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Personnel Review

Issue(s) available: 269 – From Volume: 1 Issue: 1, to Volume: 49 Issue: 6

Category:

Human Resource Management

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Volume 49

  • Issue 6 2020
  • Issue 5 2020
  • Issue 4 2020
  • Issue 3 2020
  • Issue 2 2020
  • Issue 1 2020

Volume 48

  • Issue 7 2019
  • Issue 6 2019
  • Issue 5 2019
  • Issue 4 2019
  • Issue 3 2019
  • Issue 2 2019
  • Issue 1 2019

Volume 47

  • Issue 7 2018
  • Issue 6 2018
  • Issue 5 2018
  • Issue 4 2018
  • Issue 3 2018
  • Issue 2 2018
  • Issue 1 2018

Volume 46

  • Issue 8 2017
  • Issue 7 2017 Human resources and workplace innovations: practices, perspectives and paradigms
  • Issue 6 2017
  • Issue 5 2017
  • Issue 4 2017
  • Issue 3 2017
  • Issue 2 2017
  • Issue 1 2017

Volume 45

  • Issue 6 2016
  • Issue 5 2016
  • Issue 4 2016
  • Issue 3 2016
  • Issue 2 2016
  • Issue 1 2016

Volume 44

  • Issue 6 2015
  • Issue 5 2015
  • Issue 4 2015
  • Issue 3 2015 Managing People and Organisations in Africa
  • Issue 2 2015
  • Issue 1 2015

Volume 43

  • Issue 6 2014
  • Issue 5 2014
  • Issue 4 2014
  • Issue 3 2014
  • Issue 2 2014
  • Issue 1 2014

Volume 42

  • Issue 6 2013
  • Issue 5 2013
  • Issue 4 2013
  • Issue 3 2013
  • Issue 2 2013
  • Issue 1 2013

Volume 41

  • Issue 6 2012
  • Issue 5 2012
  • Issue 4 2012
  • Issue 3 2012
  • Issue 2 2012
  • Issue 1 2012

Volume 40

  • Issue 6 2011
  • Issue 5 2011 Diversity in HRM research
  • Issue 4 2011
  • Issue 3 2011
  • Issue 1 2011
  • Issue 2 2011

Volume 39

  • Issue 6 2010 Islam and human resource management
  • Issue 5 2010
  • Issue 4 2010 Diversity, issues and challenges selected papers from the International Human Resource Management Conference, June 2009
  • Issue 3 2010
  • Issue 2 2010
  • Issue 1 2010

Volume 38

  • Issue 6 2009
  • Issue 5 2009 In search of balance managing the dualities of HRM
  • Issue 4 2009
  • Issue 3 2009
  • Issue 2 2009
  • Issue 1 2009

Volume 37

  • Issue 6 2008
  • Issue 5 2008
  • Issue 4 2008
  • Issue 3 2008
  • Issue 2 2008
  • Issue 1 2008

Volume 36

  • Issue 6 2007
  • Issue 5 2007
  • Issue 4 2007
  • Issue 3 2007
  • Issue 2 2007
  • Issue 1 2007

Volume 35

  • Issue 6 2006 New directions in the HRM function
  • Issue 5 2006 Reciprocity within organizations
  • Issue 4 2006
  • Issue 3 2006
  • Issue 2 2006 Temporary work and human resources management
  • Issue 1 2006

Volume 34

  • Issue 6 2005 Employment relations and public services' modernisation under Labour
  • Issue 5 2005 STANDARD ISSUE
  • Issue 4 2005
  • Issue 3 2005
  • Issue 2 2005
  • Issue 1 2005 International experience and international development

Volume 33

  • Issue 6 2004
  • Issue 5 2004
  • Issue 4 2004
  • Issue 3 2004
  • Issue 2 2004
  • Issue 1 2004

Volume 32

  • Issue 6 2003
  • Issue 5 2003
  • Issue 4 2003
  • Issue 3 2003
  • Issue 2 2003
  • Issue 1 2003

Volume 31

  • Issue 6 2002
  • Issue 5 2002
  • Issue 4 2002
  • Issue 3 2002
  • Issue 2 2002
  • Issue 1 2002

Volume 30

  • Issue 6 2001
  • Issue 5 2001
  • Issue 4 2001
  • Issue 3 2001
  • Issue 2 2001
  • Issue 1 2001

Volume 29

  • Issue 6 2000
  • Issue 5 2000
  • Issue 4 2000
  • Issue 3 2000
  • Issue 2 2000
  • Issue 1 2000

Volume 28

  • Issue 5/6 1999
  • Issue 4 1999
  • Issue 3 1999
  • Issue 1/2 1999

Volume 27

  • Issue 6 1998
  • Issue 5 1998
  • Issue 4 1998
  • Issue 3 1998
  • Issue 2 1998
  • Issue 1 1998

Volume 26

  • Issue 6 1997
  • Issue 5 1997
  • Issue 4 1997
  • Issue 3 1997
  • Issue 1/2 1997

