Search results

This study aims to investigate the influence of budgetary participation on budget quality on top of the moderating role of environmental uncertainty on the said relationship.

The objectives of the current study were achieved through a survey conducted in 15 Iraqi states. Each state contains several municipalities. In total, 180 survey forms were disseminated to the heads of the municipalities, where ultimately 155 questionnaires proceeded to the data analysis stage. In this stage, statistical package for social sciences, analysis of moment structure and structural equation modelling were used to solve the research problem and achieve the objectives.

Through the results of the statistical analysis, this study concluded the significant and positive effect of budgetary participation on budget quality. In addition, the study confirmed the moderating role of environmental uncertainty in weakening the positive relationship between budgetary participation and budget quality.

The findings can be used to encourage municipal institutions and local governments to expand on the factor of employee participation in affecting the process of budget determination, hence mitigating budget failure.

The purpose of this study is to explore the influence of employee development programs on organizational commitment and its subsequent impact on employee turnover intention by considering individual differences for non-medical staff in a health-care institution in Lebanon. This study is relevant in understanding and addressing the brain drain phenomenon in the Lebanese health-care sector.

Correlational analysis and hierarchical regression were conducted to examine the relationships among employee development, organizational commitment and turnover intention. The study also made use of Process by Hayes to examine the existence of a moderated mediated relationship, which is the central point of this research.

Results indicate that when holding constant frequency of training, individuals high in commitment report a lesser intention to leave compared to those low in commitment. As a first-stage moderated mediation model is understood, this finding shows that the indirect effect of frequency of training on turnover intention through organizational commitment is moderated by individual differences.

The findings of this study, based on the human capital theory and social exchange theory, enhance our understanding of how employee development influences organizational commitment, predominantly in the context of Lebanon’s health-care sector grappling with brain drain. Additionally, by integrating both the self-determination theory and the expectancy theory, the study provides a new stance on how intrinsic motivational factors contribute to a better understanding of this complex relationship, especially considering the brain drain dilemma. This study addressed the gap in research studies that failed to explore the extent of the relationship between employee development and turnover intention by highlighting the importance of looking at the relationship as a moderated mediated type of relationship. The findings highlight the importance of organizations implementing the right development programs, as they yield higher levels of organizational commitment and subsequently decrease the intention to leave. This study is important for health-care organizations in Lebanon, suggesting a strategic approach to retain skilled professionals amidst ongoing migration challenges.

This study aims to investigate how a French multinational enterprise (MNE) is developing employee stock ownership (ESO) in its subsidiaries in Peru and Mexico, both Latin American countries with deep social and economic inequalities.

This is a qualitative case study which conducted interviews with representatives of the French MNE and its subsidiaries in Peru and Mexico.

The employee stock purchase plans offered by the company to its employees support the achievement of the sustainable development goals (SDGs) 1, 8 and 10 in these countries.

The authors argue that MNEs could become flagships in the SDG achievement in emerging economies.

By contributing to better workplace outcomes and enhanced corporate performance, ESO is in line with SDG 8. ESO also fulfills SDGs 1 and 10 by allowing employees to build up savings and wealth, whose lack is the main source of inequality and poverty. Reciprocity and binary economics theories explain these relationships.

Recent research has highlighted limited explicit knowledge of a company’s strategy on the part of its employees. The concept of Open Strategy has emerged as a promising approach to address and enhance knowledge and understanding of an organization’s strategy across all hierarchical levels. However, empirical investigations of the relationship between the degree of openness in a strategy process and employees’ strategy knowledge remain scarce. This study aims to fill this gap.

We conducted an online survey of individuals from various organizations, measuring the degree of openness of their strategy process and using regression analysis to determine the impact on strategy knowledge among the respondents. We operationalized strategy knowledge using two concepts. The first concept encompassed general knowledge of the employer’s strategy, mission, and vision. The second concept measured strategy knowledge in a more concrete manner by assessing factors such as the company’s markets, how it positions itself and its economic logic.

Our findings indicate that regardless of the level of hierarchy, the degree of openness has a strong positive effect on strategy knowledge. However, this effect is smaller when specific aspects of strategy knowledge are assessed compared to a general understanding of strategy. Our results highlight the potential of Open Strategy as an effective approach to enhancing employees’ knowledge of the employer’s strategy.

Our research demonstrates that the degree of openness in strategy processes significantly enhances strategy knowledge, thereby laying the groundwork for effective strategy implementation. The results highlight the importance of cultivating a culture of transparency, participation and inclusion of employees as well as ongoing communication to effectively integrate strategy into organizational practices. We offer practical implications for managers striving to optimize their strategic management processes.

This paper analyzes how a national social enterprise policy encourages the social missions of social enterprises and uncovers the relationships between social enterprise governance and labor equity, an area that has been rarely studied in nonprofit governance studies.

The study analyzes the effects of four legal requirements for work-integrated social enterprises (WISEs) codified by the Social Enterprises Promotion Act (SEPA, 2007) in South Korea. Then, it relies on panel regression analysis (2020–2022) to examine how the compositions of the governance of WISEs are related to their hiring and wage equity.

The institutional arrangements required by SEPA have resulted in positive social impacts for most WISEs. However, the results of regression models show that individual participant groups in the WISE governance achieved mixed results depending on the labor issue.

Generally, this research explores the concept of diversity and its utility in nonprofit governance, with a particular focus on targeted diversity policies, demonstrating that governance arrangements influence the success of these policies.

The findings bring new insights for policymakers about “altruistic economic entities.” For practitioners in social enterprises, the results of the regression models underscore the importance of understanding the participant composition of decision-making meetings.

This study sheds light on labor equity, which government-certified social enterprises should achieve from the perspective of nonprofit governance.

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.

