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1 – 10 of over 1000Leonard Emmanuel Mensah, Shalini Shukla and Hera Fatima Iqbal
This paper aims to investigate the relationship between green human resource management (GHRM) practices and employee innovative work behaviour in the hospital. Although previous…
Abstract
Purpose
This paper aims to investigate the relationship between green human resource management (GHRM) practices and employee innovative work behaviour in the hospital. Although previous studies have examined the association between GHRM and various organisational outcomes, its nexus with employee innovative work behaviour has been largely unexplored.
Design/methodology/approach
This study used a quantitative approach and tested hypotheses. The research design adopted both an explanatory and descriptive approach since there were limited past data or studies to reference. The study population was human resource and administrative managers at Korle Bu Teaching Hospital who have implemented GHRM practices. The sample size consisted of 264 respondents, selected using simple random sampling. Data were collected through structured questionnaires.
Findings
The collected data were analyzed using descriptive statistics, correlation and regression analysis. The results revealed that green training, green hiring and green compensation were significant predictors of innovative work behaviour among employees.
Originality/value
This study contributes to the understanding of the impact of GHRM practices on employee innovative work behaviour in the healthcare sector. The study recommends that organisations should view their training investments as financial investments and focus on hiring individuals with strong environmental sensibilities. Additionally, effective reward criteria should be developed to promote GHRM practices.
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Jerzy Cieślik, Eimear Nolan, Martha O'Hagan-Luff and André van Stel
This study investigates entrepreneurial overconfidence (EOC) levels among solo entrepreneurs at the country level. Although transitions from solo to employer entrepreneur are…
Abstract
Purpose
This study investigates entrepreneurial overconfidence (EOC) levels among solo entrepreneurs at the country level. Although transitions from solo to employer entrepreneur are relatively rare, the solo self-employed have become an important source of potential job creation by virtue of the sharp increase in their numbers in the past two decades. When EOC levels are too high, job creation ambitions may be unrealistic and unrealised. Unrealised ambitions and business failure can lead not only to psychological and financial costs for the individual entrepreneurs involved, but at the societal level also to wasted government resources, and increased costs for the entrepreneurial ecosystem as a whole. Therefore, it is important to know more about the entrepreneurial overconfidence levels of solo entrepreneurs in different countries and their determinants.
Design/methodology/approach
Using Global Entrepreneurship Monitor data for 71 countries over the period 2013–2016, the authors construct a new measure of entrepreneurial overconfidence of solo entrepreneurs and relate this to three recently developed indicators of national culture.
Findings
The findings indicate that EOC levels are positively related to Joy (versus Duty), and negatively related to Trust (versus Distrust). Finally, no significant relationship between entrepreneurial overconfidence and Individualism is found in the study (versus Collectivism).
Research limitations/implications
Given the lack of literature examining the relationship between EOC levels and cultural variables hypotheses were developed using the existent body of knowledge in the area, which is at the early stage of development. The hypotheses derivation has used mostly theoretical arguments relating to the link between national culture and overconfidence of entrepreneurs in general, rather than relating specifically to solo entrepreneurs. The measure of EOC uses expectations of employment growth to proxy overconfidence, but other measures of entrepreneurial success may also be explored.
Practical implications
As the hiring of employees can be a costly process (Coad et al., 2017), it is important that entrepreneurs have realistic expectations of what it requires to hire employees. This is especially the case for solo entrepreneurs since they do not have experience of hiring their own employees. This paper addresses such issues at an aggregate level by exploring what factors explain country differences in overconfidence levels of solo entrepreneurs.
Social implications
It is worthwhile to distinguish between solo and employer entrepreneurs when studying their EOC levels, as the ambitions of these two types of entrepreneurs are different. Empirically, this study introduces a new measure of EOC tailored towards the solo self-employed.
Originality/value
This study contributes to entrepreneurship literature by expanding current knowledge on entrepreneurial overconfidence at the country level. Past research has studied EOC at the individual level, however limited research exists on the phenomenon of EOC from a country level perspective. This is important as unrealised entrepreneurial ambitions may not only create substantial costs for the individual entrepreneurs involved, it may also lead to substantial societal costs, including waste of government resources.
