Search results

Human resource (HR) process research emerged as a response to questions about how (bundles of) HR practices related to organizational outcomes. The goal of HR process research is to explain variability in employee and organization outcomes by focusing on how HR practices are intended (adopted) by senior managers, the way that these HR practices are implemented and communicated by line managers, and how employees perceive, understand, and attribute these HR practices. In the first part of this chapter, we present a review of 20 years of HR process research from the start, to how it developed, and is now maturing. Within the body of HR process research, several different research theoretical streams have emerged, which are largely studied in isolation without benefiting from each other. Therefore, in the second part of this chapter, we draw on previous work to propose a staged process model in which we integrate the different research streams of HR process research, recognizing contingencies in the model. This leads us to an agenda for future research and practical implications in the final part of the chapter.

This book aimed to conceptualise a construction workforce management model suitable for effectively managing workers in construction organisations. To this end, this chapter presents the conceptualised model, which consists of seven workforce management practices with their respective measurement variables. Drawing from existing theories, models, and practices, the chapter concludes that a construction organisation that will attain its strategic objectives in the current fourth industrial revolution era must be willing to promote effective recruitment and selection, compensation and benefits, performance management and appraisal, employee involvement and empowerment, training and development, as well as improving workers emotional intelligence and handling external environment pressure. These practices can promote proactiveness, participation, and improved skills and can lead to effective commitment, better quality, and flexibility within the organisation.

This chapter proposes a conceptualization of joyful leadership as a unique leadership style and identifies a future research agenda to further explore the concept. While the concept of joyful leadership appears repeatedly in the nonacademic literature, including in blogs, vlogs, and podcasts, there is limited reference to joyful leadership in the academic literature highlighting a lack of academic rigor around the concept. Joyful leadership is proposed as a unique leadership style with specific patterns of behavior demonstrated by the leader. This research draws on understandings of emotion, positive affect, and leadership in the academic literature to develop a conceptualization of joyful leadership.

The proposed conceptualization is based on an extensive literature review drawing from both the leadership field and the study of emotions including various theoretical perspectives from these diverse fields.

Based on discrete emotion theory a conceptualization of joyful leadership as a unique leadership style is presented, identifying key patterns of behavior associated with joyful leadership including discrete autonomic patterns, actions, nonverbal signals, and identified feelings.

This research outlines a conceptual model to provide an understanding of the concept of joyful leadership as a unique leadership style. It draws on the current study of emotion, positive affect, and leadership and more specifically examines the concept of joyful leadership aligned to discrete emotion theory. This particular theory of emotion, when examined in relation to leadership, provides a basis for the concept of joyful leadership as a leadership style and the basis for its proposed characteristics and outcomes.

This article reconstructs the conditions under which displaced persons are integrated into their workplaces with their hosts. It identifies the characteristics of this pathway and provides guidance on the support that should be provided to these people. This support is part of social responsibility. Theories on professional integration/labour market integration (LMI) have been categorised and then arranged in a logical order to determine the stages of this integration. Theories on professional integration support for refugees were also reviewed and examined in relation to this categorisation. Six stages characterise professional integration: getting a job, its sustainability and its wage adequacy, its security and sustainability, career continuity and employability, the fact of being a full and equal participant and being an integrated part of the workforce and the meaningfulness of that job. The level of professional integration marks the quality of this integration. Each level encompasses the previous levels. Displaced persons should be supported throughout their careers to go beyond technical and behavioural skills and take a more holistic view of their tasks to find meaning in their work. While most research focuses on getting a job as a characteristic of occupational integration, this study found five other characteristics that were ordered. It also links vocational integration with social responsibility and provides guidance on how to help displaced people reach the final stage of this integration.

The purpose of this chapter is to explore the challenges of health emergency communication as presented in the COVID-19-related research articles in the fields of organisational communication, strategic communication and public relations published between 2020 and mid-2022. A qualitative literature review consisting of two rounds of data selection and ATLAS.ti-assisted content analysis was conducted. The data include 67 articles published in quality journals of communication studies, with a focus on the abstract, results and discussion sections. The findings emphasise the need for emotional support, empathy and both vertical and horizontal informal communication in uncertainty reduction during a major health emergency. The limitations of the study include that the data are limited to the first published journal articles concerning the consequences of COVID-19 and that it comprises publications in communication studies but not related fields, such as health, psychology or management. However, it provides an overview of the research findings and offers guidelines for managers and communication professionals for the development of communication practices under the threat of a major health crisis. Moreover, it proves the importance of healthy and trustful workplace relationships as a prerequisite for coping with uncertainty. All in all, the study provides a good basis for further studies of organisational communication and health emergencies.

