Showing papers in "Personnel Review in 2015"
TL;DR: In this paper, the authors investigate whether work values vary across different life and career stages in a sample of Canadian Millennials, and find that the importance of work values shift with age.
Abstract: Purpose – The purpose of this paper is to investigate whether work values vary across different life and career stages in a sample of Millennials. Design/methodology/approach – The sample for this study was comprised of 906 Canadian Millennials (born between 1980 and 1994). Findings – Pre-career and working Millennials varied in terms of the importance they placed on five work values – interesting work, achievement, good co-workers, doing work that helped people and salary – although these differences were small in magnitude. This suggests that Millennials’ work values are relatively stable as they grow older and gain work experience. Research limitations/implications – A large body of research citing generational differences relies upon cross-sectional studies which compares different generations of individuals at different life stages, thus making it impossible to disentangle whether the differences are a result of generational or life-cycle effects. The findings that the importance of work values shift...
146 citations
TL;DR: In this article, the authors examined the relationship between employees' perceptions of high-involvement human resource practices, their levels of work engagement and learning goal orientation, and their proactive behaviors.
Abstract: Purpose – The purpose of this paper is to examine the relationships between employees’ perceptions of high-involvement human resource (HR) practices, their levels of work engagement and learning goal orientation, and their proactive behaviors. Design/methodology/approach – The sample of the study included 240 employees who work in Istanbul, Turkey, chosen from the major industries that represent the economic profile of this city. The hypotheses were tested with structural equation modeling procedure. Findings – The results revealed that apart from perceived recognition, all the perceived high-involvement HR practices were positively related to employees’ work engagement, which in turn predicted their learning goal orientation. Besides, the results indicated that work engagement affected both individual innovation and feedback inquiry significantly, whereas learning goal orientation predicted only feedback inquiry. Finally, the findings revealed that only perceived empowerment and competency development pr...
86 citations
TL;DR: In this article, the authors explored the role of specific human resource management practices in the implementation of environmental initiatives in terms of their impact on employee attitudes to the organization and to its environmental programme.
Abstract: Purpose – The purpose of this paper is to explore the role of specific human resource management (HRM) practices in the implementation of environmental initiatives in terms of their impact on employee attitudes to the organization and to its environmental programme. Design/methodology/approach – The study used a mixed method approach comprising a survey of 675 employees and 16 semi-structured interviews undertaken across two organizations. Findings – Survey data, analysed using path analysis, showed that participation in environmental initiatives is directly associated with higher levels of employee engagement with the organization, higher rating of their organization’s environmental performance, and lower intention to quit. The qualitative study supports the quantitative data, also highlighting other aspects of environmental initiatives that may affect employee attitudes. Research limitations/implications – Future study should either collect longitudinal data or rely on data collected from two waves of d...
77 citations
TL;DR: In this paper, the effects of diversity management on the extent employees feel their organizational environment is inclusive and on their attitudes and behaviour, are expected to be dependent on how diversity management is perceived by non-native and native Dutch employees in the organization.
Abstract: Purpose – The purpose of this paper is to examine if and how diversity management outcomes differ across non-native and native Dutch groups within public sector organizations. The effects of diversity management on the extent employees feel their organizational environment is inclusive and on their attitudes and behaviour, are expected to be dependent on how diversity management is perceived by non-native and native Dutch employees in the organization. Drawing on social exchange theory, the authors expect that employees who positively value diversity management practices will reciprocate through showing attitudes and behaviours that are valued by the organization. Since social exchange refers to a social relationship between the employee and the organization that goes beyond the formal contract alone, the authors analyse affective commitment and organizational citizenship behaviour (OCB) as employee outcomes. Design/methodology/approach – The authors analyse data from a quantitative survey of a sample of ...
75 citations
TL;DR: In this article, the authors explored the relationship between perceived organizational support and job satisfaction on the effectiveness of transfer of training in the workplace and found that job satisfaction mediates the relationships between POS and transfer.
