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1 – 10 of 905Chengchuan Yang, Chunyong Tang, Nan Xu and Yanzhao Lai
This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices…
Abstract
Purpose
This study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment.
Design/methodology/approach
To test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses.
Findings
The findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding.
Originality/value
This study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.
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Biswa Prakash Jena, Archana Choudhary, Manas Kumar Pal and Siddharth Misra
Given the detrimental effects of job content plateau, the paper aims to study the impact of job content plateau on employees’ career commitment. In doing so, the authors examine…
Abstract
Purpose
Given the detrimental effects of job content plateau, the paper aims to study the impact of job content plateau on employees’ career commitment. In doing so, the authors examine whether the lapses in job content plateau can be addressed through developmental i-deals. A final purpose is to examine whether proactive employees are better positioned to obtain work arrangements that help them develop and remain committed to their careers.
Design/methodology/approach
Data were collected from full-time working executives employed in different organizations. These executives enrolled in a part-time MBA program. Data was collected at different time points and analyzed using the process macro (Preacher and Hayes, 2004).
Findings
The results suggest that developmental i-deals mediated the relationship between job content plateau and career commitment. In addition, proactive employees were better disposed to seal the deal and develop themselves – helping them to stay committed to their careers.
Originality/value
Prior studies highlight the negative consequences of job content plateau because it does not provide avenues to learn and develop. This paper addresses the gap in locating opportunities to learn and develop (an aspect that was missing in the job content plateau) through developmental i-deals. First, the study helps answer how to address learning gaps in jobs. Second, who can capitalize on their efforts once the organization sponsors learning opportunities.
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Aliaa M. Kamal and Hisham S. Gabr
The purpose of this study is to explore the design of outdoor play spaces in Cairo that provide an enjoyable play experience, along with opportunities for enhancing child social…
Abstract
Purpose
The purpose of this study is to explore the design of outdoor play spaces in Cairo that provide an enjoyable play experience, along with opportunities for enhancing child social and cognitive developmental skills through play features incorporated in their play spaces to achieve this goal.
Design/methodology/approach
The study adopts a qualitative methodology to examine the effectiveness of natural, customized and elevated features on social and cognitive play behaviors of 6–8 year-olds. Data were gathered in three different play settings; a play space inside a social club, a park and a schoolyard. Data gathering relied on observations, written descriptions of play patterns and recordings of children's conversations. Additionally, the researcher utilized sketching diagrams to illustrate children's preferences for play with each feature.
Findings
The results of the study indicate that incorporating natural, elevated and customized play features into children's play spaces can enhance their environment and provide opportunities for fostering their social and cognitive skills.
Research limitations/implications
This study reports the occurrence of indicative behaviors and not the exact measurement of skill development. Research involving children can have limitations in terms of reliability of results due to slight variations affected by unmeasurable circumstances.
Originality/value
The study makes a valuable contribution towards enhancing the quality of children's play spaces in Cairo by emphasizing the significance of providing opportunities for social and cognitive in addition to physical play.
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Addison Sellon and Lindsay Hastings
Applying traditional grounded theory techniques, the present research reanalyzed secondary data from four previously conducted studies to explore how generativity is manifested in…
Abstract
Purpose
Applying traditional grounded theory techniques, the present research reanalyzed secondary data from four previously conducted studies to explore how generativity is manifested in young adults.
Design/methodology/approach
A new conceptual model of generativity was developed to depict how generativity manifests among this age group.
Findings
This study's findings provide leadership educators with a refined approach to interacting with this construct while simultaneously increasing young adults’ potential ability to experience the benefits available to them through generativity at an earlier stage in their lives.
Originality/value
This study advances the field of leadership education by establishing foundational insight into the uniqueness of generativity’s development in young adulthood.
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Laura Cortellazzo and Selma Vaska
This study aims to explore the human resource management (HRM) practices related to training and feedback in the app work industry, specifically in online food delivery service…
Abstract
Purpose
This study aims to explore the human resource management (HRM) practices related to training and feedback in the app work industry, specifically in online food delivery service, and investigate the emotional and behavioral responses of gig workers.
