources of the company.,There is a growing body of literature linking organizational agility with dynamic capabilities, which overlooks workforce agility. This study is theory-based research on workforce agility, which guides practitioners in making human resource processes more agile.

Top management teams characteristics and firms performance: literature review and avenues for future research

Abstract: The purpose of this paper is to review the empirical literature on the relationship between the characteristics of the top management teams (TMTs) and the performance of entrepreneurial firms.,A literature review was carried out on 33 empirical studies related to TMTs and performance through analyzing and summarizing the quantitative studies conducted in this area.,The results of the literature review show that the relationship between TMTs (demographics and heterogeneity) and the performance of entrepreneurial firms is not straightforward and further investigation is still needed in this area.,The author maps the theoretical and empirical research of TMT demographics and heterogeneity in relation to firms’ performance and possible moderators and mediators, which govern the relationship between TMT composition and firms’ performance.,The author presents a detailed future research agenda for the purpose of advancing the theoretical and empirical knowledge on TMT-performance links. The review provides a comprehensive picture of TMT-firms’ performance literature and what should be done to enrich the literature.

Impact of psychological capital (PsyCap) on affective commitment: mediating role of affective well-being

Abstract: The purpose of this study is to examine the mediating role of affective well-being (AWB) in the relationship between psychological capital (PsyCap) and affective commitment.,The sample included 226 employees from diverse Portuguese organizations. Based on a survey, respondents reported their perceptions of own PsyCap, AWB and affective commitment to their organization.,Results from structural equation modeling suggested presence of mediation by AWB in the relationship between PsyCap and affective commitment.,Managers are encouraged to gain from this finding by emphasizing more on the emotional health of individuals to increase their attachment with the company.,Though there are several studies indicating the positive consequences of PsyCap on employees, studies on how PsyCap affects affective commitment through AWB is scarce. These results advance the broaden-and-build theory by suggesting that the relationship between PsyCap and affective commitment is much more complex.

Prioritizing Green HRM practices from policymaker’s perspective

Abstract: This study aims to identify and prioritize Green human resource management (GHRM) practices from the policymaker’s perspective in the United Arab Emirates (UAE)-based manufacturing and service sectors to facilitate sustainable environmental performance.,Drawing upon the ability–motivation–opportunity (AMO) and corporate environmentalism theory, this study uses the analytic hierarchy process (AHP), a multi-criteria decision-making model, to rank the most influential enablers of GHRM practices. Data were collected from 24 C-suite executives of UAE-based manufacturing and service units.,Top management orientation for Green, Green organizational culture and Green corporate strategic planning were the most critical enablers that promote GHRM practices in the UAE’s manufacturing and service firms. Past research has mostly overlooked the strategic variables and focused only on organizational level antecedents based on HR bundles of practices.,Data were collected only from UAE firms, hence limiting its generalizability. The study shall help organizations operating in emerging countries adopt the best GHRM practices toward Green goal agendas.,This research provides an AHP framework that can be used to conceptualize and prioritize GHRM practices, which aids in a firm’s Green decision-making and transition toward sustainable Green growth. This study furthers understanding of GHRM practices play out at the various levels-of-analysis within organizations to present a comprehensive paucity of integrative and multi-level studies over recent years. The study may be relevant for other organizations in other national contexts with similar governance homogeneity.

Organizational resilience and employee performance in COVID-19 pandemic: the mediating effect of emotional intelligence

