Showing papers in "Personnel Review in 2012"
TL;DR: In this article, the authors test whether basic need satisfaction mediates the relationship between five HR practices and HRM outcomes and find that taking into account talents, interests and expectations within HR practices is associated with higher basic need satisfied and subsequently HRM outcome in addition to the presence of practices.
Abstract: Purpose – Based on soft HRM and self‐determination theory, the aim of this paper is to test whether basic need satisfaction mediates the relationship between five HR practices and HRM outcomes. An important distinction (in line with soft HRM and self‐determination theory) is made between the presence of, and the quality of, a practice's implementation (in terms of the degree to which employees' talents, interests and expectations are taken into account).Design/methodology/approach – A theoretically grounded model is developed and tested using survey data from 5,748 Belgian employees.Findings – The results indicate that autonomy and relatedness satisfaction partially mediate the relationship between HR practices and HRM outcomes. Taking into account talents, interests and expectations within HR practices is associated with higher basic need satisfaction and subsequently HRM outcomes in addition to the presence of practices.Research limitations/implications – Future research could focus on HR practices and ...
160 citations
TL;DR: In this paper, the authors compare pre-telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework by using χ2 tests.
Abstract: Purpose – This paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.Design/methodology/approach – Based on an organizational survey, 394 samples were generated who had been teleworking for less than 12 months at the time of the survey. By using χ2 tests, comparisons were made between pre‐telework expectations and post‐telework outcomes reported by teleworkers with different characteristics such as gender, job type, the presence of dependent children, and working hours spent at home.Findings – The study found that prior to adopting telework sampled teleworkers tended to underestimate positive and overestimate negative experience of telework. It further demonstrated some statistically significant differences in pre‐telework expectations and post‐telework outcomes reported by different groups of teleworkers. For example, female teleworkers were more likely to report that telework made it easier to cope wi...
152 citations
TL;DR: In this paper, the authors explore the impact of the availability of work life balance (WLB) practices on organisational outcomes in small and medium-sized enterprises (SMEs) mediated by the existence of a culture that supports WLB.
Abstract: Purpose – This study aims to explore the impact of the availability of work life balance (WLB) practices on organisational outcomes in small and medium‐sized enterprises (SMEs) mediated by the existence of a culture that supports WLB.Design/methodology/approach – An empirical study was performed with a sample of 229 SMEs representing the metal industry sector of Southeast Spain.Findings – The findings show that a WLB supportive culture mediates the effect of the availability of WLB practices on organisational performance.Research limitations/implications – Among the limitations of this study the authors highlight the transverse nature of the research and the data collection based on self‐reports.Practical implications – Companies interested in increasing organisational outcomes should introduce WLB practices. Moreover, practitioners should enhance an organisational culture positive towards employees' balance, communicating their support towards WLB initiatives.Social implications – The availability of WLB...
116 citations
TL;DR: In this article, a large-scale quantitative study was conducted to test and extend the qualitative findings of Richardson and McKenna and of Osland on reasons to expatriate and relate them to work outcomes.
Abstract: Purpose – Through a large‐scale quantitative study, this paper aims to test and extend the qualitative findings of Richardson and McKenna and of Osland on reasons to expatriate and relate them to work outcomes.Design/methodology/approach – Examining how reasons to expatriate may affect work outcomes, quantitative data was collected from self‐initiated expatriate academics from 60 countries employed in 35 universities in five northern European countries.Findings – Results mostly indicated support for the proposed hypotheses. The most striking finding was the apparently uniformly destructive influence of behaviour associated with escape from one's previous life as a reason to expatriate on all of the studied work outcomes.Research limitations/implications – The self‐developed scales measuring reasons for self‐initiated expatriates to expatriate may have been inadequate to capture all relevant aspects of their behavioural intentions and the data from the retrospective type of questioning regarding the origin...
112 citations
TL;DR: In this paper, the authors explored the direct and indirect linkages between HRM practices and human capital within a talent management framework and found that HRM practice is positively related to employee-perceived talent inducements.