Design/methodology/approach
This study adopts a qualitative approach by interviewing 19 gig workers from six food delivery firms operating in different countries.
Findings
The results show limited training and feedback opportunities are provided to app workers, although the complexity of training and delivery methods differ across platforms. To address this shortage, app workers developed response strategies relying on social interaction.
Research limitations/implications
This study adds to the research on HRM practices in the gig economy by portraying the way in which training and feedback unfold in the food delivery app ecosystem and by disclosing the gig workers’ emotional and behavioral responses to it.
Practical implications
This study shows that the way training activities are currently designed may provide little value to the ecosystem and are likely to produce negative emotional responses in gig workers. Thus, platform providers may make use of these findings by introducing more transparent feedback and social learning opportunities.
Originality/value
To the best of the authors’ knowledge, this study is among the first empirical studies on online delivery gig workers addressing specific HRM practices. It reveals significant insights for training and feedback, suggesting app economy characteristics strongly affect training and feedback practices for app workers.
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Mohammad Faraz Naim, Nazia Shehzad, Moza Tahnoon Al Nahyan, Fauzia Jabeen and Antonio Usai
This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social…
Abstract
Purpose
This study aims to test the relationship between knowledge sharing and employee engagement. In particular, the mediating and moderating roles of competency development and social climate, respectively, are also the focus of this research.
Design/methodology/approach
Of self-completed questionnaires collected from luxury hotels in India, 507 are usable for data analysis. The structural equation modelling (SEM) was used to examine the proposed hypotheses.
Findings
The structural equation modeling–based results illustrate a positive significant association between knowledge sharing and employee engagement. Also, there is a significant support to establish the mediating effect of competency development and the moderating effect of social climate on this relationship. The expansion of competencies of employees achieved through knowledge sharing leads to higher engagement.
Research limitations/implications
This work is carried out in Indian hospitality sector and may not be generalizable to other cultural settings.
Practical implications
This study’s results add to the knowledge sharing scholarship by envisaging a possible association with an employee attitudinal outcome, i.e. employee engagement.
Originality/value
To the best of the authors’ knowledge, this is one of the first studies to unravel the social processes through which knowledge sharing enhances competency development, and subsequently employee engagement, mainly through the influence of social climate.
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Nicole Alonso, Alyssa Marshall, Caitlin Porter and Kurt Kraiger
To examine how perceptions of complementary and supplementary fit and relationship quality contribute to successful mentorship co-creation.
Abstract
Purpose
To examine how perceptions of complementary and supplementary fit and relationship quality contribute to successful mentorship co-creation.
Design/methodology/approach
Data were collected via cross-sectional survey of 145 mentor–protégé dyads within institutions of higher education in the USA. Mentors evaluated their perceptions of supplementary and complementary fit and relationship quality with their protégés and vice versa. Additionally, mentors evaluated their protégés’ performance, whereas protégés reported on their own learning. Data were analyzed using the actor–partner interdependence model.
Findings
Results suggest that one's own fit perceptions are most important in predicting one's evaluation of relationship quality. Additionally, for both mentor and protégé, complementary fit and supplementary fit predict evaluations of relationship quality to a similar degree. Finally, each person's perceptions of relationship quality mediated the relationships between their own perceptions of fit and mentor-rated protégé performance, but not the relationships between perceptions of fit and protégé-rated learning.
Originality/value
Research has often studied mentorships from the perspective of one party, which limits our understanding of mentorship co-creation. This study investigates how both parties simultaneously contribute to mentorship success, as indicated by protégé learning and performance. Additionally, the authors clarify the extent to which perceptions of different types of fit are instrumental in co-creating successful mentorships.