Volume 25

  • Issue 6 1996
  • Issue 5 1996
  • Issue 4 1996
  • Issue 3 1996
  • Issue 2 1996
  • Issue 1 1996

Volume 24

  • Issue 8 1995
  • Issue 7 1995
  • Issue 6 1995
  • Issue 4 1995
  • Issue 5 1995
  • Issue 3 1995
  • Issue 2 1995
  • Issue 1 1995

Volume 23

  • Issue 8 1994
  • Issue 7 1994
  • Issue 5 1994
  • Issue 6 1994
  • Issue 3 1994
  • Issue 4 1994
  • Issue 2 1994
  • Issue 1 1994

Volume 22

  • Issue 7 1993
  • Issue 6 1993
  • Issue 5 1993
  • Issue 4 1993
  • Issue 3 1993
  • Issue 2 1993
  • Issue 1 1993

Volume 21

  • Issue 7 1992
  • Issue 6 1992
  • Issue 5 1992
  • Issue 4 1992
  • Issue 3 1992
  • Issue 2 1992
  • Issue 1 1992

Volume 20

  • Issue 6 1991
  • Issue 5 1991
  • Issue 4 1991
  • Issue 3 1991
  • Issue 2 1991
  • Issue 1 1991

Volume 19

  • Issue 6 1990
  • Issue 5 1990
  • Issue 4 1990
  • Issue 3 1990
  • Issue 2 1990
  • Issue 1 1990

Volume 18

  • Issue 6 1989
  • Issue 5 1989
  • Issue 4 1989
  • Issue 3 1989
  • Issue 2 1989
  • Issue 1 1989

Volume 17

  • Issue 6 1988
  • Issue 5 1988
  • Issue 4 1988
  • Issue 3 1988
  • Issue 2 1988
  • Issue 1 1988

Volume 16

  • Issue 5 1987
  • Issue 4 1987
  • Issue 3 1987
  • Issue 2 1987
  • Issue 1 1987

Volume 15

  • Issue 5 1986
  • Issue 4 1986
  • Issue 3 1986
  • Issue 2 1986
  • Issue 1 1986

Volume 14

  • Issue 4 1985
  • Issue 3 1985
  • Issue 2 1985
  • Issue 1 1985

Volume 13

  • Issue 4 1984
  • Issue 3 1984
  • Issue 2 1984
  • Issue 1 1984

Volume 12

  • Issue 4 1983
  • Issue 3 1983
  • Issue 2 1983
  • Issue 1 1983

Volume 11

  • Issue 4 1982
  • Issue 3 1982
  • Issue 2 1982
  • Issue 1 1982

Volume 10

  • Issue 4 1981
  • Issue 3 1981
  • Issue 2 1981
  • Issue 1 1981

Volume 9

  • Issue 4 1980
  • Issue 3 1980
  • Issue 2 1980
  • Issue 1 1980

Volume 8

  • Issue 4 1979
  • Issue 3 1979
  • Issue 2 1979
  • Issue 1 1979

Volume 7

  • Issue 3 1978
  • Issue 2 1978
  • Issue 1 1978

Volume 6

  • Issue 4 1977
  • Issue 3 1977
  • Issue 2 1977
  • Issue 1 1977

Volume 5

  • Issue 4 1976
  • Issue 3 1976
  • Issue 2 1976
  • Issue 1 1976

Volume 4

  • Issue 4 1975
  • Issue 3 1975
  • Issue 2 1975
  • Issue 1 1975

Volume 3

  • Issue 4 1974
  • Issue 3 1974
  • Issue 2 1974
  • Issue 1 1974

Volume 2

  • Issue 4 1973
  • Issue 2 1973
  • Issue 1 1973

Volume 1

  • Issue 4 1972
  • Issue 3 1972
  • Issue 2 1972
  • Issue 1 1971

    Employee voice implications for innovation in a deliberative environment context of Indian organizations

    Patturaja Selvaraj, Jerome Joseph

    Extant literature shows that employee voice has ambiguous effects on organizational outcome. Especially because employee voice challenges the status quo, it can attract…

    pdf (550 KB)

    How and when spiritual leadership enhances employee innovative behavior

    Ying Zhang, Fu Yang

    The purpose of this research is to examine the relationship between spiritual leadership and employee innovative behavior by testing the mediating role of autonomous…

    pdf (182 KB)

    Self-efficacy and job search success for new graduates

    Gerardo Petruzziello, Marco Giovanni Mariani, Rita Chiesa, Dina Guglielmi

    The purpose of this paper is to explore the relationship between general self-efficacy (GSE), job search self-efficacy (JSSE), extraversion and job search success within a…

    pdf (231 KB)

    Diversity climate on turnover intentions: a sequential mediating effect of personal diversity value and affective commitment

    Joonghak Lee, Steven Kim, Youngsang Kim

    Research on diversity climate has shown that diversity climate as an employee's perception of an organization's diversity-related practices or procedures has a positive…

    pdf (179 KB)

