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1 – 10 of over 53000
Book part
Publication date: 28 September 2020

Dipankar Ghosh, Xuerong (Sharon) Huang and Li Sun

Purpose – This study examines how managerial ability relates to employee productivity using a broad and generalized sample of US firms.Methodology – This study employs a…

Abstract

Purpose – This study examines how managerial ability relates to employee productivity using a broad and generalized sample of US firms.

Methodology – This study employs a generalized sample of firm-years from all industries between 1980 and 2013.

Findings – By contending that managers differ in their ability to synchronize management processes and human capital in ways that enhance employee productivity, the authors provide evidence showing that more-able managers are associated with higher employee productivity. In addition, the authors find that high-ability managers moderate the negative relation between uncertain environments (high-technology firms) and employee productivity. Furthermore, the authors decompose employee productivity into employee efficiency components and employee cost components. The authors find a significant positive association between managerial ability and the employee efficiency component, but do not see a significant association between managerial ability and the employee cost component.

Value – The results contribute to the understanding of employee productivity by showing the relation between managerial ability and employee productivity.

Article
Publication date: 4 May 2021

Sudarmo, Pratiwi Dwi Suhartanti and Wahyu Eko Prasetyanto

This study aims to determine the relationship between servant leadership, innovation self-efficacy, corporate work culture and employee productivity in mediating and…

1040

Abstract

Purpose

This study aims to determine the relationship between servant leadership, innovation self-efficacy, corporate work culture and employee productivity in mediating and moderating role.

Design/methodology/approach

The research sample was 72 supervisors and 576 employees from 72 food and beverage small and medium enterprises (SMEs) in three major cities in Indonesia. SPSS and AMOS were used to test the research hypothesis using the hierarchical regression analysis test.

Findings

The results show that there was a positive and significant effect between servant leadership on innovation self-efficacy and employee productivity. Innovation self-efficacy mediates the relationship between servant leadership and employee productivity. Corporate work culture moderated the relationship between innovation self-efficacy and employee productivity.

Research limitations/implications

Future research with larger samples are needed to determine the relationship between servant leadership, innovation self-efficacy, corporate work culture and employee productivity more clearly not only on food and beverage SMEs but also on other industries. Future research needs to be carried out using experimental and longitudinal research designs.

Practical implications

There are three important practical implications based on the findings of this study. First, the results of the study provide new ideas for SME managers on how to increase the productivity of their employees, by using servant leadership which is known to be the main driver for innovation self-efficacy behavior. Second, the mediating role of innovation self-efficacy requires managers to build employee self-efficacy behavior, share more power with employees and make employees more involved in decision-making, which in turn can increase employee confidence and motivation, and their productivity. Finally, managers must realize the need to create a productive work culture in the company, by taking various actions, such as giving rewards to productive employees, making clear regulations on the company regarding working hours and company targets, and must pay attention and respect the employee's views and opinions to improve employee identification of their leaders.

Originality/value

This is the first study to build and examine the direct and indirect relationship (mediating and moderating role) between servant leadership, innovation self-efficacy, corporate work culture and employee productivity in food and beverage SMEs.

Details

International Journal of Productivity and Performance Management, vol. 71 no. 8
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 13 February 2020

Ingrid Nappi, Gisele de Campos Ribeiro and Nicolas Cochard

The purpose of this study is to evaluate how the relationship between employees’ workspace satisfaction and their respective perceptions of workspace support to labour…

1067

Abstract

Purpose

The purpose of this study is to evaluate how the relationship between employees’ workspace satisfaction and their respective perceptions of workspace support to labour productivity interacts with two emotional experiences as follows: workspace attachment and job stress.

Design/methodology/approach

Web-based surveys conducted before and after a company’s short-distance relocation. Study 1 concerned 66 employees and was conducted a few weeks before the relocation. Study 2 concerned 84 employees and was conducted six months after the relocation. Ordinary least squares regression, moderation and mediation analysis were performed.

Findings

After the relocation, the employees experienced greater job stress, less workspace satisfaction, and they felt less attached to their workspaces. However, the evaluations of workspace support to labour productivity did not change. Contrary to expectations, employees’ workspace satisfaction is not related to their evaluation of this workspace as supporting labour productivity. Instead, this relationship is moderated by job stress. The hypothesis that workspace attachment mediates the relationship between workspace satisfaction and respective evaluation of this workspace as supporting labour productivity was not verified.