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).

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.

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.

PGST does not directly impact turnover intention, rather POS is a mechanism through which this negative relationship operates.

This research emphasizes the important role of POS in the relationship between early career graduate trainees’ PGST and their turnover intentions.

The purpose of this paper is to study the role of psychosocial safety climate (PSC) on job satisfaction and emotional exhaustion among employees and to examine the mediating role of effort–reward imbalance (ERI) in this relationship.

This study investigated a mediation model with ERI explaining the relationship between PSC and the outcome variables using a sample of 441 employees of information technology (IT) organizations in India. The data were analyzed using structural equation modeling (SEM) techniques with LISREL (linear structural relations) 8.72 software.

The results suggest that PSC significantly influences the employees' experiences of job satisfaction and emotional exhaustion. Also, ERI was demonstrated as a significant intervening construct with full mediation of the PSC–emotional exhaustion relationship and partial mediation of the PSC–job satisfaction relationship.

The study provides substantial results and arguments to encourage organizational-level commitment for psychosocial risk management through distributive fairness and reciprocity in the form of ERI to foster positive attitudes and prevent negative health and psychological outcomes. The cross-sectional nature of the study limits generalizability but contributes to the literature on work stress in a developing country's context.

The study demonstrates how employee outcomes like job satisfaction and emotional exhaustion often result from their perceptions of inequity and imbalance at the workplace. Further, the study builds a strong case for helping organizations contribute to the United Nations (UN) 2030 sustainability goals by empirically establishing the crucial role of top management's commitment and prioritization of employee psychosocial health and safety for designing primary stress-management initiatives for sustainable psychosocial risk prevention and management.

This paper attempts to investigate the approaches used for implementing total quality management (TQM) practices and study its impact on ABC India Limited (Name changed), a tyre manufacturing industry for realizing leadership in the Indian market. The other objectives are to explore the key issues faced by the company before TQM and study the benefits achieved after TQM implementation.

A conceptual case study research methodology has been utilized in this paper. The industry was facing some major business challenges such as low productivity, financial issues and low market presence since 1996. To overcome these issues, the top management of the industry adopted TQM as a business improvement tool and started its implementation in 2008.

A good number of improvement initiatives under four TQM approaches such as management approach, development approach, improvement approach and involvement approach were performed systematically and strategically. As a result of the successful implementation of TQM initiatives, the industry received the most prestigious quality award namely Deming Prize in 2017.

With the implementation of the TQM philosophy in the industry, it gained the top market position, the customer satisfaction score increased from 75 to 81, market presence increased from 7.2% to 26.3% and the percentage participation of employees increased by 73.5% within a period from 2009 to 2016.

The novelty of this research is to consider a case-based approach that will be helpful in promoting the utilization of the TQM philosophy in other industries for gaining competitive advantages.

Applying resource-based view and the configurational approach theory, this study seeks to understand the moderating role of age and gender between human resource practices and employee competencies relationship.

43 food processing firms of India participated in the study. Applying multilevel approach, the responses of 295 human resource managers and 3,557 employees were used for the analysis.

The human resource practices–employee competencies relationship was stronger in the case of young employees. Furthermore, the relationship was better in case of male employees over female employees. The results urge for greater attention toward age and gender diversity issues while tailoring human resource practices for enhancing employee skills. This article contributes the human resource management literature by exploring the role of age and gender, which has been used as the control variables as the moderating variables for governing the human resource practices–employee competencies relationship.

Special focus can be placed on extensive custom in-house training and development activities. Proper division of work can be done for new employees and experienced employees depending upon their learning capabilities. The firms can do so by either implementing formal or informal organizational structures to achieve full gains. Firms should focus largely on narrowing the development practices adopted for diverse age groups of workforce population. The four practices proposed by the Organization for Economic Cooperation and Development (2006) for ensuring effectiveness of development practices and its impact on old age employee effectiveness and attitude should be put in practice.

The originality of this study lies in its exploration of the intricate interplay among age, gender and human resource practices in shaping employee competencies. By understanding how these factors interact within the human resource practices–employee competencies framework, this research offers a unique perspective on the evolving workforce dynamics. It goes beyond the conventional human resource management strategies to uncover nuanced insights, shedding light on tailored approaches that consider the specific needs and aspirations of diverse employees. This innovative perspective contributes to a more inclusive, efficient and adaptable work environment, enriching both the academic understanding of human resources and the practical implementation of strategies for contemporary organizations.

This paper aims to investigate the direct relationship between green human resource management (GHRM) practices and environmental performance (EP) in Palestinian universities, as well as the mediating role of management support (MS) and green organisational culture (GOC) in this relationship.

A quantitative approach was used in this study. The data were collected from 351 employees working in Palestinian universities through a questionnaire and analysed using partial least squares structural equation modelling.

The study finds that the implementation of GHRM practices positively enhances EP. The results further demonstrate that GHRM practices influence both MS and GOC. Furthermore, this study reveals that both MS and GOC play a significant role in mediating the relationship between GHRM and EP.

This study adds to the existing literature by providing a conceptual framework and empirical evidence of the correlation between GHRM, GOC, MS and EP, specifically in university settings. Educational institutions can use this study’s findings to foster a green culture and gain endorsement from top-level management. This approach promotes the adoption of eco-friendly practices and the development of environmental strategies that can influence EP.

This study contributes to the field by enhancing the understanding of the ability–motivation–opportunity theory in the context of Palestinian universities. Specifically, this study investigates how GHRM practices and GOC establish core competence for sustainable EP. Furthermore, the findings reveal a positive influence of GHRM practices on both GOC and MS. Finally, this study’s empirical evidence highlights the significance of GHRM practices in fostering GOC, MS and, ultimately, improving EP within universities.