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Article
Publication date: 7 March 2023

Otmar Varela, Sonya Premeaux and Naeem Bajwa

Human capital and boundaryless career theory prevail in studies that examine objective and subjective career success respectively. However, evidence indicating that each framework…

Abstract

Purpose

Human capital and boundaryless career theory prevail in studies that examine objective and subjective career success respectively. However, evidence indicating that each framework offers superior suitability for its respective career outcome is unclear. The purpose of this study is to contrast the predictive validity of the frameworks with respect to both career success criteria.

Design/methodology/approach

The sample involved 182 management faculty in the USA. The authors relied on hierarchical regression analyses to test the study hypotheses.

Findings

Results indicate that human capital outperforms mobility across career success criteria. Yet, this study found that industry segment amplifies the effect of mobility on career success.

Research limitations/implications

While findings primarily speak to the superiority of human capital as a career success antecedent, the significant effect of the industry segment as moderator of mobility calls for a granular definition of the setting where careers are analyzed. Replication of findings across industries are needed before assuming the generalization of results.

Practical implications

Findings reveal the relevance of early career movements for professional careers in academe.

Originality/value

Despite the extensive use of human capital and mobility as antecedents of career success, to the best of the authors’ knowledge, this is the first study that directly contrasts the predictive validity of these competing antecedents.

Details

Management Research Review, vol. 46 no. 10
Type: Research Article
ISSN: 2040-8269

Keywords

Article
Publication date: 10 August 2023

Manting Deng and Jiantao Zhu

Organizations have widely adopted enterprise social media (ESM) to improve employees' creativity. This study applies self-regulation theory to explore the role of feedback seeking…

Abstract

Purpose

Organizations have widely adopted enterprise social media (ESM) to improve employees' creativity. This study applies self-regulation theory to explore the role of feedback seeking in mediating the effects of work-oriented and social-oriented ESM usage on employee creativity.

Design/methodology/approach

A questionnaire was conducted on 219 working professionals in China – professionals that use ESM in respective organizations.

Findings

Results show that both work-oriented and social-oriented ESM usage are positively associated with employee feedback inquiry and, subsequently, increased employee creativity. The findings also suggest that social-oriented ESM usage is positively related to employee monitoring, whereas employee feedback monitoring is not related to employee creativity.

Research limitations/implications

Practitioners and/or managers need to pay greater attention to the impact of work-oriented and social-oriented ESM usage on employee feedback seeking strategies and creativity. The low response rate is one of the limitations in this study, although the results of the test suggest that non-response bias is not a critical issue in this study.

Originality/value

This study contributes to the knowledge of feedback inquiry in explaining the effect of work-oriented and social-oriented ESM usage on employee creativity. The current study helps to extend the intervening mechanism in the relationship between ESM usage and employee creativity.

Details

Industrial Management & Data Systems, vol. 123 no. 9
Type: Research Article
ISSN: 0263-5577

Keywords

Article
Publication date: 4 April 2023

V. Jayakumar and M.N. Vinodkumar

Transport industry is one of the leading accident causing industries all around the world. Personal attributes like educational qualification, work experience, marital status…

Abstract

Purpose

Transport industry is one of the leading accident causing industries all around the world. Personal attributes like educational qualification, work experience, marital status, consumption of alcohol, hours of work of bus drivers are known to influence such accidents. In the present study, the mediating effects of Workplace spirituality (WS) among bus drivers between the personal attributes and job performance variables like self-reported accidents, punishments and appraisals are carried out.

Design/methodology/approach

A mediation analysis of WS between personal attributes and job performances of bus drivers is conducted in the present study. Since there is scarcity of studies measuring the effects of WS of bus drivers, new scale to measure WS was developed. The study was carried out in the government-owned road transport corporation in the state of Kerala, India. Responses were obtained from 617 male drivers.

Findings

Using exploratory factor analysis, four factors were identified, namely Meaningful work, Sense of Community, Mindfulness and Compassion. Confirmatory factory analysis provided good fit. The intercorrelations of personal attributes of drivers (independent variables) between WS factors (mediating variables) and job performance variables (dependent variables) were found out. Mediation analysis showed complete mediation of WS factors between marital status, alcohol consumption, hours of work and job performances like number of self-reported accidents, punishments and appraisals. The WS levels of drivers decrease significantly as working hours per goes beyond the legally allowed working hours.