Practical implications

Corporate real estate managers and any manager leading short-distance relocation projects should consider incorporating change management in the projects to maintain employees’ positive attitudes and emotional bonds with their workspace.

Originality/value

This research improves the knowledge of how employees perceive the workspace as supporting their work duties.

Details

Journal of Corporate Real Estate , vol. 22 no. 3
Type: Research Article
ISSN: 1463-001X

Keywords

Article
Publication date: 22 March 2011

Amber A. Smith, Alan D. Smith and O. Felix Offodile

The purpose of this paper is to provide practitioners of management and interested research a sense of how the NCAA March Madness basketball tournament is affecting worker…

Abstract

Purpose

The purpose of this paper is to provide practitioners of management and interested research a sense of how the NCAA March Madness basketball tournament is affecting worker productivity in the workplace. There are several positive and negative issues concerning how some employees are willing to spend work time following the NCAA tournament and related office gambling activities.

Design/methodology/approach

A review of the applied literature on sports‐related gambling and bracketing that is quite widespread in the USA and other countries was provided. The sample consisted of relatively well‐paid professionals, who may routinely engage in office pools and most universally are involved in bracketing March Madness plays. This resulted in 145 useable questionnaires recording responses to 28 variables from an initial sampling frame of slightly over 200 potential respondents associated with a major Pittsburgh‐based financial service provider. Factor analysis and multivariate statistical analysis were used to test several hypotheses.

Findings

Management appears to be successfully delivering the message that office gambling activities harm productivity if management activity discourages office gambling, but there appears to be a trade‐off as labor productivity may be slightly reduced on the short term, and employee cohesiveness may increase on the long term. It was also found that the degree of personal involvement is important; the more an employee is involved, the more negative the impact that March Madness activities will have on his/her productivity.

Practical implications

March Madness is a time‐honored tradition that many employees take for granted and will engage in regardless of the extrinsic controls that management may care to implement, making the extrinsic controls too expensive for a questionable return in enhanced labor productivity during March Madness.

Originality/value

It is an interesting academic research question concerning the balance of productivity losses and gains in employee cohesiveness that warrants additional research in the intrinsic motivations of both management and their employees.

Details

Sport, Business and Management: An International Journal, vol. 1 no. 1
Type: Research Article
ISSN: 2042-678X

Keywords

Article
Publication date: 28 December 2020

Paul Tristen Balwant, Rebecca Mohammed and Riann Singh

The purpose of the present study is to investigate mediating mechanisms in the relationship between the training and development climate at higher education institutions…

Abstract

Purpose

The purpose of the present study is to investigate mediating mechanisms in the relationship between the training and development climate at higher education institutions and administrative employees' productivity. Organizational identification theory and the job demands-resources model are used to investigate supervisor support, employees' motivation to learn and employee engagement as mediators.

Design/methodology/approach

Survey research was used to collect data from 289 administrative staff members employed at five higher education institutions in Trinidad and Tobago.

Findings

The findings supported the hypothesized mediating role of supervisor support, employees' motivation to learn and employee engagement in the relationship between organizations' training and development climate and employee productivity.

Social implications

Productivity is a major problem in Trinidad and Tobago. In Trinidad and Tobago's higher education sector, productivity deficiencies are particularly problematic because of the gradual reduction in government subsidies. Therefore, higher education institutions must improve productivity, particularly administrative employees' productivity, in order to compete with local and international tertiary education institutions. This study contributes to Trinidad and Tobago's society by showing the importance of both a positive training and development climate and supervisor support to influence administrative employees' affective states and productivity in tertiary education institutions.

Originality/value

This study adds to existing research on training and development and employee productivity by introducing novel and theoretically sound mediators to clarify how the relationship between a higher education institution's training and development climate and its administrative employees' productivity unfolds.

Details

Journal of Applied Research in Higher Education, vol. 14 no. 1
Type: Research Article
ISSN: 2050-7003

Keywords

Book part
Publication date: 17 February 2015

Noelle Chesley and Britta E. Johnson

To assess: (1) the prevalence of specific work practices that incorporate use of information and communication technology (ICT), (2) whether these practices are connected…

Abstract

Purpose

To assess: (1) the prevalence of specific work practices that incorporate use of information and communication technology (ICT), (2) whether these practices are connected to employee distress or productivity via work extension or social network processes; (3) the implications of ICT-based work practices for the work/family interface.

