Search results
1 – 10 of 29Mohammad Shahin Alam, Kelly Williams-Whitt, DuckJung Shin and Mahfooz Ansari
This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job…
Abstract
Purpose
This study develops and tests a comprehensive model that examines whether dimensions of supervisors’ job demands and resources influence their work motivation through their job strain levels while managing disability accommodation (DA).
Design/methodology/approach
The proposed model leverages the assumptions of established job demand and resources theories, including demand-ability fit, job demand-control, job demand-control-support, and effort-reward balance models. Then, we tested with the quantitative data from 335 British, Canadian, American, Australian, Dutch, and German supervisors with recent DA experience.
Findings
This study found support for the proposed model. Job control and social support directly affected work motivation, while job strain did not mediate the relationship between job control and social support and work motivation. The results suggest that employers looking to improve the likelihood of DA success should focus on providing adequate job control, social support, and rewards to supervisors responsible for accommodating employees with disabilities.
Practical implications
This research enhances our understanding of how additional DA responsibilities impact supervisors and aids in the development of effective DA management policies and interventions, providing robust support for practitioners.
Originality/value
This study contributes to extending the DA literature by testing the applicability of different theoretical models to explain the effect of the additional DA responsibility on supervisors’ job demand, strain, and motivation levels and identify the resources to mitigate them.
Details
Keywords
Lijing Zhao, Shashan Bao, Phillip M. Jolly and Yi Su
The purpose of this study was to investigate how and when exploitative leadership hinders hospitality employees’ service innovative behavior. Based on the conservation of resource…
Abstract
Purpose
The purpose of this study was to investigate how and when exploitative leadership hinders hospitality employees’ service innovative behavior. Based on the conservation of resource theory, the authors examined the mediating role of relational energy and the moderating impact of sensitivity to interpersonal mistreatment on this relationship.
Design/methodology/approach
Two-wave data collection from 54 hotel leaders and 266 subordinates in China resulted in 266 supervisor–subordinate matched data sets. Structural equation modeling analyses were used for data analysis.
Findings
Exploitative leadership is negatively related to hospitality employees’ service innovative behavior via diminished employee relational energy. Furthermore, employees with high sensitivity to interpersonal mistreatment experience intensified negative impact of exploitative leadership on relational energy and subsequent service innovation behavior.
Research limitations/implications
Hotel management must recognize and mitigate the effects of exploitative leadership to foster an environment conducive to service innovation. In addition, hotel managers should be attuned to the employees’ relational energy, recognizing its essential role in driving innovative behavior.
Originality/value
This research contributes insights into how exploitative leadership style impedes employee service innovation behavior. It further illuminates the role of relational energy as a critical mediator in this relationship.
Details
Keywords
Rishi Kappal and Dharmesh K. Mishra
Executive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative…
Abstract
Purpose
Executive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative needs of CXOs, the work–life balance and hence career progression. This paper aims to examine the impact of remote working on executive isolation impacting the collaborative needs, work–life balance and career of CXOs from organizations in India.
Design/methodology/approach
Qualitative research approach was adopted for the study. The respondents based on inclusion criteria were selected through purposive sampling. The survey was administered to 50 CXOs representing multinational companies in India, of which 45 CXOs responded. The data was analyzed using MAXQDA 2022 (Verbi Software, Berlin, Germany).
Findings
Companies try to save costs by promoting remote working but might countermine its implications on CXOs collaborative needs, work–life balance and career slowdown. Businesses are now able to hire CXOs and other people who do not physically work alongside their counterparts but at the cost of enhancing executive isolation and loss of productivity. Imposed remote working can adversely affect the CXOs interactivity and productivity, thus enhancing executive isolation and impacting career progression.
Originality/value
The remote working was mandatory during the pandemic but became a practice henceforth. The impact of remote working on the CXOs collaborative needs, work–life balance and career progression has largely been unstudied. There is limited awareness about impact of remote working on executive isolation and its multiplier effect impacting the CXOs careers and it is an inward challenge which needs to be mitigated by the companies. This aspect can lead to the CXOs not being able to achieve their objectives, making the organizations lose trust on their ability to lead and eventually slowing down their career progression, due to remote working led executive isolation.
Details
Keywords
Ward van Zoonen, Toni van der Meer and Anu Sivunen
Enterprise social media (ESM) are expressive spaces where users exchange emotional workplace communication. While some studies have explored how positive emotions may be…
Abstract
Purpose
Enterprise social media (ESM) are expressive spaces where users exchange emotional workplace communication. While some studies have explored how positive emotions may be contagious, little research explored the notion that negative communication may accumulate on enterprise social media. This study explores perceived negativity bias and its correlates in the context of ESM.
Design/methodology/approach
This study relies on survey data collected from 599 employees of a global organization. The response rate was 18.7%. Structural equation modeling was used to test the hypotheses.
Findings
The results contribute to research on ESM by demonstrating that perceived negativity bias is positively related to feelings of accountability and negatively associated with social support. Furthermore, the results indicate that unmet communication expectations on ESM can have implications for perceived social support beyond online contexts and accountability through perceived negativity bias.