Abstract: Purpose – The role of perceived organizational support (POS) and job satisfaction on the effectiveness of transfer of training in the workplace has begun to receive attention among recent studies. However, there is still limited understanding of how these factors may work together to affect the transfer of training. The purpose of this paper is to address this gap by exploring the relationship between POS, job satisfaction and transfer of training. Design/methodology/approach – The data of this study have been collected from a group of employees, and their supervisors through survey. The data were analyzed using structural equation modeling. Findings – The findings reveal that job satisfaction mediates the relationship between POS and transfer of training. Originality/value – This study suggests that POS can improve employees’ job satisfaction, which in turn increase transfer of training in the workplace. The significant relationship between the factors (POS – job satisfaction – transfer of training) is a...
72 citations
TL;DR: In this paper, the authors examined the relationship between electronic monitoring and surveillance (EMS) practices and trust in management in the workplace and found that EMS has a negative relationship with trust in managers.
Abstract: Purpose – Electronic monitoring and surveillance (EMS) practices provide new challenges in the workplace. The purpose of this paper is to examine the relationship between EMS in the workplace on employees’ trust in management. Design/methodology/approach – This paper is based upon data from the 2012 Australian Electronic Workplace Survey of 500 randomly sampled employees. Controlling for a range of personal, job and workplace characteristics, the data were analysed using OLS and ordered probit regression. Findings – The regression analyses identified that EMS has, on average, a negative relationship with trust in management. The authors further differentiated the sample to examine the potential impact of EMS on trust between manual and non-manual employees. The study found the relationship between EMS and trust in management was only evident for manual workers. Research limitations/implications – Future research should investigate the extent to which employee attitudes, commitment and engagement are impac...
71 citations
TL;DR: In this paper, the authors contribute to the development of a broader, multi-dimensional approach to talent that helps scholars and practitioners to fully understand the nuances and complexity of talent in the organizational context.
Abstract: Purpose – The purpose of this paper is to contribute to the development of a broader, multi-dimensional approach to talent that helps scholars and practitioners to fully understand the nuances and complexity of talent in the organizational context. Design/methodology/approach – The data were collected in two complementary research projects on the definition and identification of talented academics in the early stages of their careers. The first study focussed on defining and developing talent within university departments, in which the perspectives of management, policy advisors and talented employees themselves were taken into account. The second study investigated talent selection in the specific context of grant allocation by the Dutch Research Council (NWO). Findings – The results suggest that the conceptualization of talent cannot be disconnected from its context. In particular, the perceptions of the different stakeholder groups in an organizational context have a major impact. Although talent is ge...
70 citations
TL;DR: In this paper, the authors investigate the moderating role of employees' willingness to invest in training and development and willingness for mobility on the relationship between human resource (HR) management practices and employability.
Abstract: Purpose – The purpose of this paper is to investigate the moderating role of employees’ willingness to invest in training and development and willingness for mobility on the relationship between human resource (HR) management practices and employability. As such, the study takes an interactionist perspective, building on human capital theory and social exchange theory. Investigating possible interaction effects is highly relevant as little is known yet on how organizational efforts (i.e. policies and activities) and individual effort of employees might strengthen each other in their aim of enhancing employability. Design/methodology/approach – Analyses were based on a sample of 1,346 respondents from 91 primary school locations in the Netherlands. Hypotheses were tested using regression analyses controlling for nesting of the data. Findings – The results indicate that HR activities and employees’ willingness are positively related to employability. Furthermore, only employees’ willingness for mobility str...
66 citations
TL;DR: The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other and this relationship was buffered by affectives occupational commitment.
Abstract: Purpose – The purpose of this paper is to draw meaningful relationship between two foci of commitment (i.e. affective organizational and affective occupational) and two types of turnover intentions (i.e. organizational and occupational turnover intention). Design/methodology/approach – Using random sampling approach, the authors collected data from both academic and support staff of a Dutch university. An online questionnaire was developed and sent through electronic mail to 752 of the total employees. A total of 153 employees responded; yielding approximately 21 percent response rate. Findings – The results revealed that affective organizational commitment and affective occupational commitment were positively related to each other. Affective organizational commitment was negatively related to organizational turnover intention and this relationship was buffered by affective occupational commitment. Affective occupational commitment was negatively related both to occupational and organizational turnover in...
63 citations
TL;DR: In this paper, the authors investigate moderated mediated relationships involving breach, organizational (procedural and interactional) justice and emotional well-being in an automobile-parts company in Malta.