Design/methodology/approach

We draw on the 2008 Pew Networked Workers data collected from a nationally representative sample of workers and use logistic regression methods to investigate links among use of specific ICT-based practices and increases in distress or productivity.

Findings

(1) Use of e-mail, instant messaging, texts, and social networking sites at work varies by demographic, organization, and job characteristics, and (2) ICT-based work extension, social network expansion, and connectivity to work colleagues are linked to increases in distress and productivity. Connecting with family or friends while at work can reduce the likelihood that an employee reports an increase in work stress.

Research limitations/implications

Limitations include a cross-sectional design, age of the data, missing data, and measurement issues. Even with these limitations, there are few investigations drawing from national samples of employees that can assess work-related ICT use with this level of depth.

Originality/value

Findings point to technological innovation as an important factor influencing work extension and social network processes and connect this to changes in employee distress and productivity. The focus on productivity is especially important given the emphasis that previous research has placed on linking ICT use and employee distress.

Details

Work and Family in the New Economy
Type: Book
ISBN: 978-1-78441-630-0

Keywords

Article
Publication date: 31 December 2021

M. Anaam Hashmi, Abdullah Al Ghaithi and Khaled Sartawi

This study aims to examine the impact of flexible work arrangements (FWAs) on employees’ perceived productivity, quality of work and organisational commitment (OC) with a…

1065

Abstract

Purpose

This study aims to examine the impact of flexible work arrangements (FWAs) on employees’ perceived productivity, quality of work and organisational commitment (OC) with a special focus on the United Arab Emirates. It also analyses the mediating effect of employee happiness on the relationship between FWA and employees’ perceived productivity, OC and perceived work quality.

Design/methodology/approach

A quantitative, non-experimental correlational study was used for this research project. The study yielded numerical data, which were analysed using a deductive approach. The analysis aimed at exploring the relationships between the constructs, which were viewed as variables; these relationships were considered correlations, mediation and moderation. The sample comprises employees currently working at different public and private sector organisations, representing all major service industries in the UAE. Nine questions were used to assess the flexibility at work and six out of the nine questions were used to measure the level of FWAs using the Likert scale.

Findings

FWA has a significant and positive association with the employees’ perceived productivity, quality of work and OC. It was confirmed that happiness plays a mediating role in the relationship between FWA and employee outcomes. The facility allows employees to manage their personal and professional lives with ease using their preferred work method. This ability promotes employee satisfaction. In conclusion, managers and employees around the world should view FWAs as a positive tool to enhance employee productivity and OC, particularly in an emergency like the Covid-19 pandemic.

Research limitations/implications

The participants’ honesty was a limitation, which could raise questions on the validity of this study. This limitation arises when the self-report method is used for data collection. Use of multiple instruments could be another limitation.

Practical implications

Organisational leaders can use FWAs to improve employee outcomes. When an organisation grants flexible work options to employees, it implies that the organisation trusts its employees to complete the task. This factor motivates all employees to work with dedication, which is particularly true if the employees are creative people and wish to work on their preferred time and place.

Originality/value

This study is significant because the findings will allow managers to assess the benefits of using FWAs to improve employee productivity, particularly in the service sector. It combines the aspects of perceived productivity, OC and perceived work quality, as well as employee happiness to assess the role of FWAs in organisations. The study also investigates the influence of FWAs in improving these employee outcomes. Based on the literature review, this study on FWAs is the first of its kind in the UAE, the country using a truly multinational workforce coming from more than 100 countries and cultures.

Details

Competitiveness Review: An International Business Journal , vol. 33 no. 2
Type: Research Article
ISSN: 1059-5422

Keywords

Article
Publication date: 6 July 2021

Alan Felstead and Darja Reuschke

This paper has three aims: Firstly, it puts the pandemic-induced surge in homeworking into context by charting trends in homeworking in the UK since the early 1980s…

1604

Abstract

Purpose

This paper has three aims: Firstly, it puts the pandemic-induced surge in homeworking into context by charting trends in homeworking in the UK since the early 1980s. Secondly, it examines what effect the growth in homeworking during the pandemic has had on employees' self-reported levels of productivity. Thirdly, it assesses whether the spike in homeworking is a flash in the pan or a permanent feature of the post-pandemic world.