Abstract: Purpose: The explosion of the deadly coronavirus (COVID-19) has led to an unprecedented crisis lately, which has adversely affected the performance level of professionals in the educational sector worldwide because of numerous constraints, imposition of the lockdown being one of those. Organizational resilience (OReg) and emotional intelligence (EI) discretely have been identified as indicators of employee performance (EP) over the years, but during the period of crisis, it has scarcely been analysed. Therefore, this study aims to examine the mediating role of EI on the relationship between OReg and EP in such a global pandemic. Design/methodology/approach: In total, 390 samples including teaching and non-teaching professionals working in higher educational institutions (HEIs) were collected from different HEIs located in India through online survey questionnaires. The collected data was further analysed using regression analysis, factor analysis, structural equation modelling along with bootstrapping technique, reliability and validity analysis, mediation analysis and model fit indices analysis. Findings: The results of the study confirmed the partial mediation effect of EI on the OReg-EP relationship, and further results also exhibited that employees with a higher level of EI, contribute more positively to the OReg level, which further enhances the performance level at the workplace. Research limitations/implications: The samples collected for the current study pertain to the HEIs only, and therefore the present study results have limited general applicability. Furthermore, the study does not investigate the influence of time. Practical implications: This study would assist practitioners of HEIs in improving the resilience capabilities of the organization. EP can be improved by enhancing the levels of OReg and individual emotional intelligence, which is in line with the findings of the current study. Social implications: In the COVID-19 pandemic, worldwide the students are affected due to the transition to online teaching. This study will help HEI’s to cope up with the student’s loss by being flexible in approach for the retention of performance of employees by taking care of their emotional needs and focusing on their skill development by providing a learning culture in a depressing time of the pandemic so that students will not suffer due to this rapid change without any preparation or previous experience in a pandemic. Originality/value: The current study examines the mediating effect of EI on the OReg and EP relationship for the first time in HEIs in India. © 2021, Emerald Publishing Limited.

Servant leadership: a new perspective to explore project leadership and team effectiveness

Abstract: Servant leadership is a new follower-centric style of leadership. The purpose of this paper is to examine the impact of the project leaders’ servant leadership style on project team effectiveness via team goal clarity and team process clarity within the project-based organizational context.,A total of 58 teams working in 3 project-based organizations participated in the survey study. Team members rated their project leaders’ servant leadership style, team goal clarity and team process clarity in the project, while leaders evaluated team effectiveness. Hypotheses were tested using multi-level structural equation modeling.,Results suggested that servant leadership had a positive and significant impact on project team effectiveness via team goal clarity and team process clarity.,The study examined the influence of servant leadership as a team leadership approach within a project context. As a multi-level design, the study also identified the team-specific mechanisms (team goal clarity and team process clarity), which could help accomplish team effectiveness.

Role of blockchain in HR's response to new-normal

Abstract: Purpose This study aims to broaden the understanding of the blockchain for human resource (HR) managers through use cases. The study presents a plausible solution for HR professionals to effectively manage some of the core processes to focus on more strategic work and be a true HR business partner for the organization. Design/methodology/approach The study adopted a case research strategy. The case research strategy is well-suited to capture the practitioner’s knowledge, mainly when focusing on contemporary events (such as COVID-19). Data collected from 12 tech organizations through telephonic conversations and the interviews were recorded and transcribed using NoNotes call recording. Findings This study identifies five use cases to streamline the critical processes, helping HR professionals such as certificates verification, skill mapping, payroll processing, data protection and performance management. These early use cases offer a plausibly superior alternative in managing critical HR functions and associated business processes with blockchain technology. Research limitations/implications Despite the growing number of blockchain applications, its usage in HR activities is limited. By extensive qualitative case study and data triangulation, the study integrates a resource-based view and unified theory of acceptance by explaining how blockchain adoption helps organizations use their internal resources and capabilities to gain a competitive advantage. The study presents five use cases and propositions that can act as building blocks for the HR department in adopting blockchain applications. Lack of empirical validation (quantitative rigor) of the propositions is the limitation and can be a future research scope. Practical implications Adopting new technologies is not new for HR managers. However, most of the technologies are disjointed applications, and therefore, the need for an all-pervasive solution assumes significance. Several of the blockchain concepts are still in the nascent stage. Thus, the study highlights the need for HR leaders to work alongside technical architects to create blockchain applications. Unlike other HR applications, blockchain can integrate all the employees, clients, vendors and businesses seamlessly. This study proposes research propositions that provide research directions for future research. Originality/value Academic literature on connecting blockchain technology with HR functions and applications is notably absent. This research can be considered one of the first academic articles connecting blockchain and HR processes.