Abstract: Purpose – Psychological contract breach, which represents instances when organizations fail to fulfil their side of the employment bargain, has been associated with salient concepts in strategic human resources management. The purpose of this paper is to investigate moderated mediated relationships involving breach, organizational (procedural and interactional) justice and emotional well-being. Design/methodology/approach – The study draws upon quantitative data collected by means of a questionnaire that was administered to 620 full-time technical and shop-floor employees in an automobile-parts company in Malta. The questionnaire included psychometrically validated scales on breach, justice and well-being. Findings – Breach partially mediated the relationship between justice and well-being while justice levels did not differentiate this mediating effect except for interactional justice. Finally, the interaction between procedural and interactional justice failed to explain the mediating role of breach ove...
62 citations
TL;DR: This paper explored the interrelation between language differences, media choice and social categorization in global virtual teams (GVTs) and found that the combination of language proficiency differences and verbal media (e.g. telephone) tends to lead to social categorisation, while a similar effect was not found when GVT members chose written media.
Abstract: Purpose – The purpose of this paper is to explore the interrelation between language differences, media choice and social categorization in global virtual teams (GVTs). Design/methodology/approach – An ethnographic field work was conducted in a Finnish multinational corporation (MNC). The study included interviews, observations, and language proficiency assessment of 27 GVT members located in five European countries. Findings – In GVTs, the combination of language proficiency differences and verbal media (e.g. telephone) tends to lead to social categorization, while a similar effect was not found when GVT members chose written media (e.g. e-mail). Research limitations/implications – The qualitative study only consisted of GVTs from one MNC, and thus the empirical findings might not be generalizable to other MNCs. Therefore, quantitative studies that can add to the robustness of the exploratory findings could be a worthwhile endeavour. Practical implications – Language training should be provided to GVT me...
TL;DR: In this paper, the impact of organisational climate as a mediating mechanism between human resource practices and employee outcomes is investigated at two distinct levels of analysis: macro management-based and employee-based surveys.
Abstract: Purpose – The purpose of this paper is to test the relationship between human resource practices (HRP) and employee outcomes at two distinct levels of analysis. While significant evidence exists as to the occurrence of a relationship, the mechanisms and process through which this happens remain largely unexplored. This paper aims to test the impact of organisational climate (OC) as a mediating mechanism between HRP and employees’ outcomes as the expected routed to organisational performance. Design/methodology/approach – The paper uses two related surveys to test the research propositions at two different levels. First a macro management-based survey of multiple top performing organisations provides the basis for locating a suitable case organisation to test the same propositions using an employee-based survey. Findings – The findings indicate that OC is shown to be an important and neglected mediating factor in the causal relationship between HR and employee outcomes. The findings also indicate that the ...
TL;DR: In this paper, the authors summarize and critique the existing base of knowledge of vulnerability with a particular focus on the leader-follower relationship and to open avenues for future research, identifying 49 studies that refer to vulnerability when studying trust at the interpersonal level.
Abstract: Purpose – Vulnerability is a concept that lies at the core of the most prevalent academic trust definitions. Accordingly, a vast amount of scholars refers to vulnerability when studying trust. Surprisingly, there is almost no conceptual nor empirical work explicitly directed at understanding vulnerability itself. The purpose of this paper is to summarize and critique the existing base of knowledge of vulnerability with a particular focus on the leader-follower relationship and to open avenues for future research. Design/methodology/approach – In the process of a very systematic literature search, the authors identified 49 studies that refer to vulnerability when studying trust at the interpersonal level. The authors coded the literature into conceptualizations, antecedents and consequences of vulnerability – with a particular focus on the leader-follower relationship. Findings – The authors introduce a theoretical framework which allows the authors to structure the rather fuzzy discussed concept of vulner...
TL;DR: In this paper, the authors examine how employers define overqualification and mismatched qualification and whether they are willing to hire applicants whose educational and work experience credentials do not match job requirements.