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Yi Li, Xuan Wang and Muhammad Farrukh Moin
In recent years, there has been a growing trend of individuals willingly opting for employment positions that do not fully use their education, skills and abilities, a phenomenon…
Abstract
Purpose
In recent years, there has been a growing trend of individuals willingly opting for employment positions that do not fully use their education, skills and abilities, a phenomenon known as voluntary overqualification. This study aims to investigate the factors that influence and the formation mechanism of this emerging phenomenon. Drawing upon social cognition theory, this study explores the relationship between work values and voluntary overqualification while also examining the mediating role of the future work self and the moderating role of perceived marketability.
Design/methodology/approach
This study used a longitudinal approach, collecting data through questionnaires administered at multiple time points. The sample consisted of 607 employees from various departments of five Chinese companies. Regression analysis using the PROCESS macro in SPSS was used to test the research hypotheses.
Findings
The results indicate a positive relationship between employees’ work values and voluntary overqualification. Furthermore, this relationship is mediated by the future work self. Additionally, perceived marketability plays a moderating intermediary role in the whole model.
Originality/value
This study contributes to the overqualification literature by introducing a novel type of overqualification and unveiling the mechanism by which work values influence voluntary overqualification. The findings provide insights for understanding and managing employees who are voluntarily overqualified.
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Shivam Upadhyay and Pankaj Singh
Reverse mentoring is gaining attention as a means to engage and retain young employees by facilitating the exchange of knowledge, ideas and perspectives with their senior…
Abstract
Purpose
Reverse mentoring is gaining attention as a means to engage and retain young employees by facilitating the exchange of knowledge, ideas and perspectives with their senior counterparts (leaders). Despite its widespread recognition, there remains a significant scarcity of empirical evidence regarding its enablers and effectiveness. Building on this research gap, this study aims to investigate the association between leader humility, reverse mentoring and subordinate turnover intentions using the theoretical frameworks of job demand resource theory and social exchange theory. In addition, the study assesses how leader competence moderates the impact of leader humility on promoting reverse mentoring.
Design/methodology/approach
The study used time-lagged multi-wave data with a two-week interval between each wave, collected from 386 information technology professionals working in different organisations in India. The hypotheses developed were tested using partial least square structural equation modelling.
Findings
The finding from the analysis reveals that leader humility had a significant impact in promoting reverse mentoring, which consequently led to reduced subordinate turnover intentions. In addition, leader competence positively moderates the association between leader humility and reverse mentoring.
Originality/value
To the best of the authors’ knowledge, this study is the first to empirically examine the impact of reverse mentoring on subordinates’ turnover intentions, as well as the indirect effect of leader humility on turnover intention through reverse mentoring. Furthermore, the study sheds light on the previously under-researched boundary conditions of leader humility.
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Nuala F. Ryan, Michelle Hammond and Sarah MacCurtain
The purpose of the study is an in-depth exploration of the processes through which a leader develops their leader identity in strength, meaning and integration, with resulting…
Abstract
Purpose
The purpose of the study is an in-depth exploration of the processes through which a leader develops their leader identity in strength, meaning and integration, with resulting enrichment outcomes.
Design/methodology/approach
Using multi-domain leader identity theory, this study provides an in-depth exploration of the processes through which a leader develops their leader identity. Set in a healthcare context, 26 participants took part in an 18-month multi-domain leadership development program.
Findings
Findings indicate a typology of leader identities, capturing the dynamic nature of leader identity based on combinations of strength and meaning. Our research also suggests that as the leader develops, their leader identity can change from a differentiated identity as a leader to a more integrated leader identity, with resulting enrichment outcomes.
Research limitations/implications
The results suggested value in inherently multi-domain focus using event-based reflection and, as such, are useful in leader identity development programs. We recommend future research generalize to other settings and a larger population.
Practical implications
By taking a multi-domain approach to leader identity development, the leader has the opportunity to learn and develop in a more holistic way. They are encouraged to reflect on and learn from leadership experiences throughout their entire lives, adding breadth and depth that are often overlooked in development programs.
Social implications
Developing leaders who understand who they are and are capable of critical self-reflection and learning is a fundamental requirement for the positive advancement of society.
Originality/value
The value of the study lies in the first longitudinal, work-based empirical study taking an explicitly multi-domain approach to leader identity development.
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