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1 – 10 of 16Ashly H. Pinnington, Hazem Aldabbas, Fatemeh Mirshahi and Mary L. Brown
This study investigates the relationship between women’s networks perceptions and job satisfaction. It also examines the mediating effects of perceived organizational support…
Abstract
Purpose
This study investigates the relationship between women’s networks perceptions and job satisfaction. It also examines the mediating effects of perceived organizational support (POS) for women’s work contributions on the relationship between networks perceptions and job satisfaction.
Design/methodology/approach
The participants are female employees working in Scotland (n = 247). The data were collected using a survey questionnaire. PROCESS macro (model 4, Hayes, 2018) was used to test the proposed model.
Findings
The results revealed that (controlling for work time, age and sector) there is a significant relationship between women’s networks perceptions and job satisfaction. In addition, POS for women’s work contribution mediates the relationship between networks perceptions and job satisfaction. These findings show the significant effects of networks perceptions on employees’ job, satisfaction directly and through POS for women’s work contributions. Therefore, understanding the networks perceptions of employees and organizational factors will assist in improving job satisfaction.
Originality/value
This study is unique for examining the role of POS for women’s work contribution in the relationship between employees’ networks perceptions and job satisfaction. It addresses gender inequality in the workplace in terms of women’s career advancement and job satisfaction. In addition, this research offers insight into the development of a seven-item measurement scale related to networks perceptions.
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Ashly Pinnington, Farzana Asad Mir and Zehua Ai
The purpose of this study is to address the mixed predictions about the relationship between general skills training and turnover intention of early career graduates by examining…
Abstract
Purpose
The purpose of this study is to address the mixed predictions about the relationship between general skills training and turnover intention of early career graduates by examining the mediating mechanisms of perceived organizational support (POS) and job satisfaction (JS) through which this relationship might be enacted. This study adopts organizational support theory as the guiding theory and examines the concept of POS as critical for predicting and explaining relationships in the conceptual framework.
Design/methodology/approach
A quantitative survey method was used on a sample of 147 Chinese early career graduate trainees. Analysis was conducted using partial least square-based structural equation modelling (PLS-SEM).
Findings
The main finding is that participation in general skills training (PGST) does not directly impact turnover intention, rather POS is a mechanism through which this negative relationship operates. This study also found significant evidence for serial mediation by POS on PGST and its relationship with turnover intention. Importantly, JS only has an effect on turnover intention when in the presence of serial mediation by POS.
Research limitations/implications
Cross-sectional study of a small survey sample. Nonetheless, the findings have major implications for research theories on the relationship of general skills training with employee turnover.
Social implications
PGST does not directly impact turnover intention, rather POS is a mechanism through which this negative relationship operates.
Originality/value
This research emphasizes the important role of POS in the relationship between early career graduate trainees’ PGST and their turnover intentions.
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Hazem Aldabbas, Ashly Hervey Pinnington and Abdelmounaim Lahrech
This paper aims to investigate the contribution of perceived organizational support (POS), work engagement (WE) and intrinsic motivation (IM) on employee creativity (EC).
Abstract
Purpose
This paper aims to investigate the contribution of perceived organizational support (POS), work engagement (WE) and intrinsic motivation (IM) on employee creativity (EC).
Design/methodology/approach
This study conducted a questionnaire survey obtaining 370 respondents employed in the United Arab Emirates in 6 organizations operating in services industries. The authors test their hypothetical model based on regression analysis.
Findings
The main findings are that WE mediates the relationship between POS and EC. Further, the effect of POS on EC is moderated by IM. The results also indicated that the indirect effect of POS on EC through WE was moderated by IM. The path effect is stronger for employees with high IM.
Originality/value
This study sheds light on the effect of POS on EC through WE and IM in the workplace, making a significant contribution to the POS and EC literatures by offering insights on when and how IM and WE enhances EC.
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Ashly Pinnington, Hazem Aldabbas, Fatemeh Mirshahi and Tracy Pirie
This study aims to investigate the relationship between different organisational development programmes (360-degree feedback; Coaching; Job assignment; Employee assistance…
Abstract
Purpose
This study aims to investigate the relationship between different organisational development programmes (360-degree feedback; Coaching; Job assignment; Employee assistance programmes; On-the-job training; Web-based career information; Continuous professional development; External education provision) and employees’ career development. The implications of the moderating effects of gender on the relationships between these eight organisational programmes and career development are assessed.
Design/methodology/approach
To examine hypothesised relationships on eight organisational programmes and career development, this paper computed moderated regression analyses using the PROCESS macro (3.5), for a two-way analysis of variance (Hayes, 2018). The data collected are based on a survey sample of employees (n = 322) working in Scotland.
Findings
Two main findings arose from this empirical study. First, there are significant direct relationships between seven out of the eight organisational development programmes and their influences on employees’ career development. Second, gender is a significant moderator for four of the programmes’ relationship with career development, namely, coaching, web-based career information, continuous professional development and external education provision. However, gender failed to moderate the four other programmes’ (i.e. 360-degree feedback, job assignment, employee assistance programmes and on-the-job training) relationship with career development.