Abstract: Purpose – The purpose of this paper is to examine how employers define overqualification and mismatched qualification and whether they are willing to hire applicants whose educational and work experience credentials do not match job requirements. Design/methodology/approach – This paper draws from qualitative interview data from 24 hiring managers across a wide range of US public sector and private industries. Data were analyzed and coded to identify themes related to managers’ perceptions of overqualification, matched, and mismatched qualification, and how these were related to selection decisions. A typology is proposed for categorizing applicant qualification levels and their potential human resource outcomes such as hiring decisions. Findings – Hiring managers report that they are willing to interview and hire individuals whose education or experience exceed a job’s requirements as well as applicants with less than required education, but only if they possess sufficient compensatory experience. Resear...
TL;DR: In this article, the authors investigate whether the generally positive impact of transformational leadership on organizational commitment in large organizations can be extended to small and medium-sized businesses (SMEs) in the manufacturing and service industry.
Abstract: Purpose – The purpose of this paper is to investigate whether the generally positive impact of transformational leadership on organizational commitment in large organizations can be extended to small- and medium-sized businesses (SMEs) in the manufacturing and service industry. The authors investigate the possible moderator effects of a participative and directive leadership style. Design/methodology/approach – The collected data from 588 employees who rated 93 supervisors within 35 Dutch SMEs in both manufacturing and service industry. The authors analyse the nested data by means of multilevel modelling. Findings – Transformational leadership, defined as visionary leadership and development stimulation, was positively related to organizational commitment for service SMEs, but not for manufacturing SMEs. While a participative leadership style did not moderate the relationship between transformational leadership and organizational commitment in either industry, a directive leadership style strengthened the...
TL;DR: In this paper, the authors investigate the impact of perceived external prestige on turnover intentions among retail employees in India and explore the mediating effect of affective commitment on the relationship between external prestige and turnover intentions.
Abstract: Purpose – The purpose of this paper is to investigate the impact of perceived external prestige on turnover intentions among retail employees in India. Moreover, this study aims to explore the mediating effect of affective commitment on the relationship between perceived external prestige and turnover intentions. Design/methodology/approach – This study is quantitative in nature. The data for the present study were collected from 186 employees working in various retail stores. Existing, established scales were used to measure the research constructs. Findings – The results of the study indicate a negative relationship between perceived external prestige and turnover intentions. A negative relationship was observed between affective commitment and turnover intentions. Moreover, affective commitment was observed to partially mediate the relationship between perceived external prestige and turnover intentions. Practical implications – This study provides valuable insights into understanding the significance ...
TL;DR: Wang et al. as mentioned in this paper examined how high-performance HR practices and person-organization fit (P-O fit) affect general human capital and turnover intention in 31 Taiwanese high-technology companies.
Abstract: Purpose – The purpose of this paper is to examine how high-performance HR practices and person-organization fit (P-O fit) affect general human capital and turnover intention. The author introduce and test a multilevel model to measure the relationship. Design/methodology/approach – A longitudinal research study was conducted using survey data collected from 456 engineers and their immediate supervisors in 31 Taiwanese high-technology companies. Findings – The findings show: first, general human capital can positively predict turnover intention. Second, the P-O fit moderates the positive relationship between general human capital and turnover intention since the stronger the P-O fit, the weaker this relationship. Third, the P-O fit can negatively predict turnover intention. Fourth, high-performance HR practices are positively related to general human capital and weaken the relationship between general human capital and turnover intention. Practical implications – Companies should ensure employees are a goo...
TL;DR: In this paper, the authors investigate the relationships among role stressors, social support, and employee deviance, and find that role conflict had a positive relationship with both organisational and interpersonal deviance.
Abstract: Purpose – The purpose of this paper is to investigate the relationships among role stressors, social support, and employee deviance. Specifically, this study explores the relationships of role stressors (i.e. role conflict, role ambiguity, and role overload) to interpersonal and organisational employee deviance. Furthermore, this study examines the moderating role of social support (from supervisors and coworkers) on the above relationships. Design/methodology/approach – Data were collected from 326 paired samples of sales and customer service employees as well as their immediate supervisors in Taiwan. Findings – Role conflict had a positive relationship with both organisational and interpersonal deviance. Role ambiguity was positively, while role overload was negatively related to organisational deviance, respectively. Role ambiguity was more strongly related to organisational than to interpersonal deviance. Coworker support had a significant moderating effect on the role overload – interpersonal devianc...