Abstract: Purpose – The present paper aims to explore the direct and indirect linkages between HRM practices and human capital within a talent management framework. The study extends previous research on the direct effects of HRM to examine how employee responses to HRM practices mediate the linkage between HRM and human capital.Design/methodology/approach – The paper applies psychological contract theory as a lens to assess employee perceptions of the extent to which talent qualities are rewarded and the effect of such perceptions on employee‐felt obligations to develop skills.Findings – The results indicate that HRM practices are positively related to employee‐perceived talent inducements and that talent inducements fully mediate the direct relationship between skill‐enhancing HRM and human capital. What is more, psychological contract obligations to develop skills partially mediated the relationship between talent inducements and human capital. These results imply that the differential treatment of employees bas...
112 citations
TL;DR: In this article, the authors examined personality as an alternative explanation to social exchange in predicting OCB, and investigated the moderating role of gender in the link between personality and OCB.
Abstract: Purpose – This paper aims to examine personality as an alternative explanation to social exchange in predicting OCB, and investigate the moderating role of gender in the link between personality and OCB.Design/methodology/approach – A survey was conducted among 223 UK public sector employees. Multiple regression analysis tested main effects of personality and main and moderating effects of gender on OCB.Findings – Findings indicate that personality has significant explanatory power beyond that of social exchange in predicting OCB. Employees with high levels of adaptive perfectionism report higher levels of OCB. General self‐efficacy also predicted more participation in citizenship behaviours, but only for men. Women appear to carry out citizenship behaviours regardless of how confident they feel in being able to successfully perform. This may be attributable to social and organizational norms that place women in the role of “helper” and expect more communal behaviours from them than from men.Research limi...
108 citations
TL;DR: In this article, the effect of HRM practices on knowledge management process is studied, focusing on HRM practice both in isolation and forming a knowledge-oriented HR system, and empirically analyzes the relationship between knowledge oriented HR practices and the processes of knowledge acquisition, distribution, interpretation and storing.
Abstract: Purpose – This paper aims to study the effect of HRM practices on the knowledge management process, focusing on HRM practices both in isolation and forming a knowledge‐oriented HR system.Design/methodology/approach – After reviewing the relevant literature, the paper empirically analyzes the relationship between knowledge‐oriented HR practices and the processes of knowledge acquisition, distribution, interpretation and storing, using a sample of 701 firms.Findings – Findings provide evidence of a positive relationship between the adoption of a knowledge‐oriented HR system and each of the knowledge management processes, but also show that the HRM practices comprising that system have different effects on the knowledge management processes.Research limitations/implications – The main limitations of this paper are the cross‐sectional design of the empirical research and the fact that data were collected from one source only.Practical implications – Findings can guide managers hoping to enhance the developmen...
105 citations
TL;DR: In this paper, a survey study was conducted in seven best practice organizations in the field of talent management to examine to which extent assessments of learning agility were able to predict being identified as a high potential or not above and beyond a baseline prediction by job performance.
Abstract: Purpose – A survey study was conducted in seven best practice organizations in the field of talent management. By cross‐checking their existing high potential lists, the authors aimed to examine to which extent assessments of learning agility were able to predict being identified as a high potential or not above and beyond a baseline prediction by job performance. Furthermore, they aimed to investigate whether learning agility increased with career variety.Design/methodology/approach – The study had a case‐control design, comparing supervisor ratings of employees recently identified as high potentials (n=32) with supervisor ratings of a carefully matched control group of non‐high potentials (n=31).Findings – Learning agility (mediated by job content on‐the‐job learning) was found to be a better predictor of being identified as a high potential than job performance. Career variety was found to be positively associated to learning agility.Research limitations/implications – This study's design did not allow...
103 citations
TL;DR: In this paper, the authors examined the role of new and subtle forms of management control, a deficient yet necessary conflict dynamic in the employment relationship, and a reluctance of employers to involve third parties, in the exclusion process.