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Ashish Malik, Brendan Boyle and Rebecca Mitchell
The purpose of this paper is to examine innovation in the resource-constrained context of India’s healthcare industry. It is argued that the process of innovation in addressing…
Abstract
Purpose
The purpose of this paper is to examine innovation in the resource-constrained context of India’s healthcare industry. It is argued that the process of innovation in addressing healthcare management challenges in such a context occurs through organisational ambidexterity and that human resource management (HRM) plays an important role.
Design/methodology/approach
A qualitative research methodology is applied to explore the role of HR practices in facilitating contextual ambidexterity and subsequent innovations in healthcare in India. The unit of analysis is the “case” of healthcare providers in India and in-depth interview and documentary data in two case sites are analysed to reveal the role of HRM in facilitating contextual ambidexterity and innovation. Data analysis was undertaken first at a within-case and then at a cross-case analysis level using interpretive manual coding based on how the data explained the role of HRM in delivering innovative outcomes and supporting organisational ambidexterity.
Findings
The authors found evidence of the use of sets of high-involvement HRM practices for exploration of new ideas and efficiency-driven HRM practices for creating contextual ambidexterity in the case organisations. Further, managerial/leadership style was found to play an important role in creating cultures of trust, openness, risk-taking and employee empowerment, supported by an appropriate mix of intrinsic and extrinsic rewards. Finally, training was also reported as being central to creating an ambidextrous context for delivering on various innovations in these healthcare providers.
Originality/value
This study represents an exploration of innovation in the context of India’s healthcare sector through intersecting literatures of ambidexterity, innovation and HRM practices. In light of the emerging economy research context, an important empirical contribution is palpable. Moreover, through a study design which included collecting data from multiple informants on the role of human resources in facilitating innovative outcomes, the authors reveal the role of HR-related initiatives, beyond formal HR practices in creating contextual ambidexterity. This study also reveals the degree to which contextual idiosyncrasies enhance our understanding of the role of HR in facilitating innovation in emerging economies.
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Flavia Frate and Diogenes Bido
This study aims to evaluate the effect of diversity of knowledge and intrinsic motivation on individual absorptive capacity, its effect on innovative behavior at work, as well as…
Abstract
Purpose
This study aims to evaluate the effect of diversity of knowledge and intrinsic motivation on individual absorptive capacity, its effect on innovative behavior at work, as well as the moderating effect of autonomy at work.
Design/methodology/approach
Data collection was carried out at the Companhia do Metropolitano de São Paulo – Metrô – obtaining 192 valid questionnaires, which were analyzed using descriptive statistics and structural equation modeling with partial least squares estimation.
Findings
Intrinsic motivation and diversity of prior knowledge have a direct effect on individual absorptive capacity (IAC) and an indirect effect on innovative work behavior (IWB). The relationship between IAC and IWB is strengthened as work autonomy increases (moderating effect).
Research limitations/implications
The results are not generalizable as this is a nonprobabilistic sample with respondents from the public sector who have job stability.
Practical implications
To encourage innovative behavior at work, the organization can implement practices that promote autonomy at work, and consider personal experiences that are not directly related to work during the selection and hiring process.
Social implications
By valuing life experience and autonomy at work and promoting innovative behavior at work, a working environment in which people feel good must be created.
Originality/value
The main highlights are the operationalization of the diversity of prior knowledge as a three-dimensional construct that promotes IAC, in addition to the moderating effect of autonomy at work.
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Melody Barlage, Arjan van den Born and Arjen van Witteloostuijn
More and more workers in Western economies are operating as freelancers in the so-called “gig economy”, moving from one project – or gig – to the next. A lively debate revolves…
Abstract
More and more workers in Western economies are operating as freelancers in the so-called “gig economy”, moving from one project – or gig – to the next. A lively debate revolves around the question as to whether this new employment relationship is actually good for innovation in the 21 st century economy. Proponents argue that in this gig process valuable knowledge is created and transferred from one organization to the next via freelancers through their sequence of temporary gigs or projects. Antagonists reason that freelancers are only hired as one-trick ponies on a transactional basis, where knowledge is neither created nor shared. In this study, we focus on the characteristics of gigs. Which project characteristics lead to increased engagement of freelancers, and hence to knowledge-sharing behavior? Our study suggests that the gig economy can indeed lead to increased knowledge sharing by and engagement of freelance workers, provided that organizations and freelancers structure and shape gigs in such a way that they: (1) not only suit the task requirements at hand and (2) fit with the acquired skills of the freelancer, but that these gigs also (3) leave ample of room for the freelancer’s individual growth and development of new skills. This suggests that innovative organizations will need to shape gigs in such a way that freelancers are not only hired for their expertise, but rather that gigs also provide a learning opportunity for freelancers.
