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1 – 10 of over 1000
Open Access
Article
Publication date: 1 February 2024

Frank Nana Kweku Otoo and Nissar Ahmed Rather

Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development…

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Abstract

Purpose

Highly committed, motivated and engaged employees assure organizational success and competitiveness. The study aims to examine the association between human resource development (HRD) practices and employee engagement with organizational commitment as a mediating variable.

Design/methodology/approach

Data were collected from 760 employees of 13 star-rated hotels comprising 5 (five-star) and 8 (four-star). The data supported the hypothesized relationships. Structural equation modeling was used to evaluate the proposed model and hypotheses. Construct validity and reliability were established through confirmatory factor analysis.

Findings

The results indicate that HRD practices and affective commitment are significantly associated. HRD practices and continuance commitment were shown to be non-significantly associated. HRD practices and normative commitment were shown to be non-significantly associated. Employee engagement and organizational commitment are significantly associated. The results further show that organizational commitment mediates the association between HRD practices and employee engagement.

Research limitations/implications

The generalizability of the findings will be constrained due to the research's hotel industry focus and cross sectional data.

Practical implications

The study's findings will serve as valuable pointers for stakeholders and policymakers of the hotel industry in the adoption, design and implementation of proactive HRD interventions to keep highly engaged and committed employees for organizational competitiveness and sustainability.

Originality/value

By evidencing empirically that organizational commitment mediates the nexus between HRD practices and employee engagement, the study extends the literature.

Details

Rajagiri Management Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0972-9968

Keywords

Open Access
Article
Publication date: 27 June 2023

Sara Pimenta, Ana Patrícia Duarte and Eduardo Simões

In recent years, efforts to reinforce the links between corporate social responsibility and human resource management have highlighted employees’ role as crucial organizational…

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Abstract

Purpose

In recent years, efforts to reinforce the links between corporate social responsibility and human resource management have highlighted employees’ role as crucial organizational stakeholders. This study aims to investigate whether workers’ perception of socially responsible human resource management (SR-HRM) based on employee-focused practices is related to work engagement (WE). This research also explored whether perceived organizational support (POS) and affective commitment (AC) can contribute to explaining this relationship. Social exchange theory and job demands-resources model were used to theoretically frame the research.

Design/methodology/approach

Data were collected from a sample of 222 employees working in diverse organizations, using individual online surveys. Several analyses were conducted to assure data robustness to common method bias.

Findings

The results confirm that SR-HRM fosters WE and that this effect is subject to sequential mediation by POS and AC. Accordingly, SR-HRM practices contribute to higher level of POS, which then foster stronger affective bonds with employers and, in turn, higher levels of vigor, absorption and dedication among workers.

Originality/value

The findings contribute to the expansion of the SR-HRM literature by providing a deeper understanding of how this management strategy affects employees’ job-related attitudes, particularly WE a much-overlooked variable in this realm.

Details

Social Responsibility Journal, vol. 20 no. 2
Type: Research Article
ISSN: 1747-1117

Keywords

Article
Publication date: 25 May 2023

In-Jo Park and Shenyang Hai

Drawing on affective events theory, the purpose of this study is to examine the mediation effect of positive affect on the association between fit (e.g. person-organization fit…

Abstract

Purpose

Drawing on affective events theory, the purpose of this study is to examine the mediation effect of positive affect on the association between fit (e.g. person-organization fit and person-job fit) and organizational commitment in the hospitality industry. The secondary aim is to investigate the moderated mediation effect of hospitality employees’ calling on these associations.

Design/methodology/approach

The authors collected data from 248 hotel employees in China at three different time points. A moderated mediation model was examined by using the bias-corrected bootstrapping method.

Findings

Results revealed that person-organization fit and person-job fit indirectly influenced organizational commitment via positive affect. Calling was found to moderate the indirect influences of person-organization and person-job fit on organizational commitment via positive affect.

Practical implications

Managing employees’ affective experiences in the hospitality industry and promoting their organizational commitment are key strategies for hospitality organizations to promote service quality and retain their employees. This study suggests that hospitality organizations should actively attempt to improve employees’ fit perceptions and promote their sense of calling.

Originality/value

By theorizing and investigating the mediating role of positive affect and the moderating role of calling in the association between fit and employee commitment, this research extends existing knowledge on the association between fit–job attitudes and makes notable contributions to the hospitality literature on fit, affect, calling and job attitudes.

Details

International Journal of Contemporary Hospitality Management, vol. 36 no. 3
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 12 September 2023

Sangeetha Narayanasami, Michael Sammanasu Joseph and Satyanarayana Parayitam

This study aims to empirically examine the effect of employee commitment (EC) (affective, normative and continuance) and emotional intelligence (EI) on work engagement (WE…

Abstract

Purpose

This study aims to empirically examine the effect of employee commitment (EC) (affective, normative and continuance) and emotional intelligence (EI) on work engagement (WE) (vigor, dedication and absorption). Furthermore, the moderating effects of psychological capital (PsyCap) and EI on strengthening WE are investigated.

Design/methodology/approach

A carefully crafted survey instrument was developed, and data were collected from 511 employees working in the banking sector in southern India. First, the psychometric properties of the measures were checked. Second, the results were analyzed using Hayes’ PROCESS macros.

Findings

The results indicate EC and EI positively predict WE; EI moderates the relationship between EC and WE; and PsyCap (second moderator) moderates the relationship between EI (first moderator) and EC influencing WE.