Abstract: Purpose – The purpose of this paper is to critically examine reasons for disproportionately high levels of exclusion from the workplace of adults with Asperger syndrome.Design/methodology/approach – The methodology adopted involves empirical analysis of secondary, qualitative datasets. The twin datasets applied are examined using labour process analysis.Findings – The main findings highlight the role of new and subtle forms of management control, a deficient yet necessary conflict dynamic in the employment relationship, and a reluctance of employers to involve third parties, in the exclusion process.Research limitations/implications – The study is limited because of the use of secondary datasets. Further research should be based on primary data collection and analysis, particularly in terms of seeking the views of other important parties to the exclusion process.Practical implications – The problem of exclusion is unlikely to be improved without considering strategies to address the challenging customary ...
97 citations
TL;DR: In this paper, a qualitative study of a large European MNC, with the aim of theory development on expatriation/repatriation, was conducted, where the motivation to expatriate falls into two distinct categories: company initiated assignments and self-initiated, career orientated and/or self-development focused.
Abstract: Purpose – Within the current discourse on contemporary careers and the context of international assignments, this paper seeks to conduct a study of a large European MNC, with the aim of theory development on expatriation/repatriation.Design/methodology/approach – A qualitative study, based on semi‐structured interviews in a major financial institution.Findings – Motivation to expatriate falls into two distinct categories – company initiated assignments; and self‐initiated, career orientated and/or self‐development focused. The authors propose a two dimensional model to depict the emergence of a new expatriation path alongside the traditional one – differentiating those who respond to an international assignment call within a clearly framed career development path; and those embarking on international assignment as, primarily, a personal growth opportunity. A distinctive sub‐group of corporate self‐initiated expatriates is identified for the first time.Research limitations/implications – A qualitative stud...
94 citations
TL;DR: In this paper, a mixed method approach is used to ascertain whether professional workgroup cultures limit the effectiveness of work-life balance policy, and the extent to which spill-over is present between worklife balance and transport preferences, especially car use.
Abstract: Purpose – The purpose of this paper is to reflect on the underlying conflicts associated with current work‐life balance and travel‐to‐work policies, as employed in organisations in the UK.Design/methodology/approach – A mixed method approach is used to ascertain whether professional work‐group cultures limit the effectiveness of work‐life balance policy, and the extent to which spill‐over is present between work‐life balance and transport preferences, especially car use. These concerns are explored empirically using an in‐depth local level quantitative‐qualitative case study of Greater Nottingham (a regional employment centre in the East Midlands region of England).Findings – The evidence presented in this paper suggests: work‐group cultures prevent employees, especially women, from achieving work‐life balance; there is spill‐over between work and non‐work activities, creating time allocation challenges, and stress, for dual career households attempting to achieve desired work‐life balance; and specific c...
TL;DR: In this article, the authors examined the role of both characteristics of the teacher performance appraisal system and the school leader for procedural justice and perceived feedback utility by teachers, and found that teacher participation in the evaluation process significantly influences the perceived procedural justice by teachers.
Abstract: Purpose – Performance appraisal is used internationally to improve employee performance, also in the educational field. However, doubts exist about the effectiveness of performance appraisal. This study aims to contribute by expanding the knowledge about important context variables of performance appraisal in secondary education. In particular, the study aims to examine the role of both characteristics of the teacher performance appraisal system and the school leader for procedural justice and perceived feedback utility by teachers.Design/methodology/approach – Both interviews with school leaders and a questionnaire for teachers were used to collect data in 32 schools. Path analyses (n=298) were used to test the research model.Findings – The results indicate that teacher participation in the teacher performance appraisal system significantly influences the perceived procedural justice by teachers, which in its turn significantly influences the perceived feedback utility. The role of the school leaders is ...
TL;DR: In this article, the authors explore and discuss cognitive, social, and institutional factors that influence the job-seeking behavior of young Emiratis and lead to negative attitudes towards the private sector.
Abstract: Purpose – The uncompromising preference of citizens for public sector employment throughout the Middle East is not new. However, with the recent saturation of the public sector job market and demographic pressures, it has grown to become a problem of unpredictable economic and social consequences. This paper aims to explore the factors determining career choice behaviour and the underlying career expectations and perceptions of young citizens in one Middle Eastern country, the United Arab Emirates (UAE), where the preference for public sector employment is not only very strong, but is also perceived as increasingly problematic.Design/methodology/approach – Semi‐structured interviews were conducted with a total of 60 UAE citizens in the age group of 18‐23.Findings – The authors explore and discuss cognitive, social, and institutional factors that influence the job‐seeking behaviour of young Emiratis and lead to negative attitudes towards the private sector. They further suggest potential causes of the very...