Talent management and organizational sustainability: role of sustainable behaviour

Abstract: PurposeThis study aims to examine the role of talent management (TM) in improving organizational sustainability (OS). The study also investigates employees’ sustainable behaviour (SB) in achieving three-dimensional sustainability goals (i.e. economic, social and environmental).Design/methodology/approachThis study focused on medium and large-scale manufacturing firms, whereas the sample size was 196 firms. Data was collected through close-ended questionnaires using the cluster sampling technique. The partial least square-structural equation modelling was used to estimate the modelled relationships.FindingsResults show a significant direct impact of TM on OS. Likewise, the results also show a substantial impact of all three dimensions of TM (acquisition, development and retention) on OS. Results confirm that employees’ SB positively mediates between TM and OS.Research limitations/implicationsThe study focuses on the manufacturing sector of Pakistan. The study’s findings imply that TM strategies are an indispensable source of sustainability to attract, develop and retain talented employees in the situation of talent shortage. Moreover, sustainable employees’ behaviour is also depicted as a positive role between TM and OS because sustainable success is not only required the expertize of employees, but it also needs the dedication of employees.Practical implicationsThis study enhances the understanding of TM’s role in improving the OS. The findings imply that a firm should consider TM as the apex strategy for elevating the performance. Findings also reveal the need to adopt a comprehensive strategy or system to manage the talent of an organization.Originality/valueLinking the TM with OS and SB is the novelty of the study.

How exploitative leadership influences on knowledge management processes: the moderating role of organisational citizenship behaviour

Abstract: Drawing on knowledge-based view, social exchange theory and leader-member exchange, this study examines how exploitative leadership (EL) influences knowledge management (KM), its processes, and further investigates the moderating role of organisational citizenship behaviours (OCB) on the relationship between EL and KM.,Using a quantitative approach, survey data were collected from 356 faculty members in Iraqi public universities, and the direct and moderating relationships were assessed through Hierarchical regression by PROCESS v.3.3 macros in SPSS.,The study found a significant negative impact of EL on KM, including its processes, especially on knowledge utilisation. The assessment also revealed that OCB has a significant moderating impact on EL, particularly its effect on knowledge creation.,The empirical insights of the study are valuable and precious for policymakers, managers and academics in education sectors of developing countries, to enrich their managerial and scientific performance through addressing EL behaviours while considering the moderating effect of OCB.,The relevance of the study stems from the scarcity of research on EL, while studies on the negative behaviours of leaders as a predictor of KM process failures are significantly limited. Additionally, studies on the moderating impact of OCB on the linkage between EL and KM processes remain limited. This study is one of the earliest studies that investigate these inter-relationships amongst EL, OCB and KM processes.

The influence of online customer reviews on customers’ purchase intentions: a cross-cultural study from India and the UK

Abstract: Purpose The purpose of this study is to examine the influence of online customer reviews (OCRs) and electronic word-of-mouth (eWOM) on customers’ purchase intention (PUI). This study also investigates the cultural differences between the customers in India and UK as regards the influence of OCR and customers’ PUIs. Design/methodology/approach This study has used socialisation theory, theory of reasoned action, congruity theory and expectation value theory, along with the existing literature to develop the conceptual model. The theoretical model has been validated using the PLS-SEM technique on a survey involving 305 and 280 respondents for India and UK, respectively. Findings The findings highlight that gender has no effect on UK customers’ PUIs, whereas age and gender have considerable impacts on Indian customers’ PUIs. Research limitations/implications The study only examines the cross-cultural difference between a European country (UK) and an Asian country (India). Also, since the sample size is low, the findings did not represent a generic view. Practical implications The proposed model has provided important inputs to the organisations to understand consumer behaviour particularly the study would help marketing departments to formulate their marketing strategies regarding OCR and customers’ PUI. Originality/value This study is unique in understanding the implications of OCR and their influence on customer purchase decisions of UK customers and India’s customers. This study also helps to understand the impact of age and gender on OCR and PUIs.