Research limitations/implications
The findings demonstrate how employees' unmet expectations about ESM use increase feelings that a digital environment is disproportionately negative, which may create an “unsafe” space for employees and a fear of being held accountable for their contributions. This study highlights how the Expectation-Disconfirmation Theory provides a fruitful framework for studying enterprise social technologies.
Originality/value
This study suggests that work is not merely a rational endeavor, and that emotions and personal feelings (including negative ones) may shape workplace communication on ESM. We contribute to research on ESM use by using the Expectation-Disconfirmation Theory as a lens to study antecedents and implications of perceived negativity bias.
Details
Keywords
Xiaolin Sun, Jiawen Zhu, Huigang Liang, Yajiong Xue and Bo Yao
As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This…
Abstract
Purpose
As after-hours technology-mediated work (ATW) becomes common in organizations, the increased workload and interference to life caused by ATW has induced employee turnover. This research develops a mediated moderation model to explain how employees' intrinsic and extrinsic motivations for ATW affect their turnover intention through work–life conflict.
Design/methodology/approach
A survey was conducted to collect data of 484 employees from Chinese companies. Partial Least Square was used to perform data analysis.
Findings
The results show that intrinsic motivation for ATW has an indirect negative impact on turnover intention via work–life conflict, whereas extrinsic motivation for ATW has both a positive direct impact and a positive indirect impact (via work–life conflict) on turnover intention. This study also helps find that time spent on ATW can strengthen the positive impact of extrinsic motivation for ATW on turnover intention but has no moderation effect on the impact of intrinsic motivation for ATW. Furthermore, this study reveals that the interaction effect of time spent on ATW and extrinsic motivation on turnover intention is mediated by employees' perceived work–life conflict.
Originality/value
By discovering the distinct impact of employees' intrinsic and extrinsic motivations for ATW on turnover intention, this research provides a contingent view regarding the impact of ATW and offers guidance to managers regarding how to mitigate ATW-induced turnover intention through fostering different motivations.
Details
Keywords
This paper aims to inform noncataloguers about the current and historical significance of both machine readable cataloguing (MARC) records and traditional cataloguing as well as…
Abstract
Purpose
This paper aims to inform noncataloguers about the current and historical significance of both machine readable cataloguing (MARC) records and traditional cataloguing as well as introduce them to current struggles to modernize.
Design/methodology/approach
The approach of this column is to break-down what may appear to be a crisis in the modernization of library cataloguing and metadata by placing the issues in their historical context and considering existing technologies in a user-friendly manner.
Findings
MARC-based cataloguing is well-established, robust and widely used in many library applications. It is not easily replaced and attempts to do so have had very slow progress. Although change is expected in the future, it may lay with solutions based on Artificial Intelligence (AI) technologies.
Originality/value
Although there are many papers discussing the merits of traditional cataloguing and the need for new methods and standards, few are written from a nontechnical point of view and for noncataloguers or those not working in systems departments. This column's intended audience is all library workers with an emphasis on those who are not familiar with MARC.
Edmore Tarambiwa, Irvine Langton, Chengedzai Mafini and Joyendu Bhadury
The study explores the impact of people-centered Knowledge Management Systems (KMS) on Supply Chain Performance (SCP). It also aims to reinforce the importance of people in an…
Abstract
Purpose
The study explores the impact of people-centered Knowledge Management Systems (KMS) on Supply Chain Performance (SCP). It also aims to reinforce the importance of people in an organization’s survival, particularly from a knowledge-based perspective, by empirically assessing the mediating effect of knowledge sharing on people-centered KMS and SCP. The model being assessed incorporates people-centered KMS that promote knowledge sharing and therefore improve SCP within Small and Medium sized Enterprises (SME) in developing countries, leading to their extended life span.
Design/methodology/approach
The study developed a knowledge-based SCP model using people-centered KMS as a predictor variable and knowledge sharing as a mediating variable, with SCP as the outcome variable. The data were collected from a sample of 580 SME owners from across Zimbabwe via a questionnaire developed based on validated constructs available in literature that was vetted through a pilot survey before distribution. The dataset was subsequently tested for validity of constructs and scales and analyzed using multiple regression.
Findings
The results of the study showed significant influence of three people-centered KMS, namely, Communities of Practice (CoP), Innovation Management (IM) and Organizational Culture (OC), on knowledge sharing but not from Social Capital. Thereafter, significant influence was also found of knowledge sharing on three process-based measures of SCP, namely, Time-Related Performance (TRP), Cost-Related Performance (CRP) and Responsiveness-Related Performance (RRP), but not on Operational Quality-Related Performance (OQRP). Thus overall, it was confirmed that people-centered KMS has a salutary impact on process-based SCP, with knowledge sharing serving as a significant mediator.