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Sydney Pons, Donna Quadri-Felitti, Phillip M. Jolly and Michael J. Tews
Hiring employees with criminal records has become a heightened topic of conversation for hospitality practitioners. The labor shortage in the hospitality industry has increased…
Abstract
Purpose
Hiring employees with criminal records has become a heightened topic of conversation for hospitality practitioners. The labor shortage in the hospitality industry has increased consideration for individuals impacted by the justice system, bolstered by programming such as second-chance vocational training programs. However, hospitality practitioners with second-chance employment practices have had challenges managing the multiple stakeholder relationships to employ and retain justice-impacted employees. The purpose of this paper is to aid practitioners in the hospitality industry with an innovative and inclusive hiring practice with timely implications in the United States.
Design/methodology/approach
This paper will emphasize the correctional system actors, community-based partners, and justice-impacted employees as salient stakeholders in such hiring contexts. Employing a stakeholder theoretical perspective, we outline a stakeholder map for hospitality practitioners with fair chance hiring practices to better understand second-chance employees.
Findings
Organizations do not sit on the periphery of a community; they are interconnected with the community in many direct and indirect ways. Past research has yet to identify a relationship between stakeholder theory and second-chance employment when the stakeholders involved in this employee population are arguably extended. By providing a stakeholder mapping process second-chance employment context, the interwoven actors’ needs can be more holistically assessed.
Originality/value
In America, individuals with a criminal record are often a forgotten and stigmatized labor pool. With this paper, we aim to break down barriers of bias while encouraging the narrative toward true Diversity, Equity, Inclusion, and Belonging (DEIB) hiring practices. Multiple stakeholder management is often an organizational challenge, and by providing this framework, we provide guidelines to practitioners while highlighting the opportunity for community leadership. To that end, we provide guidelines for hospitality practitioners intending to increase justice-involved employee retention through stakeholder relationship management.
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Elizabeth Fisher Turesky, Coby D. Smith and Ted K. Turesky
The purpose of this study is to investigate the leadership behaviors of managers of virtual teams (VTs), particularly in the areas of trust building and conflict management. This…
Abstract
Purpose
The purpose of this study is to investigate the leadership behaviors of managers of virtual teams (VTs), particularly in the areas of trust building and conflict management. This study aims to expand the research of VT performance by offering first-person accounts from VT leaders on the strategies implemented to drive VT performance.
Design/methodology/approach
This study used a grounded theory approach to examine the leadership behaviors through in-depth interviews with eight field managers of VTs employed by different technology companies. Interview questions focused on trust-building and conflict management techniques. This structured qualitative study incorporates elements of narrative inquiry interwoven in the findings.
Findings
Building a high-trust environment was found to be critical to VT performance. VT managers indicated that effective conflict resolution skills were also important.
Research limitations/implications
Although the sample size is within the suggested range for a valid phenomenological study, the results may lack generalizability. Participants were limited to the technology industry; leaders of high-performing VTs in other industries could offer differing results.
Practical implications
This study’s contribution is the exploration and identification of innovative techniques that VT managers implemented to build trust and resolve conflict. A lack of holistic training programs for the VT leader is also considered along with suggestions for future research and implications for the VT managers.
Originality/value
This study’s contribution is the exploration and identification of innovative techniques that VT managers implemented that drive VT performance, particularly related to building high levels of trust and managing conflict effectively. Practices are suggested whereby both the VT leader and the organization take an active role in ensuring that the VT has the opportunity to perform optimally.
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Ana Pérez-Luño, Rocio Aguilar-Caro and Maria F. Muñoz-Doyague
Given the general consensus that creativity is a crucial driving force for innovation and progress, understanding how to promote it would benefit individuals, companies, society…
Abstract
Purpose
Given the general consensus that creativity is a crucial driving force for innovation and progress, understanding how to promote it would benefit individuals, companies, society and academia. Therefore, this paper aims to analyze the independent and contingent impact of individuals’ personality traits, team-member exchange (TMX) and gender on stimulating creativity.
Design/methodology/approach
The study uses a survey-sample of 639 university students (51.96% women) between the ages of 17 and 50. Confirmatory factor analysis (CFA) demonstrated reliability and validity of its measures. To test hypotheses, using structural equation modeling, hierarchical regression analyses were performed.