TL;DR: In this article, the authors explore the differential role that organizational support (perceived organizational support), supervisory support and colleague support as perceived by newcomers play in the transfer of the latter's training as well as the development of affective and normative commitment towards their work organization.
Abstract: Purpose – This paper aims to explore the differential role that organizational support (perceived organizational support (POS)), supervisory support (perceived supervisory support (PSS)) and colleague support (perceived colleague support (PCS)) – as perceived by newcomers – play in the transfer of the latter's training as well as the development of affective and normative commitment towards their work organization.Design/methodology/approach – Using a sample of 251 new hires, a series of regression analyses was conducted to test direct and moderating effects.Findings – Findings showed that all three forms of organizational support examined had independent and direct effects on the dependent variables. Only perceived peer support did not add incrementally to the prediction of normative commitment when the other two support sources entered the equation. Further, the results supported the role of POS as a moderator in the supervisor support‐training transfer relationship as well as its role as a moderator in...
TL;DR: In this article, the authors examined the moderating effect of two group characteristics, group size and group cohesiveness, on the relationship between organizational commitment and transformational leadership, and in role and extra role behaviors.
Abstract: Purpose – The goal of this study is to examine the moderating effect of two group characteristics, group size and group cohesiveness, on the relationship between organizational commitment and transformational leadership, on the one hand, and in‐role and extra role behaviors, on the other. Based on social exchange theory, the main expectation was that the two group characteristics would create different conditions for exchange, influencing the relationship between determinants and outcomes.Design/methodology/approach – The sample was 223 Israeli employees from a variety of occupations (nurses, social workers, physiotherapists, laboratory employees, administrative staff, etc.) working in 31 medical units in two health care organizations (a response rate of 59 percent).Findings – HLM analyses showed strong moderating effects of both group cohesiveness and group size. The findings show that group characteristics strongly affect the nature and direction of the relationship between the examined determinants and...
TL;DR: In this article, the authors analyzed the content of 1,768 job advertisements published in two national and two regional Dutch-speaking magazines in Belgium and found that intrinsic and prestige values are more intensively reported in job ads from the profit sector, whereas altruistic and extri...
Abstract: Purpose – This paper aims to use the signaling theory and the person‐organization fit framework as a rationale to study value‐related information prospective applicants receive from employers through the communication in job ads.Design/methodology/approach – The authors analyzed the content of 1,768 job advertisements published in two national and two regional Dutch‐speaking magazines in Belgium. Four independent judges coded all information in the offer section and categorized it into five content categories adopted from Lyons and colleagues. Since important sectoral distinctions exist in terms of structural‐operational as well as value‐related characteristics, this study examines how profit and nonprofit organizations portray themselves in the offer section of the job advertisements they send out.Findings – Generally inconsistent with the authors' assumptions, the results show that intrinsic and prestige values are more intensively reported in job ads from the profit sector, whereas altruistic and extri...
TL;DR: In this article, a theoretical model is developed to analyze how different intermediate strategic variables related to knowledge (combinative capabilities and absorptive capacity) and strategic flexibility influence the relation between CEOs' social networks and organizational performance.
Abstract: Purpose – This study seeks to analyze theoretically and empirically how different intermediate strategic variables related to knowledge (combinative capabilities and absorptive capacity) and strategic flexibility influence the relation between CEOs' social networks and organizational performance. To date, very little research has analyzed the direct and indirect relationships between these variables.Design/methodology/approach – Based on the literature, a theoretical model is developed that shows the interrelations between these variables. The methodology used was LISREL analysis. The model is then tested using data from 203 Spanish organizations.Findings – This investigation shows the influence of CEOs' social networks (larger networks with strong ties) and capabilities (combinative capabilities and absorptive capacity) on the level of strategic flexibility. It then shows the influence of their strategic flexibility level on organizational performance. It adds theoretical and empirical arguments to the i...