Research limitations/implications
The study makes a novel contribution to the extant literature by providing insight into how people-centered KMS impacts SCP through knowledge sharing. Additionally, the geographical scope of the study also makes it among the few that have studied supply chain management within the context of developing economies, especially those that face significant economic pressures, such as Zimbabwe. Finally, given the criticality of SMEs to the economic growth in developing economies juxtaposed with the low survival rates of SMEs therein, the study reveals a relatively low-cost strategy of knowledge sharing among supply chain partners as a valid strategy to improve the SCP of these SMEs in an effort to enhance their survival rates. The primary limitation of the study relates to potential difficulty in the generalizability of findings because data were collected from a single country.
Originality/value
The original contributions of the study include: utilizing a people-centered knowledge management perspective, an establishment of the relationship between KMS on SCP and demonstrating the salience of knowledge sharing as a mediator; addressing the dearth of literature on supply chain management in developing economies, especially those with stressed economies; demonstrating the usefulness of knowledge sharing as a relatively low-cost but effective strategy to improve the performance of SMEs in a developing economy and thus lead to higher survival rates, thus providing a tool that can be used by the public and the private sector in developing countries to build structures for successful economic development.
Details
Keywords
This paper aims to identify and report the differential effects of activity control and capability control on role stressors, which subsequently affect salespeople’s job…
Abstract
Purpose
This paper aims to identify and report the differential effects of activity control and capability control on role stressors, which subsequently affect salespeople’s job satisfaction and sales performance.
Design/methodology/approach
Drawing on job demands-resources (JD-R) theory, the authors defined active control and customer demandingness as the job demands and capability control as the job resource, and designed their relationship with role stressors, which are indicated as role ambiguity, role conflict and role overload. The authors enrolled a sample of 223 industrial salespeople from pharmaceutical companies. After collecting the data, the authors used structural equation modeling using AMOS to test and estimate causal relationships along with a two-step approach to examine the interaction effect. The authors have also tested the simple slope of two-way interactions. All of the measured variables were identical to those used in previous studies.
Findings
The study findings indicate that behavior-based control can be counterproductive. Reducing activity control can decrease role stress, increase job satisfaction and improve job performance; increasing capability control, however, can reduce role stress and increase job satisfaction and performance. It is also important to acknowledge the external environment of the sales context in which behavior-based control is most effective: whereas high customer demandingness and capability control are related to reduced role stress, high customer demandingness and activity control are related to increased role stress.
Practical implications
Sales managers should recognize that different control management regimes reinforce or mitigate salespeople’s job stressors and outcomes under specific conditions (i.e. work environments marked by higher or lower customer demandingness).
Originality/value
Drawing on JD-R theory, the research shows that a behavior control (i.e. activity control and capability control) has differential, and even opposite, psychological consequences.
Details
Keywords
Xianfang Xue, Bei Wang and Ahsan Ali
This study aims to examine how star–nonstar exchange (SNE) influences nonstars’ performance using social information processing theory.
Abstract
Purpose
This study aims to examine how star–nonstar exchange (SNE) influences nonstars’ performance using social information processing theory.
Design/methodology/approach
A time-lagged survey approach is utilized to collect data from 531 nonstars in China. Structural equation modeling and process macro models are applied to test the moderated mediation model of this study.
Findings
Results reveal that SNE has a positive effect on nonstars’ performance through their psychological empowerment, with task complexity moderating the relationship between psychological empowerment and innovative performance. However, no moderating effect was found for routine performance.
Originality/value
Although previous research has delved into how leader–member exchange and team–member exchange influence employee performance. This study uniquely concentrates on how the exchange relationship between star performers and nonstars influences nonstars’ performance – a dimension that has generally been overlooked in existing literature. Findings are important for understanding SNE influence on nonstars’ performance while managing task complexity.
Details
Keywords
Hsiu-Yu Teng and Chien-Yu Chen
Recognition of the complexity of job embeddedness in the work environment has grown, highlighting the need for a deeper understanding of the factors that contribute to this…
Abstract
Purpose
Recognition of the complexity of job embeddedness in the work environment has grown, highlighting the need for a deeper understanding of the factors that contribute to this phenomenon. This study analyzed how and when job crafting and leisure crafting are linked to job embeddedness by investigating employee resilience as a mediator and employee adaptivity as a moderator.
Design/methodology/approach
Data were gathered from 568 Taiwanese hotel employees. The PROCESS macro was used to verify all hypotheses.
Findings
Both job crafting and leisure crafting increased job embeddedness. Employee resilience mediated the impacts of job and leisure crafting on job embeddedness. The positive relationship between employee resilience and job embeddedness was stronger when employee adaptivity was high. Employee adaptivity moderated the indirect impacts of job and leisure crafting on job embeddedness through employee resilience.
Practical implications
Hotel managers should foster a workplace culture that encourages employees to engage in job crafting. Additionally, managers can offer employee assistance programs to proactively encourage workers to participate in leisure crafting. Providing training and wellness programs to strengthen employee resilience, along with allocating resources and designing learning programs to enhance employee adaptability, can further promote job embeddedness.
Originality/value
This research contributes to the literature through the construction of a moderated mediation model that explored how and when job and leisure crafting affect job embeddedness.
Details