Originality/value
This paper concludes that closer attention should be given to the organisational design of these development programmes and consideration of potential gender differences in employees’ perception of their importance for career development in their organisation. To date, the majority of research in the literature has concentrated on the impact of training on career development, so this study contributes to the body of knowledge on a set of organisational development programmes and their effect on career development moderated by gender.
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Lama Blaique, Ashly Pinnington and Hazem Aldabbas
The under-representation of women working in Science, Technology, Engineering and Mathematics (STEM) careers is a persistent problem worldwide. This dilemma is exacerbated by the…
Abstract
Purpose
The under-representation of women working in Science, Technology, Engineering and Mathematics (STEM) careers is a persistent problem worldwide. This dilemma is exacerbated by the fact that an insufficient number of women enroll in STEM studies, and a significant proportion of those who do join then opt out of their STEM careers at different points in their lives. The protean attitude emphasizes agentic individual control over one’s career, and thus offers women substantial potential for developing and enhancing career outcomes. Therefore, this study aims to investigate coping self-efficacy as an antecedent and career identity as a consequent of a protean attitude for women working in STEM.
Design/methodology/approach
Using a questionnaire survey, data were collected from 482 women working in STEM in the Middle East region. Multiple regression and bootstrapping methods were used in the analysis of the data.
Findings
The findings indicate that coping self-efficacy positively affects both protean attitude and career identity. The results also show that a protean attitude mediates the relationship between coping self-efficacy and career identity.
Practical implications
This research presents organizational management and government policy recommendations aimed at increasing the recruitment and retention of women in STEM careers.
Originality/value
The study addresses some of the main challenges related to identifying antecedents and outcomes of protean attitude.
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Hazem Aldabbas, Ashly Pinnington, Abdelmounaim Lahrech and Lama Blaique
This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and…
Abstract
Purpose
This study aims to investigate the relationship between extrinsic rewards and employee creativity through the intervening mechanism of perceived organisational support (POS) and work engagement. The moderating role of intrinsic motivation on the relationship between work engagement and employee creativity is also examined.
Design/methodology/approach
The authors report the results of a survey completed by 372 respondents employed in the United Arab Emirates. Structural equation modelling was applied to test the hypothesised relationships.
Findings
The main findings are that extrinsic rewards influence employee creativity through POS and work engagement. Moreover, the effect of work engagement on employee creativity is moderated by intrinsic motivation. This model effect is stronger for employees with high intrinsic motivation.
Research limitations/implications
Convenience sampling was used, which limits its generalisability. Also, the data were collected through a cross-sectional survey at one point in time.
Practical implications
Managers should consider provision of extrinsic rewards and support to increase employee motivation and engagement in creative work.
Originality/value
This study contributes to the limited amount of available literature on creativity and rewards adding to our knowledge about the influence of extrinsic rewards on creativity considered in the presence of intrinsic motivation. Theoretical and practical recommendations are discussed.
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Hazem Aldabbas, Ashly Pinnington and Abdelmounaim Lahrech
This study aims to investigate the relationship between university–industry collaboration (U-I-C) in research and development (R&D) and quality management and explore how the…
Abstract
Purpose
This study aims to investigate the relationship between university–industry collaboration (U-I-C) in research and development (R&D) and quality management and explore how the relationship is mediated by innovation.
Design/methodology/approach
Based on panel data consisting of 109 countries spanning over a five year period (2013-2017) this study investigates, through structural equation modelling, how this relationship is mediated by innovation.
Findings
The main finding is that there are positive significant direct effects between U-I-C and innovation and between innovation and international organization for standardization (ISO) 9001. Furthermore, the strength and significance of these relations are highly affected by the classification of income in these countries, which ranges from high and upper-middle to lower-middle categories. This paper concludes that countries in the high-income category have higher achievement in U-I-C in R&D, innovation and ISO 9001 when compared to the upper and lower-middle-income categories.
Originality/value
This paper demonstrates in the empirical study the value of collaboration in R&D between government, industry and academia, as it can encourage scientific research and contribute to quality management and innovation. This research is one of the very few studies to assess the country’s income classification effect on U-I-C in R&D, innovation and ISO 9001. It is recommended that more research is conducted on how countries not ranked in the high-income category could benefit from U-I-C in R&D to enhance innovation and quality management.
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Vilmante Kumpikaite -Valiuniene, Jurga Duobiene, Ashly H. Pinnington and Abdelmounaim Lahrech
The authors investigate empirically emigrants' intentions and motivations to work virtually for their country of origin. The study focuses on a country with substantial…
Abstract
Purpose
The authors investigate empirically emigrants' intentions and motivations to work virtually for their country of origin. The study focuses on a country with substantial, persistent emigration and explores theories of diaspora investment motivation and virtual work characteristics.