TL;DR: In this article, the authors investigate dimensions of employee silence in Indian work context with regard to the supervisors and how job satisfaction mediates the relationship between silence and turnover intention, and explore the relevance of superior-subordinate relationship and self-image maintenance perspectives in Indian socio-cultural context to explain and understand the phenomenon of silence in India.
Abstract: Purpose – The purpose of this paper is to investigate dimensions of employee silence in Indian work context with regard to the supervisors and how job satisfaction mediates the relationship between silence and turnover intention. The study also explores the relevance of superior-subordinate relationship and self-image maintenance perspectives in Indian socio-cultural context to explain and understand the phenomenon of silence in India. Design/methodology/approach – Qualitative (n=55) and quantitative data (n=334, n=314 and n=116) were collected from employees working in private, public and multinational organizations located in northern part of India. Exploratory and confirmatory factor analyses were performed to explore and validate the dimensions of silence behavior among Indian managers and structural equation analysis was carried out to see the meditating role of job satisfaction in the relationship of silence and turnover intention. Findings – Results have indicated the existence of four major dimens...
TL;DR: In this paper, the authors examined the factors influencing the decision of managers to work in the nonprofit sector and how these choices are shaped by intrinsic and extrinsic motivations, and examined the impact of job choice motivation on social, community and professional outcomes.
Abstract: – The purpose of this paper is to examine the factors influencing the decision of managers to work in the nonprofit sector and how these choices are shaped by intrinsic and extrinsic motivations. Additionally, this research examines the impact of job choice motivation on social, community and professional outcomes and the unique characteristics of managers in the nonprofit sector. , – This research employed data from the National Administrative Studies Project (NASP-III) survey, which measured the mid- and upper-level managers working in nonprofit organizations in Illinois and Georgia. The survey measured the manager’s perceptions of various organizational issues, including work motivation, mentoring and communication, career histories, hiring practices, and organizational cultures and structures. The data were then analyzed using a hierarchical regression model. , – The findings of this research support the idea that intrinsic motivation is an important aspect of job choice motivation for individuals in the nonprofit workforce. In addition, the findings suggest other characteristics, including policies that enhance work life balance (WLB), advancement, and job security, are important to understand the job choice motivations of nonprofit managers. This research also found not all types of nonprofit agencies attract similarly motivated individuals, or lead to equivalent community outcomes. , – The organizations represented in the NASP III sample included more membership and professional associations than the overall nonprofit sector. This over representation partially limits the generalizability of these findings but it also allows the research to more thoroughly understand this unique subset of organizations that serve predominantly the narrow interests of their members. , – This research highlights the advantage nonprofit employers have over other organizations in terms of using intrinsic motivations to attract employees. However, the findings also suggest nonprofit organizations need to focus on human resource (HR) strategies including policies that enhance WLB, advancement, and job security to compete with other employers for talent. Finally, the research also suggests the need to tailor HR strategies to groups of nonprofit employees based upon important employee characteristics such as gender, job type, and prior career experience. , – This study extends a well-developed body of knowledge on motivations and selection of career paths to individuals working in the nonprofit sector. It also suggests variations among employees and organizations matter in terms of the type of individuals attracted to particular career path in nonprofits. Additionally, this research suggests future research needs to include more nuanced examinations of the differences which exist among organizations in the nonprofit sector rather than simply focussing upon similarities across the most prevalent types of nonprofit organizations.
TL;DR: In this article, the authors examined the relationship between HRM practices and the retirement decision of older workers with a low occupational status in the creative industry in the Netherlands using social identity theory.
Abstract: Purpose – The purpose of this paper is to examine the perception of HRM practices and the retirement decision of older workers with a low occupational status in the creative industry in the Netherlands using social identity theory. Design/methodology/approach – In total, 30 semi-structured in-depth interviews were conducted by telephone. The sample consisted of workers with a low occupational status, aged 50 or above, in the creative industry in the Netherlands, all member of the trade union of this industry. Findings – The relationship between HRM practices and retirement decisions is complex and contradictory. In line with social identity theory, it was found that HRM practices designed for older workers were perceived as a stamp that they belonged to a devalued social group. However, they do want organizations to accommodate their needs, but in a way that they do not feel to require special attention. Originality/value – The findings show that older workers want organizations to adapt the workplace to ...