Design/methodology/approach

The paper uses cross-sectional and longitudinal data taken from three nationally representative surveys of workers: (1) the Labour Force Survey (LFS), an official government survey carried out between 1981 and 2019; (2) a special module of the Opinions and Lifestyle Survey (OPN), also an official government survey, which has been run every week since the pandemic began in March 2020; and (3) the Understanding Society Covid-19 Study, an online survey of the same people interviewed on six occasions during 2020.

Findings

The recent surge in homeworking in the UK during the pandemic has been dramatic. Before 2020, it had taken almost 40 years for homeworking to grow by three percentage points, but its prevalence grew eight-fold virtually overnight as people were instructed to work at home if they can because of the pandemic. Despite theories and predictions to the contrary, employees reported that their productivity was not adversely affected. Seven out of ten employees said that they were able to get as much done while working at home in June 2020 as they were able to do six months earlier. By September 2020, this proportion had risen to 85%. However, around one in six homeworkers reported that their productivity had fallen.

Research limitations/implications

While there are solid theoretical reasons for the paper's findings, these data do not allow us to test all of the mechanisms involved. In addition, our outcome measure relies on employees' self-reports of how their hourly productivity changed when working at home and is not based on a direct measure of changes to output per hour. However, surveys of employers also suggest that, on average, productivity has not been reduced by the pandemic-induced surge in homeworking.

Social implications

This paper argues that a higher level of homeworking is here to stay. Nine out of ten employees who worked at home during the pandemic said that they would like to continue working at home when they did not have to. Furthermore, those keenest to continue working at home were the most productive, hence providing a business case for a sustained increase in the prevalence of homeworking after the pandemic has passed. Nevertheless, the experience of homeworking varies with those with higher domestic commitments reporting significantly lower levels of productivity.

Originality/value

There is an urgent need to investigate what effect enforced, as opposed to voluntary, homeworking has had on employee productivity. In addition, in order to decide whether continued homeworking should be encouraged or discouraged, policymakers and employers need to know what effect continuing with these arrangements is likely to have on employee productivity. This paper answers these questions using robust survey data collected in the UK throughout 2020, complemented by evidence taken from a variety of employer surveys.

Details

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

Keywords

Article
Publication date: 9 July 2021

Rayees Farooq and Almaas Sultana

This study aims to test the relationship between work from home (WFH) and employee productivity during the COVID-19 pandemic. This study also examines the moderating role…

6431

Abstract

Purpose

This study aims to test the relationship between work from home (WFH) and employee productivity during the COVID-19 pandemic. This study also examines the moderating role of gender in the relationship between WFH and employee productivity.

Design/methodology/approach

A sample of 250 respondents from hospitality, banking and information technology was taken from the National Capital Region and Punjab State of India. The hypotheses were tested using structural equation modeling and multi-group moderation analysis.

Findings

The findings provide support for the negative relationship between WFH and employee productivity. This study also provides empirical evidence that gender moderates the relationship between WFH and employee productivity.

Originality/value

This study is the first of its kind to test the relationship between WFH and employee productivity during the COVID-19 pandemic. This study contributes to the organizational behavior literature by providing empirical support to the organizational adaptation theory.

Details

Measuring Business Excellence, vol. 26 no. 3
Type: Research Article
ISSN: 1368-3047

Keywords

Article
Publication date: 25 July 2019

Abhilasha Singh

The purpose of this paper is to investigate the impact of organizational norms on employee productivity within the higher education sector in UAE.

Abstract

Purpose

The purpose of this paper is to investigate the impact of organizational norms on employee productivity within the higher education sector in UAE.

Design/methodology/approach

A quantitative research approach was used to investigate 89 respondents from higher education institutions. An online survey approach was used to investigate the opinions of respondents with regard to the impact of organizational norms on employee productivity in UAE. The data were then statistically analyzed using SPSS version 22.

Findings

The results showed a positive association between the investigated organizational norms and employee productivity. Furthermore, there was a significant relationship between age and organizational norms. Increase in employee age corresponds to an increase in employee productivity.

Originality/value

This study has made a novel contribution, since there is a significant lack of research surrounding the influence of organizational norms on employee productivity in the higher education institutions in UAE.

Details

Journal of Applied Research in Higher Education, vol. 12 no. 2
Type: Research Article
ISSN: 2050-7003

Keywords

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