Originality/value

Psychological attributes like Mindfulness, Sense of community, compassion etc. which are collectively known as WS influence the job performances of employees in other industries. Yet it is not studied in the transport industry. Hence, in the present study, the levels of WS are studied among bus drivers of government-owned road transport corporation in the State of Kerala, India.

Details

Journal of Organizational Change Management, vol. 36 no. 3
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 27 November 2023

Olatunji David Adekoya, Chima Mordi, Hakeem Adeniyi Ajonbadi and Weifeng Chen

This paper aims to explore the implications of algorithmic management on careers and employment relationships in the Nigerian gig economy. Specifically, drawing on labour process…

Abstract

Purpose

This paper aims to explore the implications of algorithmic management on careers and employment relationships in the Nigerian gig economy. Specifically, drawing on labour process theory (LPT), this study provides an understanding of the production relations beyond the “traditional standard” to “nonstandard” forms of employment in a gig economy mediated by digital platforms or digital forms of work, especially on ride-hailing platforms (Uber and Bolt).

Design/methodology/approach

This study adopted the interpretive qualitative approach and a semi-structured interview of 49 participants, including 46 platform drivers and 3 platform managers from Uber and Bolt.

Findings

This study addresses the theoretical underpinnings of the LPT as it relates to algorithmic management and control in the digital platform economy. The study revealed that, despite the ultra-precarious working conditions and persistent uncertainty in employment relations under algorithmic management, the underlying key factors that motivate workers to engage in digital platform work include higher job flexibility and autonomy, as well as having a source of income. This study captured the human-digital interface and labour processes related to digital platform work in Nigeria. Findings of this study also revealed that algorithmic management enables a transactional exchange between platform providers and drivers, while relational exchanges occur between drivers and customers/passengers. Finally, this study highlighted the perceived impact of algorithmic management on the attitude and performance of workers.

Originality/value

The research presents an interesting case study to investigate the influence of algorithmic management and labour processes on employment relationships in the largest emerging economy in Africa.

Details

Information Technology & People, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0959-3845

Keywords

Article
Publication date: 7 November 2023

Nkiruka Evangeline Obi-Aso, Nonso Izuchukwu Ewurum and Ijeoma Clara Ewurum

A perusal of extant literature suggests asymmetric devotions in empirical research that overlooks unique social and industrial dynamics of married working women in highly…

Abstract

Purpose

A perusal of extant literature suggests asymmetric devotions in empirical research that overlooks unique social and industrial dynamics of married working women in highly competitive male-dominated industries. Drawing on the social role theory, the study addressed this asymmetry by proposing a multivariate regression model that examined performance drivers of married female real estate brokers, as mediated by organizational, cognitive and social influences.

Design/methodology/approach

The study employed a descriptive design. A structured electronic questionnaire was used to collect data from a sample of 256 married female brokers who are active on online messaging platforms. Snowball sampling was used to reach the research participants. Collected data were subjected to multivariate regression analysis.

Findings

The results infer that social influences were the most significant drivers of married female brokers in the real estate industry (r = 0.932, p < 0.05, F = 556.581). Significant interventions of diversity management, work-life balance, family support and access to economic opportunities were found.

Practical implications

In acknowledging the societal stereotype and culturally imposed burdens married women face in emerging economies, the study advanced theoretical, practical and policy initiatives for a more inclusive, supportive and learning-oriented work environment.

Originality/value

The novelty of the paper lies in its exposition of the unregulated real estate brokerage market in an emerging economy and the dynamic organizational, cognitive and societal influences of married female brokers.

Details

Property Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0263-7472

Keywords

Article
Publication date: 2 January 2024

Kenta Ikeuchi, Kyoji Fukao and Cristiano Perugini

The authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the…

Abstract

Purpose

The authors' work aims to identify the employer-specific drivers of the college (or university) wage gap, which has been identified as one of the major determinants of the dynamics of overall wage and income inequality in the past decades. The authors focus on three employer-level features that can be associated with asymmetries in the employment relation orientation adopted for college and non-college-educated employees: (1) size, (2) the share of standard employment and (3) the pervasiveness of incentive pay schemes.