TL;DR: In this paper, the authors test the relationship between employee satisfaction and organizational performance; this later measured with three firm-level performance outcomes (return over assets, operating margin, and revenue per employee).
Abstract: Purpose – Employee satisfaction appears in any discussion about how employees can contribute to organizational performance. The purpose of this paper is to test the relationship between employee satisfaction and organizational performance; this later measured with three firm-level performance outcomes (return over assets, operating margin, and revenue per employee). Design/methodology/approach – At different times and from two independent sources the authors obtained firms’ data about worker attitudes and financial and productivity performance, respectively. The analyzed sample of 475 firms is the biggest among the studies that analyze performance and employee satisfaction at the firm level. The impact of employee satisfaction over firm performance was assessed. Findings – Overall satisfaction and satisfaction with senior leadership, compensation, and work/life balance, respectively impact firm performance. Research limitations/implications – The ratings come from both employees and ex-employees and the i...
TL;DR: In this paper, the authors used survey results from 102 expatriate academics in Singapore to study the relation between job engagement and expat academic work outcomes and found that different dimensions of job engagement have different relationships with work outcomes.
Abstract: Purpose – Job engagement has attracted much attention recently. However, very little research distinguishes between how the context may affect different engagement dimensions differently. Based on a theory of resource exhaustion, the purpose of this paper is to focus on a cognitively demanding work context in order to explore variations in effect of different engagement dimension and different expatriate work outcomes. Design/methodology/approach – The authors use survey results from 102 expatriate academics in Singapore to study the relations between job engagement and expatriate work outcomes. Contrary to most studies, the authors examine physical, emotional, and cognitive engagement separately. Findings – The authors found that for expatriate academics, the different dimensions of job engagement have different relationships with work outcomes such that physical engagement and emotional engagement are positively associated with various work outcomes while cognitive engagement is negatively related or no...
TL;DR: Li et al. as discussed by the authors investigated whether subordinate perceptions of role clarity in their job role influence the relationship between ethical leadership and subordinate work behaviors and found that in contexts where subordi...
Abstract: Purpose – Although there is growing research on the relationship between ethical leadership and subordinate work behaviors, limited research has examined the boundary conditions under which ethical leadership is more or less effective. The purpose of this paper is to investigate whether subordinate perceptions of role clarity in their job role influence the relationship between ethical leadership and subordinate work behaviors. Drawing on both social exchange and social learning theories, the authors predict that in contexts where subordinates perceive low levels of role clarity, the relationship between ethical leadership behavior and subordinate helping and deviant behaviors will be weaker. Design/methodology/approach – In total, 239 employees in the Chinese public sector completed surveys across three separate time points. Confirmatory factor analysis and hierarchical regression analysis were used to analyze the data. Findings – Analyses provided support for the hypothesized relationships. When subordi...
TL;DR: This paper explored the impact of three components of the psychological contract (i.e., obligations, fulfillment and breach) and the individual characteristic negative affectivity (NA) onto three key outcomes, namely, job satisfaction, organizational identification and psychological distress.
Abstract: Purpose – The purpose of this paper is to explore the impact of three components of the psychological contract (i.e. obligations, fulfillment and breach) and the individual characteristic negative affectivity (NA) onto three key outcomes, namely, job satisfaction, organizational identification and psychological distress. Design/methodology/approach – Questionnaires were completed by 222 Australian nurses and midwives from a medium-sized metropolitan Australian hospital. The response rate for the study was 39 percent. Findings – Structural equation modeling revealed that perceptions of psychological contract fulfillment were positively linked to organizational identification and job satisfaction, while psychological contract breach was negatively linked to these outcomes. NA was negatively linked to job satisfaction and positively linked to psychological distress. Psychological contract obligations were not associated with any of the employee outcomes. Research limitations/implications – Psychological cont...
TL;DR: In this article, the authors take a critical look at the existing debate on leadership development in Africa and explore several relevant options for a more pragmatic approach to leadership capacity building in contemporary African organisations.