    Should companies invest in human resource development practices? The role of intellectual capital and organizational performance improvements

    Mavis Yi-Ching Chen, Long W. Lam, Julie N.Y. Zhu

    In this study, the authors employ an intellectual-capital based view of the firm to examine the relationship between three bundles of human resource development (HRD…

    pdf (205 KB)

    Understanding HRM philosophy for HPWS and employees' perceptions

    Safa Riaz, Keith Townsend, Peter Woods

    The purpose of this paper is to understand the role of HRM philosophy for HPWS formulation and implementation, as well as to investigate its role to improve employee…

    pdf (1.4 MB)

    Impact of psychopathy on employee creativity via work engagement and negative socioemotional behavior in public health sector: Role of abusive supervision

    Ali Nawaz Khan, Naseer Abbas Khan, Ali Ahmad Bodla, Summan Gul

    The purpose of this paper is to examine the impact of psychopathy on employees’ creativity through the mediating role of work engagement and negative socioemotional…

    pdf (248 KB)

    Inclusion values, practices and intellectual capital predicting organizational outcomes

    Beth G. Chung, Michelle A. Dean, Karen Holcombe Ehrhart

    This study examines whether inclusion values predict organizational outcomes through mediating effects of inclusive HR practices and investigates whether intellectual…

    pdf (276 KB)

    Perceived overqualification and counterproductive work behavior: testing the mediating role of relative deprivation and the moderating role of ambition

    Bert Schreurs, Melvyn R.W. Hamstra, I.M. Jawahar, Jos Akkermans

    The purpose of this study was to test the mediating role of relative deprivation in the relationship between perceived overqualification and counterproductive work…

    pdf (223 KB)

    Leader-member exchange and subjective well-being: the moderating role of metacognitive cultural intelligence

    Huong Le, Zhou Jiang, Katrina Radford

    This study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being.

    pdf (239 KB)

    Business strategy, performance appraisal and organizational results

    Alberto Bayo-Moriones, Jose Enrique Galdon-Sanchez, Sara Martinez-de-Morentin

    The purpose of this study is to analyze how the design of performance appraisal is influenced by the competitive strategy of the firm. Then, this paper examines if the…

    pdf (186 KB)

    Unique nature of appraisal politics as a work stress: test of stress–strain model from appraisee's perspective

    Amit Dhiman

    This paper delineates the distinctive nature of appraisal politics perceptions (referenced to organizational politics) experienced by appraisees (APAP) as a form of…

    pdf (327 KB)

    An examination of the relationship between careerism and organizational commitment, satisfaction, and performance

    Ajay K. Jain, Sherry Sullivan

    Using psychological contract theory as its foundation, the purpose of this paper is to examine the important, but under-explored, relationship between careerism and…

    pdf (220 KB)

    The interactive influence of human and social capital on capability development: the role of managerial diversity and ties in adaptive capability

    Rebecca Mitchell, Brendan Boyle, Stephen Nicholas

    How top management teams (TMTs) adapt and change to create and sustain competitive advantage is a fundamental challenge for human resource management studies. This paper…

    pdf (190 KB)

    Human resource management and innovation in SMEs

    Ludivine Adla, Virginie Gallego-Roquelaure, Ludivine Calamel

    The purpose of this paper is to discuss the relation between human resource management (HRM) and innovation in small to medium size enterprises (SMEs) through…

    pdf (277 KB)

    The effects of responsible leadership and knowledge sharing on job performance among knowledge workers

    Chieh-Peng Lin, Her-Ting Huang, Tse Yao Huang

    Drawing upon social exchange theory, this study justified the indirect effects of responsible leadership and knowledge sharing on job performance through the mediation of…

    pdf (185 KB)

    Building trust and commitment through transparency and HR competence: A signaling perspective

    Malayka Klimchak, A.K. Ward Bartlett, William MacKenzie

    The purpose of this study is to explore factors that help to determine employee trust in and affective commitment toward the organization.

    pdf (246 KB)

    Moving in and adjusting to a new country without the support of an employer? Tapping into personal dispositions and capabilities to achieve social well-being

    Alfred Presbitero

    Social well-being is the perception and feeling of belongingness and integration within the community and the broader society. For self-initiated expatriates (SIEs) who…

    pdf (274 KB)

    Work engagement, job crafting and innovativeness in the Indian IT industry

    Anupama Sharma, Ranjeet Nambudiri

    The purpose of this paper is to examine the effect of work engagement on job crafting and innovativeness in the Indian information technology (IT) industry. The authors…

    pdf (251 KB)

    Examining the impact of justice perceptions on workplace bullying: a moderated mediational model of PCV and PDO

    Arpana Rai, Upasna A. Agarwal

    The purpose of this paper is to examine the relationship between justice perceptions (distributive, procedural and interactional) and workplace bullying and to test the…

    pdf (190 KB)

    Impact of workplace ostracism on unethical pro-organizational behaviors

    Suchuan Zhang

    The purpose of this paper is to examine the effect of workplace ostracism on unethical pro-organizational behavior (UPB), by focusing on the moderating role of value…

    pdf (207 KB)