Design/methodology/approach

The authors' establishment-level analysis (data from the Basic Survey on Wage Structure (BSWS), 2005–2018) focusses on Japan, an economy characterised by many unique economic and institutional features relevant to the aims of the authors' analysis. The authors use an adjusted measure of firm-specific college wage premium, which is not biased by confounding individual and establishment-level factors and reflects unobservable characteristics of employees that determine the payment of a premium. The authors' empirical methods account for the complexity of the relationships they investigate, and the authors test their baseline outcomes with econometric approaches (propensity score methods) able to address crucial identification issues related to endogeneity and reverse causality.

Findings

The authors' findings indicate that larger establishment size, a larger share of regular workers and more pervasive implementation of IPSs for college workers tend to increase the college wage gap once all observable workers, job and establishment characteristics are controlled for. This evidence corroborates the authors' hypotheses that a larger establishment size, a higher share of regular workers and a more developed set-up of performance pay schemes for college workers are associated with a better capacity of employers to attract and keep highly educated employees with unobservable characteristics that justify a wage premium above average market levels. The authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

Originality/value

The authors' contribution to the existing knowledge is threefold. First, the authors combine the economics and management/organisation literature to develop new insights that underpin the authors' testable empirical hypotheses. This enables the authors to shed light on employer-level drivers of wage differentials (size, workforce composition, implementation of performance-pay schemes) related to many structural, institutional and strategic dimensions. The second contribution lies in the authors' measure of the “adjusted” college wage gap, which is calculated on the component of individual wages that differs between observationally identical workers in the same establishment. As such, the metric captures unobservable workers' characteristics that can generate a wage premium/penalty. Third, the authors provide empirical evidence on how three relevant establishment-level characteristics shape the heterogeneity of the (adjusted) college wage observed across organisations.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 26 December 2022

Marc Roedenbeck and Petra Poljsak-Rosinski

This study investigates whether the artificial neural network approach, when used on a large organizational soft HR performance dataset, results in a better (R2/RMSE) model…

Abstract

Purpose

This study investigates whether the artificial neural network approach, when used on a large organizational soft HR performance dataset, results in a better (R2/RMSE) model compared to the linear regression. With the use of predictive modelling, a more informed base for managerial decision making within soft HR performance management is offered.

Design/methodology/approach

The study builds on a dataset (n > 43 k) stemming from an annual employee MNC survey. It covers several soft HR performance drivers and outcomes (such as engagement, satisfaction and others) that either have evidence of a dual-role nature or non-linear relationships. This study applies the framework for artificial neural network analysis in organization research (Scarborough and Somers, 2006).

Findings

The analysis reveals a substantial artificial neural network model performance (R2 > 0.75) with an excellent fit statistic (nRMSE <0.10) and all drivers have the same relative importance (RMI [0.102; 0.125]). This predictive analysis revealed that the organization has to increase six of the drivers, keep two on the same level and decrease one.

Originality/value

Up to date, this study uses the largest dataset in soft HR performance management. Additionally, the predictive results reveal that specific target values lay below the current levels to achieve optimal performance.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 16 May 2023

Hasnan Baber, V. Deepa, Hamzah Elrehail, Marc Poulin and Faizan Ashraf Mir

As learning at the workplace is predominantly self-motivated, this study is aimed to identify and categorize the motivational drivers for working professionals to pursue…

Abstract

Purpose

As learning at the workplace is predominantly self-motivated, this study is aimed to identify and categorize the motivational drivers for working professionals to pursue self-directed learning (SDL) at the workplace.

Design/methodology/approach

A total of 23 variables were identified as drivers for working professionals to initiate, pursue and sustain self-directed learning at the workplace through literature review, interviews and focused group discussions with senior leaders from the industry. The participants were a mix of senior professionals responsible for leading large teams in their organizations and those appointed as people development leaders in their respective organizations. A questionnaire was developed based on the identified drivers and administered online. Around 315 working professionals were surveyed. Structural equation modelling and confirmatory factor analysis (CFA) methods were used to verify the scale and assess its validity and reliability.