Building social media-based knowledge ecosystems for enhancing business resilience through mass collaboration

Abstract: Purpose: The outbreak of COVID-19 is one of the most serious health events in recent times. In the business landscape, its effects may be more detrimental to micro-, small- and medium-sized enterprises (MSMEs) because they tend to have limited financial and human resources to manage the challenges caused by COVID-19. To help MSMEs enhance their resilience, this paper aims to discuss how they can leverage mass collaboration to build social media-based knowledge ecosystems to manage interactions among internal and external stakeholders for knowledge creation and innovation. Design/methodology/approach: The paper proposes a model for MSMEs to build an online knowledge ecosystem and a standalone text analytics tool to use the advanced data analytics, e.g. topic modeling, to analyze and aggregate collective insights. Design science research methodology is used to develop the model and the tool. Findings: Through mass collaboration using social media and advanced data analytics technology, MSMEs can generate new business ideas, leading to enhanced resilience to meet the challenges caused by COVID-19 or other unexpected or extraordinary circumstances, such as natural disasters and financial crises. Originality/value: To the best of authors’ knowledge, this paper is one of the first papers in social media adoption for knowledge creation and innovation research, providing detailed approaches for MSMEs to build a knowledge ecosystem on social media and to use advanced data analytics to mine the meaning of the generated data. © 2021, Emerald Publishing Limited.

Green technology transfer in a developing country: mainstream practitioner views

Abstract: Purpose This paper aims to explore green technology (GT) transfer through the perceptions of both business managers and technology specialists, who have been identified as the foremost practitioners of this practice. Design/methodology/approach A total of 22 semi-structured interviews were conducted with business leaders and technology scientists. The interviewees were asked to share their views on the motivations for importing GT; their familiarity with, knowledge of and understanding of GT transfer and the current GT performance in their organization; the key strengths of GT transfer and its limitations; the barriers to the use of GT; and their usefulness. The theoretical framework of actors’ resistance to institutional demands of Oliver (1991) is used as a theoretical lens to investigate the perceptions of the interviewees. Findings This study suggests that despite some benefits of the adoption of GT, such as increasing competitive advantage and improving green operations, there are huge concerns over the use and importation of GT. More specifically, almost all the technicians were concerned about the technical risks resulting from the lack of operational tests, the old technologies and the lack of knowledge transfer. Meanwhile, the paucity of specific regulations, guidance and environmental standards has been reported by business managers as one of the primary constraints for this movement. Research limitations/implications This research contributes to the emerging literature on GT transfers in the developing world. It proves that the lack of communication and the scarcity of a true champion for GT efforts have reduced the efficiency of GT transfer. Practical implications By shedding light on the intricate nature of the relationships arising from GT adoption in organizations, this paper aims to support business leaders and standard setters in making a decision regarding the implementation and promotion of GT transfer, especially in the context of developing countries. Originality/value To the best of the authors’ knowledge, this is one of the first studies to explore eco-friendly technology transfers in a developing country from the micro-level perspective of both business and technology practitioners of GT-recipient organizations.

Using positive deviance to enhance employee engagement: an interpretive structural modelling approach

Abstract: Purpose Organisations today seek high engagement levels from their employees for their superior performance amid the highly competitive environment. The purpose of this paper is to examine the role of positive deviance facilitators (PDFs) in enhancing employee engagement at work. Design/methodology/approach The study adopts the interpretive structural modelling (ISM) and Matrice d’Impacts Croisés-Multiplication Appliquée á un Classement (MICMAC) analysis to understand the process of how positive deviance may fuel employee engagement in an organisation. Because of the lack of empirical evidence on the relationship between employee engagement and positive deviance, ISM approach was adopted as it helps in understanding the subjective experience and learnings of experts involved in the field. The MICMAC analysis classifies the relevant factors into four clusters and helps in understanding the dynamics involved. Findings Based on the opinions shared by industry and academia experts, a structural model was developed to understand the hierarchy and interactions among the eight PDFs leading towards employee engagement. Research limitations/implications The study offers both theoretical and practical implications. The model developed in the current study could be used as a base model for future studies concerning employee engagement and deviance. The importance of human resource management practices in fuelling positive deviance and employee engagement is also highlighted. The study discusses various practical implications for human resource managers and top management. Originality/value The literature on positive deviance at work is still at a nascent stage. Empirical studies on deviance largely focus on the destructive/negative side of workplace deviance, and studies on positive outcomes from workplace deviance are rare. This present study provides a unique opportunity to understand how positive deviance can be used to enhance the engagement levels of employees.

