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Content available
Book part
Publication date: 18 January 2024

Michael Jenkins

Abstract

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Toxic Humans
Type: Book
ISBN: 978-1-83753-977-2

Content available
Article
Publication date: 24 August 2010

Philip Paget

813

Abstract

Details

Strategic Direction, vol. 26 no. 9
Type: Research Article
ISSN: 0258-0543

Content available

Abstract

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Personnel Review, vol. 52 no. 2
Type: Research Article
ISSN: 0048-3486

Open Access
Article
Publication date: 20 February 2024

Marta Juchnowicz, Hanna Kinowska and Hubert Gąsiński

The literature currently offers only fragmentary insights into the research on the relationship between employee emotions and human resource management (HRM). Therefore, further…

Abstract

Purpose

The literature currently offers only fragmentary insights into the research on the relationship between employee emotions and human resource management (HRM). Therefore, further research is essential to bridge this knowledge gap. Our study aims to identify the mediating effects of positive employee emotions and exhaustion in the relationship between HRM and employee engagement.

Design/methodology/approach

Drawing on the literature review findings, a conceptual model was formulated to illustrate the relationship between HRM, employee emotions and engagement. A confirmatory analysis was conducted using structural equation modelling (SEM CFA) on a sample of 1,000 employees to validate the proposed model. The data were collected in 2021, with a particular emphasis on exploring the indirect influence of HRM on engagement through positive employee emotions and exhaustion.

Findings

The quantitative research aimed to test a model depicting the relationship between HRM and employee emotions. The findings indicate the robust effect of HRM on positive employee emotions and exhaustion. The authors observed significant variation in the level of impact depending on the size of the organisation (stronger in large firms) and the sector (stronger in the public sector).

Originality/value

The study bridges the gap in our understanding of the link between HRM and employee emotions. It would be advisable to further explore the specific impact of individual HRM practices on both positive and negative employee emotions. It is worth extending the scope of future research to explore components of the investigated constructs as well as mediators and moderators of the relationship between HRM and employee emotions.

Details

Central European Management Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2658-0845

Keywords

Open Access
Article
Publication date: 11 September 2018

Marwa Gaber Ahmed Fahim

The purpose of this research is to explore the dynamics of using strategic human resource management (SHRM) practices in the public sector. More specifically, this paper tries to…

47984

Abstract

Purpose

The purpose of this research is to explore the dynamics of using strategic human resource management (SHRM) practices in the public sector. More specifically, this paper tries to point out some main aspects of SHRM, which strongly influence the decision of employees to stay. The empirical study here tends to reveal greater insights into the SHRM-retention relationship and its validation at the National Bank of Egypt (NBE).

Design/methodology/approach

This research is co-relational in nature with cause and effect approach. The design of the study is both descriptive in the theoretical part and quantitative in the applied one. Theoretically, this paper adopted the analytical approach to define the main concepts, aside from an empirical study to investigate correlations in practice.

Findings

This paper concludes that the employment of best HRM practices is deemed a remarkable strategic tool in the retention of core public employees. Also, the results of analysis provide evidence that SHRM contributes to employee retention at NBE.

Practical implications

The findings and recommendations of this research can practically guide management to devise effective policies to improve employee retention using appropriate SHRM activities, particularly in the Egyptian public organizations.

Originality/value

This research has valuable implications for both theory and practice, as it offers several contributions to literature in the field of study, as well as the practical contribution.

Details

Review of Economics and Political Science, vol. 3 no. 2
Type: Research Article
ISSN: 2631-3561

Keywords

Open Access
Article
Publication date: 8 July 2021

Maral Babapour Chafi and Antonio Cobaleda-Cordero

Drawing on a user-centred design perspective, the purpose of this paper is to (i) provide an overview of three contextual user research methods, namely, spatial walkthroughs…

1364

Abstract

Purpose

Drawing on a user-centred design perspective, the purpose of this paper is to (i) provide an overview of three contextual user research methods, namely, spatial walkthroughs, experience curve mapping and card sorting, (ii) exemplify their applications in different case studies and (iii) compare the methods according to their contributions for the study of users’ workplace experiences. Previous workplace studies with qualitative approaches mainly rely on methods such as interviews and observations. Although these methods provide rich data, the understanding of office users, their use situations and finding more fitting workplace designs can benefit from deeper user experience insights.

Design/methodology/approach

Three methods and their variants were tested in studies of user experience in flexible offices: spatial walkthroughs, experience curve mapping and card sorting. The methods were tested during workshops and interviews in four case studies with a total of 114 participants.

Findings

Spatial walkthroughs were more immersive and provided the most insights on the actual context with respect to spatial design qualities, while experience curve mapping enabled understanding the temporal aspects of the user experience and card sorting enabled exploring user experiences with respect to predetermined spatial qualities and contextual aspects.

Originality/value

Spatial walkthroughs, experience curve mapping and card sorting methods have not previously been applied in workplace studies. They facilitate dialogue, participation and user involvement and provide insights for making evidence-based recommendations for designing or redesigning office environments that fit users’ needs and preferences.

Details

Journal of Corporate Real Estate , vol. 24 no. 1
Type: Research Article
ISSN: 1463-001X

Keywords

Content available
Book part
Publication date: 4 October 2022

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Content available
Article
Publication date: 4 February 2020

Paula Benevene

501

Abstract

Details

Journal of Workplace Learning, vol. 32 no. 1
Type: Research Article
ISSN: 1366-5626

Content available
Article
Publication date: 1 December 2005

271

Abstract

Details

Women in Management Review, vol. 20 no. 8
Type: Research Article
ISSN: 0964-9425

Open Access
Article
Publication date: 13 November 2023

Lauri Lepistö and Sinikka Lepistö

This study aims to explain how negative workplace interactions are formed by the application of a performance management system (PMS).

Abstract

Purpose

This study aims to explain how negative workplace interactions are formed by the application of a performance management system (PMS).

Design/methodology/approach

The study draws from unique in-depth interviews with service workers who resigned from an accounting shared service centre (SSC), discussing the reasons behind the resignations. Following an abductive approach, organisational justice theory is used to analyse the service workers' perceptions of negative interactions and to link the negative interactions to the use of the PMS.

Findings

The findings suggest that negative workplace interactions are characterised by cost consciousness, inequality and competitiveness. These interactions are attributed to the use of a PMS in the centre and are related to perceptions of distributive, procedural and interactional injustice.

Practical implications

Managers and leaders of shared service–type organisations should not rely on PMSs as an all-encompassing solution; instead, they should acknowledge the fairness of the use of PMSs. Moreover, HR professionals should choose and train employees to apply PMSs fairly. Fairness is important in work allocation, resourcing, monitoring, giving feedback, recognising good performance, promotion and interaction between peers.

Originality/value

This study contributes to the literature by taking an overall perspective on PMSs to analyse and explain the unintended negative consequences of a PMS in a highly scripted and monitored work environment that is usually considered appropriate for such a system's use. Through the analysis, the study highlights pitfalls in the use of a PMS and the importance of interactional injustice not only between but also within organisational levels.

Details

Journal of Organizational Effectiveness: People and Performance, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2051-6614

Keywords

1 – 10 of 152