    An integrated model of team resilience: exploring the roles of team sensemaking, team bricolage and task interdependence

    Amina Talat, Zahid Riaz

    The contemporary organizational environment calls for work team members to be more resilient in the face of likely setbacks, which are routinely experienced at the…

    pdf (282 KB)

    Innovation in the aftermath of downsizing: evidence from the threat-rigidity perspective

    José Fernández-Menéndez, Óscar Rodríguez-Ruiz, José-Ignacio López-Sánchez, María Isabel Delgado-Piña

    The purpose of this paper is to study how job reductions affect product innovation and marketing innovation in a sample of 2,034 Spanish manufacturing firms in the period…

    pdf (348 KB)

    The effect of competition and passive avoidant leadership style on the occurrence of workplace bullying

    Philipp E. Sischka, Alexander F. Schmidt, Georges Steffgen

    The present study aimed to investigate the main effect of competition on workplace bullying (WB) exposure and perpetration as well as its hypothesized moderation through…

    pdf (1.7 MB)

    The interplay between servant leadership and organizational politics

    Mohammad Nisar Khattak, Peter O'Connor

    Using the frameworks of social exchange theory (SET) and conservation of resources (COR) Theory, this study examined the influence of servant leadership on employees'…

    pdf (299 KB)

    Spillover effects of organizational politics on family satisfaction: the role of work-to-family conflict and family support

    Md. Shamsul Arefin, Md. Shariful Alam, Shao-Long Li, Lirong Long

    This study considered organizational politics as a source of stress and examined its spillover effects on the family domain. By integrating the work–home resource theory…

    pdf (227 KB)

    It takes a family to lighten the load! The impact of family-to-business support on the stress and creativity of women micro-entrepreneurs in Sri Lanka

    Nilupama Wijewardena, Ramanie Samaratunge, Ajantha Sisira Kumara, Alex Newman, Lakmal Abeysekera

    The purpose of this paper is to examine whether family-to-business support acts as a job resource that attenuates the negative effects of work demands on the stress and…

    pdf (263 KB)

    Flexible working and applicant attraction: a person–job fit approach

    Jean-François Stich

    The ability to work anytime from anywhere is attractive to job seekers, who respond by developing needs regarding flexible working. Flexibility needs are compared to the…

    pdf (727 KB)

    Employee disability disclosure and managerial prejudices in the return-to-work context

    Zhanna Lyubykh, Nick Turner, Julian Barling, Tara C. Reich, Samantha Batten

    This paper investigates the extent to which disability type contributes to differential evaluation of employees by managers. In particular, the authors examined managerial…

    pdf (617 KB)

    The voicer's reactions to voice: an examination of employee voice on perceived organizational status and subsequent innovative behavior in the workplace

    Liangyong Chen, Modan Li, Yenchun Jim Wu, Chusheng Chen

    The purpose of this paper was to explore the voicer's own psychological or behavioral reactions to voice. A framework was proposed to predict how and when employee voice…

    pdf (359 KB)

    Does family ownership matter in executive pay design?

    Subba Reddy Yarram, Sujana Adapa

    The purpose of this study is to analyse the level and structure of executive compensation of family and non-family businesses and if minority shareholders are expropriated…

    pdf (174 KB)

    The limits to employee involvement? Employee participation without HRM in a small not-for-profit organisation

    Karen Philip, Jim Arrowsmith

    The strategic human resource management (HRM) literature emphasises the importance of employee involvement and participation for outcomes such as job satisfaction…

    pdf (174 KB)

    Abusive supervision, high-performance work systems, and subordinate silence

    Qin Xu, Yixuan Zhao, Meng Xi, Fangjun Li

    The purpose of this paper is to test a mediated moderation model of the joint influence of abusive supervision, high-performance work systems (HPWSs) and organizational…

    pdf (371 KB)

    When are employees idea champions? When they achieve progress at, find meaning in, and identify with work

    Dirk De Clercq, Renato Pereira

    Drawing from conservation of resources (COR) theory, this study investigates the relationship between employees' perceived career progress and their championing behavior…

    pdf (255 KB)

    Linking employee loyalty with job satisfaction using PLS–SEM modelling

    Swati Dhir, Tanusree Dutta, Piyali Ghosh

    The purpose of the present study is to empirically test a model that illustrates how person–job fit (PJF), person–organization fit (POF) and perceived supervisor support…

    pdf (377 KB)

    The future of your job represents your future: a moderated mediation model of transformational leadership and job crafting

    Rana Muhammad Naeem, Khalil Ahmed Channa, Zahid Hameed, Ghulam Ali Arain, Zia Ul Islam

    In this study, the authors aim to explain the mechanism between transformational leadership and job crafting. They predict that job-based psychological ownership…

    pdf (413 KB)

    Emotional intelligence as an antidote to the negative implications of perceived managerial supplication: a sectorial comparison