Findings

The results suggested that SDL motivational drivers for working professionals can be categorized into two broad categories, namely extrinsic (14 drivers) and intrinsic (9 drivers). Further, extrinsic drivers were subdivided into three categories: job expectations (6 drivers), negative consequence (2 drivers) and positive reinforcement (6 drivers) based on the initial exploratory and subsequent confirmatory analysis. The results suggest that job expectations and positive reinforcement positively influence the intrinsic motivation of an individual to pursue SDL and negative consequences negatively impact the intrinsic motivation.

Practical implications

The findings from the study will be useful for human resource practitioners, managers and e-Learning companies to draw strategies for building an SDL culture. It also supports the advancement of research in adult education and learning in the workplace.

Originality/value

A new scale to measure motivation for SDL by employees at the workplace is proposed. There are no scales available to measure employee motivation for pursuing SDL at the workplace to the best of our knowledge.

Details

Higher Education, Skills and Work-Based Learning, vol. 13 no. 3
Type: Research Article
ISSN: 2042-3896

Keywords

Article
Publication date: 25 September 2023

Terence Y.M. Lam and Keith S. Gale

Construction frameworks are recognised by the UK Government as an integrated procurement path to deliver efficiency, collaboration and sustainability. This research paper aims to…

Abstract

Purpose

Construction frameworks are recognised by the UK Government as an integrated procurement path to deliver efficiency, collaboration and sustainability. This research paper aims to develop a performance-driving model for framework procurement to align with the government construction policy objectives.

Design/methodology/approach

A quantitative hierarchical regression analysis was conducted to examine the causal relationships between project outcomes and performance drivers. A successive qualitative multiple-case study involving eight typical construction framework projects was examined to further explain casual relationships.

Findings

Conclusive results from the quantitative and qualitative analyses validated the performance-driving model, generalising a framework procurement principle that project outcomes of time, cost, quality, sustainability and closer relationships are significantly driven by supplier's task and contextual performance drivers, and client's organisational drivers.

Research limitations/implications

The investigation followed two major public-sector organisations in the UK: infrastructure offices of local authorities and estate offices of universities. Further research should be extended to other public-sector situations to enhance the model further.

Practical implications

Using this model, framework managers can drive project outcomes by applying task and contextual performance drivers in order to select the best suppliers at the procurement phase, and by adopting the client's organisational factors at both procurement and construction monitoring phases.

Social implications

The empirical evidence supports the use of frameworks by public sector policymakers as a key strategy to develop the performance drivers further and improve efficiency and quality outcomes.

Originality/value

The results will be of value to support the policy of public-sector works organisations contemplating using framework procurement for executing continuing construction activities.

Details

Built Environment Project and Asset Management, vol. 13 no. 6
Type: Research Article
ISSN: 2044-124X

Keywords

Article
Publication date: 17 July 2023

Khurram Shahzad and Shakeel Ahmad Khan

Motivation of the employees is extensively considered as an antidote for the overall success of the organizations. This study primarily aims to investigate the impact of…

Abstract

Purpose

Motivation of the employees is extensively considered as an antidote for the overall success of the organizations. This study primarily aims to investigate the impact of motivation on the job performance of university librarians in Pakistan.

Design/methodology/approach

Quantitative research design followed by a survey method under an extended theory of motivation was applied. Data were collected from 123 professional librarians of 79 university libraries in Punjab province, Pakistan. The study tested hypotheses having used regression statistical test through Statistical Package for Social Sciences Software (Version 26).

Findings

Results of the study revealed that motivation (intrinsic and extrinsic), the expectation of benefits, satisfaction of meta needs and challenging situations have a strong positive impact on the optimum job performance of university librarians.

Practical implications

This research has theoretical implications for the researchers and practical insights for human resource managers to get maximum outcomes for organizational development. The results of the study may be generalized to the university libraries of other countries having similar socio-economic and cultural situations.

Originality/value

This study developed a framework based upon empirically tested hypotheses that might be used as drivers for different motivation practices to augment employees’ commitment to the organizations.

Details

Global Knowledge, Memory and Communication, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2514-9342

Keywords

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