TL;DR: In this article, the authors explore the relationship between workplace boredom and voluntary work behavior and explore how employees cope with boredom and find ways to increase stimulation when feeling bored and how such enhancement strategies have both harmful and helpful effects on organizations.
Abstract: Purpose – The purpose of this paper is to explore the relationship between workplace boredom and voluntary work behaviorDesign/methodology/approach – The author integrates multidisciplinary theory and research findings to create a process model to guide researchers and practitionersFindings – Extant literature on boredom coping and interest self‐regulation suggests that individuals often find ways to increase stimulation when feeling bored This paper discusses how such interest enhancement strategies have both harmful and helpful effects on organizationsOriginality/value – This paper explores situational characteristics and individual differences that moderate boredom's effects on counterproductive work behavior and organizational citizenship behavior A model with testable propositions is provided Understanding how employees cope with boredom may lead to new insights for increasing motivation and productivity
TL;DR: In this paper, the authors used a cross-level design to conduct a questionnaire survey to determine whether personal assets or organizational investments from an intellectual capital perspective have an influence on employee commitment in the Taiwanese cultural creative industries.
Abstract: Purpose – The purpose of this study is to determine whether personal assets or organizational investments from an intellectual capital perspective have an influence on employee commitment in the Taiwanese cultural creative industries.Design/methodology/approach – This study used a cross‐level design to conduct a questionnaire survey. The research variables covered two levels: individual level (personal human capital and organizational commitment); and organizational level (organizational intellectual capital). The authors contacted 39 small and medium‐sized enterprises (SMEs) in Taiwan's cultural creative industries, requesting their participation in the study, and 27 managers and 86 employees in 27 cultural creative firms provided research information. The response rate was 69 percent for managers and 44 percent for employees, respectively.Findings – The research results indicate that both personal human capital and organizational intellectual capital were antecedents of organizational commitment. For pe...
TL;DR: In this article, the relationship between human capital and team performance was examined with a sample of 230 National Collegiate Athletic Association (NCAA) men's basketball teams in the 2006-2007 season.
Abstract: Purpose – This study aims to directly examine the relationships between various aspects of human capital and relationship stability (overlapping tenure) and team performance. Additionally, this study aims to contribute to strategic human resource management and human capital research by placing an emphasis on human resources (i.e. people) and their influence on performance.Design/methodology/approach – The direct and interaction effects of human capital and overlapping tenure on performance are examined with a sample of 230 National Collegiate Athletic Association (NCAA) men's basketball teams in the 2006‐2007 season. A third party measure of basketball players' human capital is aggregated to the team level to examine its relationship with team performance. Additionally, the human capital of the head coach of each team and its relationship with team performance is examined. Relationship stability is assessed by measuring overlapping tenure, which is defined as the amount of time individuals have worked to...
TL;DR: In this article, the authors extended the work of Metz and Harzing on women's representation in the editorial boards of 57 management journals from 1989 to 2004 by focusing on the development of gender diversity in editorial board membership over time.
Abstract: Purpose – This study aims to update knowledge of women's representation on the boards of scholarly management journals with a longitudinal analysis of the same over two decades.Design/methodology/approach – This study extends the work of Metz and Harzing on women's representation in the editorial boards of 57 management journals from 1989 to 2004 by focusing on the development of gender diversity in editorial board membership over time. The authors first add another time period (2005‐2009) to Metz and Harzing's data. They then add empirical richness by conducting a more fine‐grained analysis of women's representation at the various editorial board levels over time. In addition, this study analyses the development of female editorial board memberships over time for five management fields, journals of four different ranks, and two geographic regions. As a result, this study examines women's representation in the editorial boards of 57 management journals over a period of 20 years (from 1989 to 2009).Finding...
TL;DR: In this article, the authors proposed that commitment-focused HR attributions are positively and control-focused attributions negatively related to the affective commitment to the client organization, through the expressiveness of an employee's commitment to an outsourcing company.