    Galit Meisler

    This study investigated whether managers' nonaggressive political behavior can result in negative emotional and attitudinal outcomes such as aggressive behavior and the…

    pdf (283 KB)

    The relationship between abusive supervision and employee's reaction: the job demands-resources model perspective

    Liang-Chih Huang, Cheng-Chen Lin, Szu-Chi Lu

    Based on the job demands-resources model, the present study proposes viewing abusive supervision as one type of job demand causing employees' emotional exhaustion, which…

    pdf (407 KB)

    Psychological detachment: A creativity perspective on the link between intrinsic motivation and employee engagement

    Debjani Ghosh, Tomoki Sekiguchi, Yuka Fujimoto

    The purpose of this paper is to develop an additional perspective on when and why intrinsic motivation predicts employee engagement by presenting a contextual boundary of…

    pdf (371 KB)

    Perceived organizational support and work engagement of employees with children with disabilities

    Abraham Stefanidis, Vasilis Strogilos

    The purpose of this research is to investigate the role of organizational support, as it is evidenced by supervisor's support and coworkers' support, in the work…

    pdf (262 KB)

    Career capital development of women in the Arab Middle East context: addressing the pipeline block

    Payyazhi Jayashree, Valerie Lindsay, Grace McCarthy

    Taking a career capital approach, this paper addresses the issue of “pipeline block” frequently experienced by women seeking career advancement. Focusing on the Arab…

    pdf (427 KB)

    Core self-evaluations associated with workaholism: the mediating role of perceived job demands

    Ying An, Xiaomin Sun, Kai Wang, Huijie Shi, Zhenzhen Liu, Yiming Zhu, Fang Luo

    Why do some employees choose to prolong their working hours excessively? The current study tested how core self-evaluations (CSEs) might lead to workaholism and how…

    pdf (387 KB)

    Organizational support and employee thriving at work: exploring the underlying mechanisms

    Xiaoyu Guan, Stephen Frenkel

    The purpose of this paper is to investigate whether perceived organizational support for strength use (POSSU) predicts employee thriving at work and the underlying…

    pdf (258 KB)

    Gender, workplace support, and perceived job demands in the US and Indian context

    Dina Banerjee, Vijayta Doshi

    The purpose of this paper is to explore the under-researched dynamics of gender, workplace support, and perceived job demands in two different contexts, the United States…

    pdf (150 KB)

    Enhancing job satisfaction through work–family enrichment and perceived supervisor support: the case of Australian social workers

    Parveen Kalliath, Thomas Kalliath, Xi Wen Chan, Christopher Chan

    Drawing on the conservation of resources theory and social exchange theory, this study aims to examine the underlying relationships linking work-to-family enrichment (WFE…

    pdf (841 KB)

    Relationships between leadership, motivation and employee-level innovation: evidence from India

    Vishal Gupta

    Integrating the behavioral theory of leadership, the componential theory of creativity and the self-determination theory (SDT), the study tests the relationships between…

    pdf (206 KB)

    Formal mentoring support, person–environment fit and newcomer's intention to leave: Does newcomer's uncertainty avoidance orientation matter?

    Zhenyao Cai, Dandan Wu, Ying Xin, Yang Chen, Haining Wu

    The purpose of this study is to investigate how and why formal mentoring support reduces newcomers' intention to leave from the perspective of uncertainty reduction theory.

    pdf (353 KB)

    Sleepy but creative? How affective commitment, knowledge sharing and organizational forgiveness mitigate the dysfunctional effect of insomnia on creative behaviors

    Dirk De Clercq, Renato Pereira

    This study investigates how employees' experience of suffering from insomnia might reduce the likelihood that they perform creative activities, as well as how this…

    pdf (263 KB)

    The dark side of bright traits: How context cues misdirect facets of conscientiousness

    Sophia Soyoung Jeong, M. Audrey Korsgaard, Daniel Morrell

    The authors test the proposition that there are dark sides to conscientiousness that are revealed when examining lower-level facets. The authors propose that potentially…

    pdf (233 KB)

    Leapfrogging at work: influencing higher levels in the chain of command

    Sharon L. Segrest, Martha C. Andrews, Scott W. Geiger, Dan Marlin, Patricia G. Martinez, Pamela L. Perrewé, Gerald R. Ferris

    Acts of interpersonal influence are observed throughout organizations, and most typically, in direct supervisor–subordinate relationships. However, researchers have…

    pdf (280 KB)

    Gender and job performance: linking the high performance work system with the ability–motivation–opportunity framework

    Fiona Edgar, Nancy M. Blaker, André M. Everett

    For some years, human resource management (HRM) scholars have sought to understand how the high performance work system (HPWS) impacts performance. Recently, attention has…

    pdf (538 KB)

    If the organization is a mess, do employees explain or exploit the situation?