Findings
Results show that four of the five personality traits (extraversion, agreeableness, conscientiousness and openness to experience) and TMX positively influence creativity. There are no significant differences between men’s and women’s creativity. High TMX reinforces the influence of extraversion on creativity, while low TMX harms this relationship. High extravert women are more creative than high extravert men, while low extravert men are more creative than low extravert women. Low emotionally stable women are more creative than low emotionally stable men, while high emotionally stable men are more creative than high emotionally stable women. There are differences in how women and men take advantage of their openness to experience when TMX is considered. That is, while women take advantage of openness to experience for any value of TMX, men only increase their creativity as openness to experience increases for low values of TMX.
Research limitations/implications
Like all studies, ours has some limitations that provide opportunities for future research. First, care should be taken when generalizing these findings to other contexts. We use data from Spanish individuals, specifically university students. While they are suitable for testing our hypotheses, future studies should establish whether the general tendencies that we observe hold true for other kinds of people from Spain and other countries. Even more, this paper’s perspective might be biased by the authors’ country of origin (south Europe) in terms of gender. According to Hofstede (2001) south European and South American countries are more masculine than other cultures (Mensa and Grow, 2022). Therefore, analyzing these questions in different cultures (countries and settings) would facilitate the generalization of the results. Second, the data we use is mainly cross-sectional so strict causality cannot be inferred. The theory we use assumes specific causal directions, but alternative causal relationships cannot be ruled out. Finally, ideally, we should have controlled for additional variables that might influence the relationships in our model.
Practical implications
This paper has practical implications, as it demonstrates that neither gender is more creative than the other. It goes a step further, explaining how men and women can leverage their personality traits to be more creative. Moreover, since TMX could reinforce the impact of personality traits on creativity, this paper could help managers better organize teams and companies that want to be more innovative by taking into account the personality traits of their employees and how to get the best out of women and men.
Social implications
Traditionally, women have considered creativity to be a man’s thing. The results of this work favor society, demonstrating that women are just as creative as men and that through personality traits and TMX, both men and women can be more creative. These results help to reduce the gender gap and may favor women’s place in today’s society.
Originality/value
This work offers academic and practical implications. The main contributions to the creativity and gender literatures are the following: (1) Women are as creative as men. (2) High extravert and low emotionally stable women are more creative than men. (3) High open to experience women with high TMX are more creative than men at any level of TMX. For practitioners, the understanding of what personality traits have higher impact on creativity depending on the levels of TMX for women and men could help companies and politicians in hiring the most suitable people, especially for those positions where creativity is needed. This would increase the quality of their human capital, allowing them to get the most out of their human resources, from the very beginning of the employment relationship.
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Matteo Moscatelli, Nicoletta Pavesi and Chiara Ferrari
The United Nations Convention on the Rights of Persons with Disabilities (2006) recognizes the right of disabled people to access work. Against this legislative backdrop, this…
Abstract
Purpose
The United Nations Convention on the Rights of Persons with Disabilities (2006) recognizes the right of disabled people to access work. Against this legislative backdrop, this study explores the strengths and weaknesses of the Italian system of targeted placement for disabled people, based on Law 68/1999, which delegates to regional authorities the management of the labor market. The examination centers on the perspective of companies, the primary stakeholders in the inclusion of persons with disabilities within organizational structures.
Design/methodology/approach
The article discusses the results of focus groups conducted with 28 managers of large, medium and small enterprises in Lombardy (Italy). Qualitative analysis was employed, and the results were structured using a simplified strengths, weaknesses, opportunities and threats (SWOT) analysis, incorporating practical recommendations.
Findings
The analysis leads to practical suggestions to improve the entire targeted placement process at the regional level, from selection and accompaniment to evaluation, such as improving the networking of local stakeholders who deal with the inclusion of disabled people, homogeneity of the procedures in different regions, making all employees aware of diversity management, etc. The territorial network and the welfare environment are particularly important in achieving a successful targeted placement and to promote an inclusive corporate culture.
Research limitations/implications
This study is not representative of Italy as a whole, as it remains a qualitative investigation focused on a single region.
Originality/value
This contribution accomplishes an in-depth study of the law of labor inclusion of people with disabilities observed from the point of view of companies, which are still usually reluctant to integrate people with disabilities into their organizations or encounter difficulties in doing so.
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