Abstract: Purpose – Outsourced information technology (IT) workers establish two different employment relationships: one with the outsourcing company that hires them and another with the client organization where they work daily. The attitudes that an employee has towards both organisations may be influenced by the interpretations or attributions that employees make about the reasons behind the human resource (HR) management practices implemented by the outsourcing company. This paper aims to propose that commitment‐focused HR attributions are positively and control‐focused HR attributions are negatively related to the affective commitment to the client organization, through the affective commitment to the outsourcing company.Design/methodology/approach – These hypotheses were tested with a sample of 158 highly skilled outsourced employees from the IT sector. Data were analyzed with structural equation modeling (SEM).Findings – The paper's hypotheses were supported. It can conclude that, if an employee interprets t...
TL;DR: In this paper, the authors analyze how personal development training influences managers' identity processes, taking an interpretive-critical approach, and propose a method to analyze the influence of personal development on identity processes.
Abstract: Purpose – The article aims to analyze how personal development training influences managers’ identity processes.Design/methodology/approach – The article, taking an interpretive-critical approach, ...
TL;DR: In this paper, a measure for the performance of human resource shared service providers (HR SSPs) is proposed, referring to the ratio between use value and exchange value, that together reflect both transactional and transformational HR value.
Abstract: Purpose – The purpose of this paper is to derive a measure for the performance of human resource shared service providers (HR SSPs) and then to develop a theoretical framework that conceptualises their performance.
Design/methodology/approach – This conceptual paper starts from the HR shared services argument and integrates this with the knowledge-based view of the firm and the concept of intellectual capital.
Findings – We recommend measuring HR SSP performance as HR value, referring to the ratio between use value and exchange value, that together reflect both transactional and transformational HR value. We argue that transactional HR value directly flows from the organisational capital in HR SSPs, whereas human and social capitals enable them to leverage their organisational capital for HR value creation. We argue that the human capital of HR SSPs has a direct effect on transformational HR value creation, while their social and organisational capitals positively moderate this relationship.
Originality/value – The suggested measure paves the way for operationalising and measuring the performance of HR shared services providers. This paper offers testable propositions for the relationships between intellectual capital and the performance of HR shared service providers. These contributions could assist future research to move beyond the descriptive nature that characterises the existing literature.
TL;DR: In this article, the authors examined the effectiveness of three types of diversity policies in improving the numerical representation of ethnic minorities in organizations: the assignment of responsibility for the policy within the organization, tie-break preferential treatment, and the formulation of target figures.
Abstract: Purpose – This study aims to examine the effectiveness of three types of diversity policies in improving the numerical representation of ethnic minorities in organizations: the assignment of responsibility for the policy within the organization, tiebreak preferential treatment, i.e. selecting the ethnic minority candidate if the best applicants are equally qualified, and the formulation of target figures.Design/methodology/approach – The dataset consists of 8,283 official reports of Dutch work organizations filed in 2001 and 2002 to comply with the Act Stimulation Labor Participation Minorities (Wet SAMEN). The research is embedded in the broader literature on the underlying motivations for diversity policies and on their potential “symbolic” character.Findings – The analysis suggests that the three diversity policies and ethnic minority representation are correlated. However, the policies do not impact ethnic minority participation rates in the short run.Research limitations/implications – Future researc...
TL;DR: In this article, the authors explore how understanding the challenges faced by companies' attempts to create competitive advantage through their human resources and HRM practices can be enhanced by insights into the concept of strategic groups within industries.
Abstract: Purpose – This article aims to explore how understanding the challenges faced by companies' attempts to create competitive advantage through their human resources and HRM practices can be enhanced by insights into the concept of strategic groups within industries. Based within the international hotel industry, this study identifies how strategic groups emerge in the analysis of HRM practices and approaches. It sheds light on the value of strategic groups as a way of readdressing the focus on firm and industry level analyses.Design/methodology/approach – Senior human resource executives and their teams across eight international hotel companies (IHCs) were interviewed in corporate and regional headquarters, with observations and the collection of company documentation complementing the interviews.Findings – The findings demonstrate that strategic groups emerge from analysis of the HRM practices and strategies used to develop hotel general managers (HGMs) as strategic human resources in the international ho...