    Dirk De Clercq, Muhammad Umer Azeem, Inam Ul Haq

    This study investigates the connection between employees' dissatisfaction with the organizational status quo and their job performance, with a particular focus on the…

    pdf (249 KB)

    Spiritual leadership and work–family conflict: mediating effects of employee well-being

    William D. Hunsaker

    This study examines how employee well-being, in combination with spiritual leadership, helps mitigate the negative effects of work–family conflict.

    pdf (202 KB)

    Interactional justice and willingness to share tacit knowledge: perceived cost as a mediator, and respectful engagement as moderator

    Bindu Gupta, Karen Yuan Wang, Wenjuan Cai

    Managing tacit knowledge effectively and efficiently is a huge challenge for organizations. Based on the social exchange and self-determination theories, this study aims…

    pdf (251 KB)

    The union behavior of young workers in education industry

    Ed Dandalt, Marybeth Gasman, Georges Goma

    This study seeks to explore the union perspective of a group of unionized young Canadian teachers to understand their belief system about trade unionism.

    pdf (140 KB)

    Guanxi HRM practices and employee creative performance

    Chen Yang, Fu Yang

    The current study examines the relation of guanxi human resource management (HRM) practices with subjective evaluations of creative performance by direct supervisors, as…

    pdf (220 KB)

    Perceived organizational politics and counterproductive work behavior: The mediating role of hostility

    Galit Meisler, Amos Drory, Eran Vigoda-Gadot

    The purpose of this paper is to examine hostility as a mediator of the relationship between perceptions of organizational politics (POP) and counterproductive work behavior (CWB).

    pdf (195 KB)

    Organizational change and work stress, attitudes, and cognitive load utilization: a natural experiment in a university restructuring

    Salvador Contreras, Jorge A. Gonzalez

    The authors present a quantitative analysis of the effect that organizational change has on work stress, work attitudes and perceptions, and cognitive utilization in a task.

    pdf (225 KB)

    A positive spiral of self-efficacy among public employees

    Miguel Ángel Mañas Rodríguez, Yolanda Estreder, Vicente Martinez-Tur, Pedro Antonio Díaz-Fúnez, Vicente Pecino-Medina

    The purpose of this paper is to test a positive spiral of self-efficacy among public employees. The spiral proposes that self-efficacy is positively related to extra-role…

    pdf (204 KB)

    Organizational justice and climate for inclusion

    Huong Le, Catrina Palmer Johnson, Yuka Fujimoto

    This article examines a climate for inclusion through the lens of organizational justice. We argue that open interpersonal contacts, the fair treatment of gender-diverse…

    pdf (295 KB)

    Abusive supervision and employee engagement and satisfaction: the mediating role of employee silence

    Chih-Chieh Wang, Hui-Hsien Hsieh, Yau-De Wang

    Previous studies have found that abusive supervision undermines employees' work motivation and attitudes, namely work engagement and job satisfaction. However, less is…

    pdf (296 KB)

    Linking conservation of resource perspective to personal growth initiative and intention to leave: role of mediating variables

    Shalini Srivastava, Lata Bajpai

    The present study intends to explore the underlying mechanism of the effect of personal growth initiative on employee engagement and intention to leave, in the presence of…

    pdf (459 KB)

    Frontline managers' implementation of the formal and informal performance management systems

    Qian Yi Lee, Keith Townsend, Adrian Wilkinson

    The implementation of performance management is the responsibility of managers; more importantly, a key part of a frontline manager's role is ensuring that frontline…

    pdf (245 KB)

    But they promised! How psychological contracts influence the impact of felt violations on job-related anxiety and performance

    Dirk De Clercq, Muhammad Umer Azeem, Inam Ul Haq

    This study unpacks the relationship between violations of organizational promises, as perceived by employees and their job performance, considering the mediating effects…

    pdf (202 KB)

    The relative contribution of personality, cognitive ability and the density of work experience in predicting human resource competencies

    Srikanth P.B.

    The purpose of this paper is to conceptually define and empirically investigate the density of work experience along with individual characteristics (cognitive ability…

    pdf (242 KB)

    “I know your intention is good, but I still feel bad”: Cultural divergence and convergence in the effect of leader’s angry feedback

    Bo Shao, Lee Martin

    Drawing on a contagion-interpretation model of leader affective displays and leader effectiveness, the purpose of this paper is to examine the effects of leaders’ angry…

    pdf (238 KB)

    Understanding the work goals–early retirement intention relationship: the mediating role of work passion and moderating role of HR practices’ flexibility

    Guodong Cui, Fuxi Wang, Yanyuan Cheng, Ying Zhang

    Based on goal content theory (GCT), this study examines the associations between different work goal contents (intrinsic and extrinsic goals) and early retirement…

    pdf (284 KB)

    Can humble leaders nurture employee well-being? The roles of job crafting and public service motivation

    Tuan Trong Luu

    Though humble leaders can draw from their own resources to nurture employees' sense of well-being, this impact appears neglected in the leader humility literature. The aim…

    pdf (734 KB)