Examining the effect of training and employee creativity on organizational innovation: a moderated mediation analysis

Abstract: Purpose The purpose of this study to understand the effects of training and creativity on organizational innovation under the moderating influence of the organizational climate. Design/methodology/approach The theoretical model is grounded in the contingent resource-based view. To test the research hypotheses, this paper has gathered the cross-sectional data using a single informant pre-tested questionnaire. The data were collected from respondents working in Indian automotive manufacturing organizations. The data were further tested for the normality criteria followed by hypotheses testing using co-variance-based structural equation modelling Statistical Package for Social Sciences (SPSS), 2010. Findings The relationship between training and organizational innovation was leveraged by employee creativity, which acts as a mediator between the two. Moreover, the organizational climate augments the mediation process by coherently creating a positive moderating influence. Practical implications This study provides prospective insights to management leaders and practitioners by establishing how training can bring about positive change in the innovative front of the organization. It also offers keys to the organizations for an active engagement of the employees through a supporting climate conducive for harnessing of individual creativity and innovative potential. Originality/value This is the first endeavour made to examine the moderated mediation influence of organizational climate on training and employee creativity, by studying the mediating effect of employee creativity between training and organizational innovation.

Skills and competencies for digital transformation – a critical analysis in the context of robotic process automation

Abstract: Purpose Digital transformation of organizations has major implications for required skills and competencies of the workforce, both as a prerequisite for implementation, and, as a consequence of the transformation. The purpose of this study is to analyze required skills and competencies for digital transformation using the context of robotic process automation (RPA) as an example. Design/methodology/approach This study is based on an explorative, thematic coding analysis of 119 job advertisements related to RPA. The data was collected from major online job platforms, qualitatively coded and subsequently analyzed quantitatively. Findings The research highlights the general importance of specific skills and competencies for digital transformation and shows a gap between available skills and required skills. Moreover, it is concluded that reskilling the existing workforce might be difficult. Many emerging positions can be found in the consulting sector, which raises questions about the permanent vs temporary nature of the requirements, as well as the difficulty of acquiring the required knowledge. Originality/value This paper contributes to knowledge by providing new empirical findings and a novel perspective to the ongoing discussion of digital skills, employment effects and reskilling demands of the existing workforce owing to recent technological developments and automation in the overall context of digital transformation.

An organizational analysis of how managers must understand the mental health impact of teleworking during COVID-19 on employees

Abstract: Purpose: The unimagined workplace disturbance caused by the Coronavirus, also known as COVID-19, has made many organizations virtual or telework driven workplaces, often without the infrastructure and systems in place to support employees facing these sudden workplace changes (Burrell, 2020). Many stressors accompanied this transition, to include lack of childcare, home-school responsibilities and layoffs and business closings. These stressors have perpetuated concerns for the job and financial security for all workers (Fox, 2020), leading some employees to struggle with the work-life balance out of concern for being laid off due to perceived low productivity (Fox, 2020). This study aims to explore those manifestations. Design/methodology/approach: This qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses in the USA. Findings: The results of this qualitative research case study provide knowledge and information about the need for small businesses to be resourceful and resilient in the way that they support and engage remote workers. This qualitative research case study explores the impact COVID-19-induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment for small real estate businesses. The analysis of current work-life structures through a qualitative lens provides trends among workers to gain a greater perspective of the current accelerators and barriers to worker success in a COVID-19 teleworking environment. Originality/value: This qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses. The value of this research is that majority of the participants were African-Americans, which represents a participant group that is highly under researched. © 2021, Emerald Publishing Limited.