Design/methodology/approach
An exploratory questionnaire survey on migrants' intentions and motivations to work virtually for their country of origin was conducted in late 2016 on 3,022 respondents, all emigrants from Lithuania.
Findings
Migrants are more likely to engage in virtual work for their country of origin when they experience negative career satisfaction, perceive the country of origin as their home country, belong to a recent wave of migration and possess occupational skills commonly employed in virtual work.
Research limitations/implications
A major limitation of this study conducted on emigrants from one country is that it does not permit generalisation of the results to other countries and regions. It is limited, thus, to making general comparisons to what is known in the literature about migrants from other nations. However, the authors have identified some of the main factors which have theoretical and empirical import for future research, and the auhtors have argued that the results of our study possess only a few inherent geographic limitations. This research is a starting point for studies connecting diaspora motivation and their linkage to virtual work as a mean of human capital gain for the country of origin. The findings inform the conceptual model of virtual workplaces of Kumpikaite-Valiuniene et al. (2014) in relation to migrants and support Nielsen and Riddle's (2010) migrant diaspora investment motivation theory.
Practical implications
Understanding how and when organisations will work virtually with migrants from the country of origin as well as knowing more about their needs and expectations for migrants' knowledge, skills and work experience are necessary for future research on the attractiveness and potential of virtual work. As a first step in exploring diaspora motivation for virtual work, the authors recommend conducting qualitative research that would investigate more deeply the various motivations migrants can have for virtual work with their country or origin. This study revealed that females are more motivated to work virtually compared to males. However, gender issues have not been explored in this survey and constitute a future study direction.
Social implications
Moreover, future research should examine what areas of human capital, commercial and cultural knowledge can be productively delivered by migrants working virtually for organisations in the country of origin, which will contribute to greater understanding of knowledge transfer and human capital issues (“brain gain”) in the migration literature. Further, specific forms of virtual work should be studied empirically for the extent that they provide opportunities for self-development and for satisfaction in personal lives and work careers. In addition, the potential business and societal benefits for the country of origin should be studied further through examining diverse dimensions of family, community, work and careers. These studies will expand knowledge of virtual work and related research phenomena and will contribute to this gap in the migration and human resource management (HRM) literature studies.
Originality/value
This research is a starting point for studies connecting diaspora motivation and their linkage to virtual work as a mean of human capital gain for the country of origin. The findings inform the proposed conceptual model of virtual workplaces by Kumpikaite-Valiuniene et al (2014) in relation to migrants and support Nielsen and Riddle (2010) migrant diaspora investment motivation theory. The authors have identified some of the main factors that have theoretical and empirical import for future study. This research topic and new related studies on diaspora have the potential to contribute to the fields of migration, HRM, work and career studies.
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Lama Blaique, Ashly H. Pinnington, Husam-Aldin Al-Malkawi and Hazem Aldabbas
Despite continuing under-representation of women in science, technology, engineering and mathematics (STEM) fields, the literature still falls short on identifying and explaining…
Abstract
Purpose
Despite continuing under-representation of women in science, technology, engineering and mathematics (STEM) fields, the literature still falls short on identifying and explaining the factors that could contribute to women's persistence and commitment. The purpose of this research is to identify cognitive and behavioral factors that will support the occupational commitment of women in STEM.
Design/methodology/approach
Quantitative analysis is based on a questionnaire survey of 375 women working in STEM in the Middle East region. Multiple regression and bootstrapping methods were employed in the analysis of the data.
Findings
The results support the following hypotheses: personal skills development has a positive impact on affective occupational commitment and coping self-efficacy, and coping self-efficacy mediates the relationship between personal skills development and affective occupational commitment.
Originality/value
This study adds insights on the dynamic approaches adopted by women in STEM fields to overcome occupational career challenges by testing several internal drivers, coping self-efficacy and personal learning.
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Lama Blaique, Ashly Pinnington and Hazem Aldabbas
Despite an evident increase in the number of women joining Science, Technology, Engineering and Mathematics (STEM) majors at universities, the recruitment and retainment of women…
Abstract
Purpose
Despite an evident increase in the number of women joining Science, Technology, Engineering and Mathematics (STEM) majors at universities, the recruitment and retainment of women in STEM occupations continue to be a substantial challenge. The aim of this research is to investigate several individual and contextual factors that could increase the representation of women in STEM fields.
Design/methodology/approach
The authors report the results of a questionnaire survey of women (n = 375) working in STEM industries in the Middle East and North Africa region who have or had a mentor during their careers. Structural equation modelling is used to examine the proposed hypotheses.
Findings
The results indicate that both mentoring and coping self-efficacy positively influence affective occupational commitment. Coping self-efficacy is also found to partially mediate the relationship between mentoring and affective occupational commitment.
Practical implications
The authors recommend that researchers and practitioners give more attention to the contextual factors such as mentoring and its contribution to the coping self-efficacy and affective occupational commitment of employees in STEM occupations.
Originality/value
In this study, the authors investigate individual and contextual factors that have potential to enhance women's occupational commitment in STEM industries based on the Career Self-Management Model.
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