    Affectivity and riskiness of retirement investment decisions

    Joshua C. Palmer, Yunhyung Chung, Youngkyun Park, Gang Wang

    Drawing on broaden-and-build theory and promotion- and prevention-focus theory, the authors examined the role of positive and negative affectivity (PANA) on the riskiness…

    pdf (254 KB)

    Women's progress in the Arab world: classroom–boardroom pipeline

    Linzi J Kemp

    The purpose of this conceptual paper was to investigate the contribution of the “Pipeline”, as a metaphor for building theory about Women-on-Boards (WoB) in the Arab world.

    pdf (184 KB)

    Influence of career identity on ethical leadership: sense-making through communication

    Shuang Ren, Doren Chadee

    The widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate…

    pdf (319 KB)

    Work–family culture and organizational commitment: A multidimensional cross-national study

    Tanuja Agarwala, Amaia Arizkuren, Elsa Del Castillo, Marta Muñiz

    To understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different…

    pdf (235 KB)

    How hybrid HR systems affect performance in call centers

    Joana Story, Filipa Castanheira

    The purpose of this paper is to examine the relationship between hybrid HR systems in call centers and their effect on workers' performance.

    pdf (337 KB)

    Negative publicity and potential applicants' intention to apply amid a discrimination scandal: a moderated mediation model

    Zhe Ouyang, Yuanyuan Zhang, Xi Hu

    The exposure of recruitment discrimination often leads to negative publicity, which can substantially affect organizational attractiveness and the behavioral intentions of…

    pdf (195 KB)

    Chasing productivity demands, worker well-being, and firm performance: The moderating effects of HR support and flexible work arrangements

    Mastura Ab Wahab, Ekrem Tatoglu

    This study aims to examine the impact of chasing productivity demands on worker well-being and firm performance in manufacturing firms in Malaysia. Flexible work…

    pdf (519 KB)

    The impact of the use of employee functional flexibility on patient safety

    Rommel O. Salvador, Adelina Gnanlet, Chris McDermott

    The purpose of this study is to examine the effect of the use of unit-level functional flexibility on one particular patient outcome, unit-acquired pressure ulcers, and…

    pdf (176 KB)

    When and why organizational cynicism leads to CWBs

    Saima Naseer, Usman Raja, Fauzia Syed, Muhammad Usman Anwar Baig

    Using conservation of resources theory (COR), the authors test the combined effects of cynicism and psychological capital on counterproductive work behaviors (CWBs…

    pdf (240 KB)

    The role of the human dimension in organizational agility: an empirical study in intensive care units

    Lucía Melián-Alzola, Carmen Domínguez-Falcón, Josefa D. Martín-Santana

    The purpose of this paper is to analyse the role of hospital leaders and high-performance work practices (HPWPs) in intensive care units (ICUs) in organizational agility…

    pdf (471 KB)

    Employers' perceptions of the Labour Contract Law: regulatory responses in the small and medium-sized enterprise sector in China

    Shaoheng Li, Christopher J. Rees

    The purpose of this paper is to explore employers' perceptions of China's Labour Contract Law (LCL) and its influence on employment relations and human resource management…

    pdf (162 KB)

    Scale development and construct clarification of change recipient proactivity

    Ahmad Bayiz Ahmad, Bangcheng Liu, Atif Saleem Butt

    The purpose of this paper is to develop a standardized, psychometrically sound instrument for the emerging construct of change recipient proactivity (CRP), using a…

    pdf (182 KB)

    The behavioral model logic: a micro-level examination of competitive strategies, HR practices and employee outcomes

    Fiona Edgar

    The behavioral framework presents a logic for understanding the relationships between characteristics of the organization and the HRM system. Drawing on this logic to…

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    Understanding employees’ intrapreneurial behavior: a case study

    Georgiana-Alexandra Badoiu, Mercedes Segarra-Ciprés, Ana B. Escrig-Tena

    The purpose of this paper is to provide a deeper insight into the organizational factors and personal motivations of intrapreneurs that may foster intrapreneurial…

    pdf (237 KB)

    The cynical subordinate: exploring organizational cynicism, LMX, and loyalty

    Kristyn A. Scott, David Zweig

    Adopting a social exchange framework, this article examines the relationship between organizational cynicism and leader–member exchange (LMX) using two different methodologies.

    pdf (284 KB)

    High-performance work systems and job performance: the mediating role of social identity, social climate and empowerment in Chinese banks

    Timothy Bartram, Brian Cooper, Fang Lee Cooke, Jue Wang

    Despite the utility of social identity and social climate theories in explaining individual and group behaviour within organizations, little research has been conducted on…

    pdf (228 KB)

    Organization-based self-esteem and work-life outcomes

    Judith R. Gordon, Elizabeth Hood

    This study examines the relationship of organization-based self-esteem (OBSE) to work-life conflict and enrichment. It considers whether work engagement mediates this…

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    The curvilinear relationship between within-person creative self-efficacy and individual creative performance: the moderating role of approach/avoidance motivations