TL;DR: In this paper, the authors explored the relationship between external pressures and the adoption of employee performance management systems within academic units of Flemish higher education institutions and found that academic units imitate their legitimacy-based reference group and legitimacy-driven imitation.
Abstract: Purpose - This paper aims to explore the relationship between external pressures and the adoption of employee performance management systems within academic units of Flemish higher education institutions. The literature on contextually based HRM and institutionalism is used to underpin the theoretical propositions. Design/methodology/approach - A comparative case study is described to provide evidence for the theoretical arguments. Findings - It has been suggested that academic units face a set of external pressures, which leads to different employee performance management systems. This study finds that academic units imitate their legitimacy-based reference group and legitimacy-driven imitation and the adoption of external employee performance management requirements distort the alignment of employee performance management systems. Research limitations/implications - Future research could formally test the relationship between external drivers and the adoption of strategic and integrated employee performance management systems in academic units by using a survey questionnaire. Originality/value - This theoretical argumentation uses contextually-based human resource theory and it is explored empirically through an analysis of the specific context of Flemish academic units to explain how institutional and market pressures affect the adoption and configuration of employee performance management systems.
TL;DR: In this article, the authors examined the influence of job characteristics on feedback-seeking behavior and found that three of the seven job dimensions significantly impacted feedbackseeking behaviour and explained 11.3 percent of the variance.
Abstract: Purpose – The aim of this paper is to examine the influence of job characteristics on feedback‐seeking behaviour. In particular, this study focuses on the job dimensions of the job characteristics model (JCM).Design/methodology/approach – A survey was completed by 113 full‐time employees from various industries.Findings – Three of the seven job dimensions significantly impacted feedback‐seeking behaviour and explained 11.3 percent of the variance. Feedback‐seeking behaviour was increased by feedback from agents, decreased by task identity and autonomy, and unaffected by skill variety, task significance, feedback from the job, and feedback from others.Practical implications – The way jobs are designed may impact how frequently people seek feedback about their performance. Organizations should consider these relationships in promoting feedback‐seeking behaviour in the workplace and in carrying out job redesign efforts.Originality/value – By considering job characteristics, this study increases the knowledge...
TL;DR: In this article, a cross-sectional self-report questionnaire study of 2,733 Belgian bank employees working in six specific jobs and four specific organisations was conducted to understand the shared variance in job satisfaction at the group level of jobs within organisations.
Abstract: Purpose – This paper aims to contribute to the understanding of group level differences in job satisfaction. Specifically, the authors seek to understand the shared variance in job satisfaction at the group level of jobs within organisations, in a particular industrial sector. To explain differences in job satisfaction between groups, the authors examine the role of job characteristics, particularly as these are defined within the job‐demand‐control‐support model.Design/methodology/approach – The paper presents the results of a cross‐sectional self‐report questionnaire study of 2,733 Belgian bank employees working in six specific jobs and four specific organisations. Research hypotheses are tested using multilevel analyses.Findings – There are substantial and reliable between‐group differences in job satisfaction within the banking sector. These effects are partially explained by job characteristics from the JDCS model at the individual level. At the aggregated level, only decision authority is statistica...
TL;DR: In this paper, the authors compared the Spanish and Italian early work retirement (EWR) models in a sample comprising individuals from both countries based on the level of voluntariness involved in labour market exit, psychosocial outcomes, perceived consequences, socio-demographic variables and motivation.
Abstract: Purpose – The aim of this study is to compare the Spanish and Italian early work retirement (EWR) models in a sample comprising individuals from both countries based on the level of voluntariness involved in labour market exit, psychosocial outcomes, perceived consequences, socio‐demographic variables and motivation.Design/methodology/approach – The authors used a cluster analysis approach to carry out a cross‐sectional study based on a total sample of 1,131 early retirees (605 Spaniards and 526 Italians) drawn from different industries.Findings – In the Spanish but not in the Italian case, EWR was predominantly perceived as forced. K‐means cluster analysis identified four groups of early retirees in both countries based on perceived outcomes of EWR. Two of these clusters represent extreme positive and negative assessments of early retirement consequences, while the remaining two reflect intermediate positions.Research limitations/implications – These results show that the involuntary Spanish EWR model is...