This chapter tackles the tension between equity and excellence that critics often highlight in opposition of diversity initiatives and efforts in the higher education employment setting. We present several arguments that respond to the assumptions undergirding these criticisms, by drawing on prior research to emphasize that equity and excellence are not mutually exclusive. Furthermore, we present new evidence from a national sample of Black and Hispanic Engineering Faculty (BHEF) (n = 68) to argue that their racialized work experiences promote exclusive environments that serve to sustain their underrepresentation and marginalize their performance contributions. We conclude with a new direction for how to cultivate inclusive work environments in higher education.

This chapter critically reviews the literature on authentic leadership (AL) that emerged in response to scandals in private- and public-sector organisations, drawing on theories, concepts and methods from other disciplines. The author finds that AL lacks a consensus definition, and that quantitative research has largely been at the level of employees rather than executives or board members. The review reveals 12 categories of criticisms. Schaefler advocates inductive qualitative research on the major concerns of executive leaders and means of addressing them via group dynamics, maintaining that exploring processes of AL in real-world settings would complement existing quantitative research and contribute to the development and extension of AL theory.

This chapter offers a comprehensive review the literature on authentic leadership (AL). The authors employ a bibliometric approach to identify, classify, visualise and synthesise relevant scholarly publications and the work of a core group of interdisciplinary scholars who are key contributors to the research on AL. They review 264 journal articles, adopting a clustering technique to assess the central themes of AL scholarship. They identify five distinct thematic clusters: authenticity in the context of leadership; structure of AL; social perspectives on AL; dynamism of AL; and value perceptions of AL. Velt and Sinkovics assert that these clusters will help scholars of AL to understand the dominant streams in the literature and provide a foundation for future research.

Purpose: The prominence of quality education for building sustainable development is undeniable and is distinctly pointed out in 1 of the 14 sustainable development goals (SDGs). In the same context, this study intends to investigate the role of university commitment, perceived organisational prestige, student satisfaction, and perceived employability in enhancing sustainability in higher education.

Need of the Study: To evaluate how student satisfaction mediates the relationship between university commitment, perceived organisational prestige, and perceived employability with sustainable university institutes.

Methodology: An adapted questionnaire was used in this study to capture the perception of 458 management graduates selected through the purposive sampling method. Partial least squares structural equation modelling (PLS-SEM) technique was used to analyse the data with the help of Smart PLS software.

Findings: The results of this study show that student satisfaction is the strongest predictor of sustainable university institutes. University commitment was found to lead to student satisfaction significantly. Furthermore, student satisfaction wasn’t found to play the role of mediator in the proposed model.

Practical Implications: This study aims to fulfil theoretical, research, and management implications for students, higher education institutes (HEIs), and policymakers. HEIs are recommended to instil university commitment, perceived organisational prestige and student satisfaction via various practices and amendments in their curriculum. Students are recommended to enhance their perceived employability to achieve career sustainability.

Although organizational citizenship behaviour (OCB) is a concept associated with significant values within the modern workplace, many employees find it challenging to exhibit some necessary extra-role behaviours, such as helping co-workers complete their duties when a situation demands it. Currently, in the South African workspace, fostering OCB among employees is a concern to people practitioners. Specifically, extra-role types of behaviour are declining among professionals as 21st-century technologies promote remote-working policy, leaving employees to work robotically with computers and having no colleagues around to seek or render assistance with their duties. Moreover, professionals are overwhelmed with the timely and endless obligations received frequently and hardly have time and energy for extra-role behaviours. In addition, physical and psychological health-related concerns such as technology stress and career worries are among the contemporary issues affecting human resource (HR) management in this present time. This necessitates more scholarly actions in the niche of OCB, especially identifying and arresting its hindrances. However, a thorough review of the literature on OCB revealed a paucity of scientific reports in the areas of relationships between technostress, career concerns and OCB. Hence, the proposed chapter seeks to bridge the gap in the literature of OCB by theoretically exploring the relationships between technostress, career concerns and OCB in the professional services context in South Africa.