    Ci-Rong Li, Yanyu Yang, Chen-Ju Lin, Ying Xu

    This research adopts a dynamic self-regulation framework to test whether there is a curvilinear relationship between creative self-efficacy and individual creative…

    pdf (229 KB)

    Employment and attitudes toward women among Syrian refugees

    Lisa E. Baranik

    The current study examined employment rates and predictors of employment among Syrian refugees currently living in Lebanon and Jordan. This paper argues that men and women…

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    Shared leadership and team creativity: Investigating the role of cognitive trust and team learning through mixed method approach

    Shiji Lyndon, Ashish Pandey, Ajinkya Navare

    The purpose of this paper is to extend the theoretical understanding and conceptualization of shared leadership by examining the impact of cognitive trust as an antecedent…

    pdf (176 KB)

    Linking ethical leadership and ethical climate to employees' ethical behavior: the moderating role of person–organization fit

    Hussam Al Halbusi, Kent A. Williams, Thurasamy Ramayah, Luigi Aldieri, Concetto Paolo Vinci

    With the growing demand for ethical standards in the prevailing business environment, ethical leadership has been under increasingly more focus. Based on the social…

    pdf (403 KB)

    Corporate social responsibility, organizational trust and commitment: a moderated mediation model

    Nimmy A. George, Nimitha Aboobaker, Manoj Edward

    Drawing from the deontic justice theory and the social exchange theory, the purpose of this study attempts to identify the relationship between perceived corporate social…

    pdf (213 KB)

    Employer image, corporate image and organizational attractiveness: the moderating role of social identity consciousness

    Raghda Abulsaoud Ahmed Younis, Rasha Hammad

    Although researchers agreed that corporate image and employer image are important factors affecting organizational attractiveness, understanding the role of social…

    pdf (1.2 MB)

    Executive director remuneration and company performance: panel evidence from South Africa for the years following King III

    Nirupa Padia, Chris William Callaghan

    In the wake of certain corporate scandals, many stakeholders are questioning if current high levels of executive remuneration, world-wide, are in fact related to company…

    pdf (169 KB)

    Individual-focused transformational leadership and employee strengths use: the roles of positive affect and core self-evaluation

    He Ding, Xinqi Lin

    Through the lens of affective events theory, this study sought to investigate the associations of individual-focused transformational leadership, namely individualized…

    pdf (275 KB)

    Structural empowerment and organisational citizenship behaviour: The mediating–moderating effect of job satisfaction

    Genuine Narzary, Sasmita Palo

    The present study aims at investigating mediating–moderating effect of job satisfaction between structural empowerment and organisational citizenship behaviour.

    pdf (985 KB)

    The moderating effects of transformational leadership and self-worth in the idiosyncratic deals – employee reactions relationship: A study of Indian hospitality industry

    Anastasia Katou, Pawan Budhwar, Mohinder D. Chand

    This paper examines the relationship between timing of negotiations and idiosyncratic deals (i-deals) through the moderating effects of core self-evaluations (CSE), and…

    pdf (767 KB)

    Building organizational innovation through HRM, employee voice and engagement

    Marcia Carvalho de Azevedo, Francine Schlosser, Deborah McPhee

    To investigate how HRM in an established organization can support employee voice and engage employees to be innovative in their everyday lived experience.

    pdf (242 KB)

    Unpacking transformational leadership: dimensional analysis with psychological empowerment

    Mohammad Haris Minai, Hemang Jauhari, Manish Kumar, Shailendra Singh

    Scholarly studies have criticized transformational leadership (TFL) for its lack of conceptual clarity and inadequate operationalization. This study endeavors to do a…

    pdf (479 KB)

    Critical reflection and innovative work behavior: the mediating role of individual unlearning

    Roman Kmieciak

    Although employees' innovative work behaviors are crucial for innovativeness and the success of modern organization, the impact of individual unlearning and critical…

    pdf (239 KB)

    Ethical leadership in times of change: the role of change commitment and change information for employees’ dysfunctional resistance

    H.M. Saidur Rahaman, Jeroen Camps, Stijn Decoster, Jeroen Stouten

    In the present study, the authors draw on social exchange theory to argue that ethical leaders offer positive exchanges in times of change and thereby encourage employees…

    pdf (337 KB)

    When the boss is blue: examining the effects of supervisors' negative emotions on subordinates' cognitive work engagement and family undermining

    Xi Wen Chan, Thomas Kalliath, David Cheng

    Research has largely shown that supervisors' negative emotions lead to subordinates' negative emotions and detrimental work outcomes, but recent studies are showing that…

    pdf (634 KB)

    Lure of country of origin: an exploratory study of ex-host country nationals in India

    Arup Varma, Rosalie Tung

    The present study was designed to investigate the factors that prompt ex-host country nationals (EHCNs) to return to their country of origin, specifically, India. In order…

    pdf (151 KB)

ISSN:

0048-3486

Online date, start – end:

1971

Copyright Holder:

Emerald Publishing Limited

Open access:

hybrid

Editors:

  • Professor Nelarine Cornelius
  • Professor Eric Pezet

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