Research limitations/implications

This study’s limitations include the common method and social desirability biases inherent in any social science research based on surveys. However, the authors have taken adequate care to minimize these limitations. In addition, this study has several implications for practicing managers interested in enhancing WE.

Originality/value

The three-way interaction between EC, EI and PsyCap, which is investigated in this study, represents an original and unique contribution to this study. To the best of the authors’ knowledge, previous researchers have not done the moderated-moderation, especially in the context of a developing country such as India. This research advances the growing literature on EC and WE. Implications for theory and practice are discussed.

Details

Journal of Asia Business Studies, vol. 18 no. 1
Type: Research Article
ISSN: 1558-7894

Keywords

Article
Publication date: 25 March 2024

Nemanja Berber and Dimitrije Gašić

The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic…

Abstract

Purpose

The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.

Design/methodology/approach

The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.

Findings

The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.

Originality/value

The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.

Details

Employee Relations: The International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 18 September 2023

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

This study explores the factors behind women’s persistence and commitment in STEM occupations in the middle-east, and finds that access to personal learning opportunities helps to build women’s capacity to cope in the face of STEM sector challenges.

Originality/value

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest , vol. 32 no. 1
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 17 May 2023

Kavitha Haldorai, Woo Gon Kim and Kullada Phetvaroon

This study aims to investigate the impact of job insecurity (JI) on employee work performance (WP) and service innovation behavior (SIB). It further examines the mediating role of…

Abstract

Purpose

This study aims to investigate the impact of job insecurity (JI) on employee work performance (WP) and service innovation behavior (SIB). It further examines the mediating role of affective commitment (AC) and the moderating role of organizational cynicism and financial job dependence (FJD).

Design/methodology/approach

By using a three-wave approach, the hypotheses were tested by collecting data from 473 full-time employees and their supervisors in the Thai hotel industry.

Findings

The results demonstrated that JI negatively affected WP and SIB. AC mediated these relationships. FJD moderated these relationships such that at high levels of job dependence, the negative relationships were weaker.

Research limitations/implications

Human resource managers may reduce the negative effects of JI by creating a supportive and caring work environment through open communication. They may communicate openly with employees about the challenges the organization is facing, and involve them in planning, decision-making and implementation to mitigate the negative effects of JI. They may also provide training and development opportunities to help employees build their skills and increase their value to the organization.

Originality/value

Research on the behavioral consequences of JI is scant in the hospitality sector. Drawing on job–demand resource theory, this study attempts to fill this gap.

Details

International Journal of Contemporary Hospitality Management, vol. 36 no. 1
Type: Research Article
ISSN: 0959-6119

Keywords

Content available

Abstract

Details

The Learning Organization, vol. 31 no. 2
Type: Research Article
ISSN: 0969-6474

Article
Publication date: 19 May 2023

Amy Shady, Nancy Bouchra and Menatallah Darrag

The purpose of the study is to explore novel antecedents to workplace envy. The authors explore the role of workplace ostracism (WO) as a contextual antecedent in triggering envy…

Abstract

Purpose

The purpose of the study is to explore novel antecedents to workplace envy. The authors explore the role of workplace ostracism (WO) as a contextual antecedent in triggering envy, as well as the mediating effects of metacognitive resources (MR) and dimensions of social perception (DSP) as cognitive antecedents. The authors integrate affective events theory, social comparison theory and schema theory to develop their arguments.

Design/methodology/approach

Using the survey approach, the authors recruited 490 professionals employed in Egypt and validated the proposed model and hypotheses in structural equation modelling (SEM).

Findings

The results show a significant relationship between WO and workplace envy. Additionally, metacognitive experiences (MEs) and warmth mediate the relationship among them.

Originality/value

By addressing how WO is a predictor of envy, this study is among the few to consider social-related events as predictors of envy. Additionally, the study is one of the first that has extended affective events theory to explore the role of an individual's cognition in generating envy.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 12 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 5 February 2024

Mounika Mude and J. Reeves Wesley

Research on work–family interface (WFI) is almost two decades old. It is widely believed that the archetype of work and family after COVID has changed. Post-COVID emphases and…

Abstract

Purpose

Research on work–family interface (WFI) is almost two decades old. It is widely believed that the archetype of work and family after COVID has changed. Post-COVID emphases and outcomes would be different. Accordingly, a bibliometric analysis of the research would help to understand the state of the research and positive WFI patterns that guide further investigations. The present study used measures such as journals, citations, etc. to determine the bibliometric patterns from 2003 to August 2023 using VOSviewer software.

Design/methodology/approach

Data were obtained from Scopus. 1,601 works were found in the first search. This figure was narrowed down to 525 based on a few conditions. The most commonly referenced journals, sources, authors, etc. were used for the analysis.

Findings

Research on positive WFI has increased in recent years. The total number of articles in positive WFI was 525 between 2003 and August 2023. Greenhaus, Powell and Carlson were the most cited authors in this field. Carlson had produced the highest number of documents in WFI. Most WFI authors focused on antecedents, treating positive WFI as the outcome variable.

Research limitations/implications

This is the first bibliometric analysis conducted on a positive WFI, although there have been a few on work–family conflict. However, other sources such as the Australian Business Deans Council (ABDC) and Web of Science may throw different results on journals, citations, etc. Hence, future researchers might emphasize if the same results originate from data in other databases. Other analytical tools may be used in the place of VOSviewer.

Originality/value

This is the first article on bibliometric analysis of positive WFI. This paper’s primary objective is to understand the patterns of literature available on positive WFI and its significance comprehensively.

Details

International Journal of Sociology and Social Policy, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0144-333X

Keywords

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