Abstract: Purpose – The subject of leadership in Africa is an increasingly pertinent one that has been approached from various stand-points. Mainstream theoretical perspectives have shaped contemporary learning interventions on the continent, but are increasingly challenged by African renaissance views that critique this approach as a form of western ideological hegemony and an extension of the colonial project. However, alongside this debate, the issue of how to effectively address the issue of leadership “under-development” in African organisations remains salient. Moving beyond renaissance criticisms of western hegemonic thought formations, the purpose of this paper is to broaden the discourse by exploring several relevant options for a more pragmatic approach to leadership capacity building in contemporary African organisations. Design/methodology/approach – This is a conceptual paper that takes a critical look at the existing debate on leadership development in Africa. In this, it examines two separate existin...
TL;DR: In this article, the type of contract with the agency moderates these relationships, specifically that permanent TAWs present a stronger relationship between perceived organizational support (POS) and affective organizational commitment (AOC) toward the agency and, to the contrary, temporary workers show a greater relationship between POS and AOC toward the client.
Abstract: Purpose – Temporary agency workers (TAWs) have a double employment relationship: one with the agency that hires them with a formal contract, either temporary or permanent; and another with the client organization where they actually perform their work. As the social-exchange theory assumes that TAWs respond to the support they receive from both organizations with affective commitment toward the respective organization. The purpose of this paper is to propose that the type of contract with the agency moderates these relationships, specifically that permanent TAWs present a stronger relationship between perceived organizational support (POS) and affective organizational commitment (AOC) toward the agency and, to the contrary, that temporary TAWs show a greater relationship between POS and AOC toward the client. Design/methodology/approach – The hypotheses were tested with a sample of 522 Portuguese TAWs, of which 265 were temporaries and 257 were permanents. Data were collected with a self-report questionna...
TL;DR: In this article, the authors reveal a theoretical model of the progressive role HRPs play in bullying situations and link these roles in a temporal and situational manner, and reveal an evolving HR role that clashed with perceived target and senior management role expectations.
Abstract: Purpose – The purpose of this paper is to clarify how human resource professionals (HRPs) in the United States (US) understand their roles in bullying situations and how they perceive others (targeted employees and senior management) understand their roles. It is important to understand these role expectations as HRPs are integral actors in bullying situations and are often evaluated negatively by those in bullying situations. Design/methodology/approach – Strauss & Corbin’s grounded theory approach was used to uncover HRPs role perceptions. Narrative and respondent in-depth interviews were conducted with HRPs and revealed an evolving HR role that clashed with perceived target and senior management role expectations. Findings – This research has revealed a theoretical model of the progressive role HRPs play in bullying situations. The authors discovered HRPs play several important roles in bullying situations and they link these roles in a temporal and situational manner. They first play the role of first...
TL;DR: In this article, the authors address project management issues where another type of temporality also prevails; when external consultants on short-term contracts cooperate with the employees of the focal firm.
Abstract: Purpose – The core of project management is the management of a temporary task, often with a high degree of uniqueness. The purpose of this paper is to address project management issues where another type of temporality also prevails; when external consultants on short-term contracts cooperate with the employees of the focal firm. The research question is: do external consultants and employees, working together on a project, engage in different or similar knowledge sharing behaviors? What are the impact of autonomous motivation, organizational support and trust on knowledge sharing? Design/methodology/approach – The empirical setting of the study is subsea activities, which is part the oil and gas industry in Norway. The respondents are regular employees with a permanent contract and external consultants employed by a third party; which is the most common external work arrangement in the industry. The sample consists of employees of a focal firm, external consultants of the focal firm and external consult...
TL;DR: In this article, the relationship of work-life culture and organizational productivity was investigated and it was shown that the availability of worklife programs has an indirect effect on the productivity of workers.
Abstract: Purpose – The purpose of this paper is to test the relationship of work-life culture and organizational productivity and determine if it is mediated by the availability of work-life programs. Design/methodology/approach – Quantitative data for the study were collected using three sources: an original survey completed by managers of 195 different companies, archival data from two databases, and archival data published in three national surveys. Hypotheses were tested using path analyses. Findings – The data reveals that work-life culture has no direct effect on labor productivity but does have an indirect effect on it, through the availability of work-life programs. Research limitations/implications – One of the study’s limitations is that its design is cross-sectional. The authors suggest that future longitudinal studies examine the impact of work-life culture on organizational outcomes. Practical implications – Practitioners should note the importance of promoting a favorable work-life culture and offeri...