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1 – 10 of over 49000Ingrid 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…
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.
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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.
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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 and…
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.
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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 moderating…
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.
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Md Rokonuzzaman, Abdullah Alhidari, Ahasan Harun, Audhesh Paswan and Derrick D'Souza
Hoping to increase the productivity of their employees, firms provide and expect their employees to use approved mobile apps. However, despite an intuitive appeal, the…
Abstract
Purpose
Hoping to increase the productivity of their employees, firms provide and expect their employees to use approved mobile apps. However, despite an intuitive appeal, the relationship between information technology usage and productivity is still seen as paradoxical. This study examines the relationship between employees' experience and engagement with business mobile apps provided by employers and its effects on employee work productivity.
Design/methodology/approach
Data from respondents who use employer-provided business apps were used to test the hypotheses. Measurement-corrected latent scores extracted from the PLS measurement evaluation were used in regression-centric assessment using PROCESS.
Findings
Results indicate that employee-users’ experience-based attributions of the business app, i.e. customization, performance quality and compatibility, have positive effects on productivity mediated by participation intensity. Further, work type (retail vs non-retail) and the depth of the employee user’s experience moderate experience-based attributions' indirect effects on productivity.
Originality/value
Unlike previous studies delving into this topic, this study focuses solely on the mediation and moderation effects for hypothesis testing. Specifically, this study investigates effects conditional on work type (retail vs non-retail), which the authors believe has significant implications for retailing. These findings have interesting implications for both future research and managers.
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Shamshad Ahamed Shaik, Ankaiah Batta and Satyanarayana Parayitam
This research aims to explore the effect of change management on job satisfaction. A conceptual model involving knowledge management and resistance to change as moderators tested…
Abstract
Purpose
This research aims to explore the effect of change management on job satisfaction. A conceptual model involving knowledge management and resistance to change as moderators tested the relationships in the context of a developing country, India.
Design/methodology/approach
Data from 413 respondents from four important sectors – healthcare, education, manufacturing and information technology – were collected from southern India. First, the psychometric properties of the survey instrument were checked, and then hypotheses were tested using Hayes's PROCESS macros.
Findings
The results indicate that change management significantly predicts employee productivity and job satisfaction. Further, employee productivity mediated the relationship between change management and job satisfaction. This study also found that the resistance to change (first moderator) and knowledge management (second moderator) interacted with change management to enhance employee productivity.
Research limitations/implications
This study has several contributions to the practitioners and academic scholars. The study has limitations, which are inherent in survey-based research, of common method bias and social desirability bias. However, the authors have taken adequate care to minimize these biases.
Originality/value
The three-way interaction (moderated moderated-mediation) tested in this research uniquely contributes to the literature on change management. To the best of the authors’ knowledge, this moderated moderated-mediation has been tested for the first time in the context of a developing country, India, and provides valuable insights into the practicing managers and change agents in bringing successful change in organizations.
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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.
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Faisal Alazzaz and Andrew Whyte
The purpose of this paper is to address current knowledge gaps in off-site sub-element fabrication efficiency factors, by identifying an explicit relationship between productivity…
Abstract
Purpose
The purpose of this paper is to address current knowledge gaps in off-site sub-element fabrication efficiency factors, by identifying an explicit relationship between productivity and employee empowerment.
Design/methodology/approach
The research is based on two engineering fabrication-yard case studies that investigate both qualitatively (via analysis of semi-structured interviews that incorporate a five-point Likert scale, with fabrication-product stakeholders), and also quantitatively (via assessment using SPSS statistical analyses to determine significance and trends in the data-set) the relationship between empowerment and productivity.
Findings
The results reveal a positive linear relationship in off-site construction between “employee empowerment factors” and, explicitly fabrication-yard “productivity-levels”. An especially strong and significant positive correlation is found to exist in resource development, worker involvement, process improvement, and task recognition as they refer to off-site construction productivity.
Practical implications
Most academic studies of off-site construction remain largely anecdotal and lack an empirical objective study; as a result, this (fabrication-yard) case-study research provides a useful approach to measure empirically the link between employee empowerment and productivity of off-site construction.
Originality/value
Employee empowerment in the construction industry has long been a focus of analyses; however, there remains a lack of consensus and very few studies into the direct relationship between employee empowerment on the one-hand, and productivity in off-site construction on the other-hand. It is argued here that the on-going new research undertaken in the present study will go beyond subjective opinion towards objective measurement of actual performance in off-site construction.
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Jenny (Jiyeon) Lee, Paul G. Patterson and Liem Viet Ngo
In today’s global marketplace, the mantra of many service firms is enhanced efficiency and productivity. To increase their bottom line, firms must also expand revenue. They thus…
Abstract
Purpose
In today’s global marketplace, the mantra of many service firms is enhanced efficiency and productivity. To increase their bottom line, firms must also expand revenue. They thus face the challenge of ways to increase revenue through customer satisfaction while also achieving productivity gains. The current study aims to offer insight into the role of various resources that encourage frontline employees (FLEs) to become engaged in the pursuit of achieving organisational goals, ultimately enhancing service productivity and customer satisfaction.
Design/methodology/approach
A total of 252 customer-FLE dyadic data were collected at a medium-sized retail bank in Ho Chi Minh City, Vietnam.
Findings
Results show that personal (self-efficacy) and organisational resources impact FLE productivity directly and indirectly through employee engagement. Importantly, service productivity is then positively associated with customer satisfaction.
Research limitations/implications
Extending previous investigations based on the job demands-resources model and theories of self-efficacy and conservation of resources, this study’s findings empirically support anecdotal accounts of the positive productivity–customer satisfaction relationship.
Practical implications
The results also highlight the importance of the management of human and organisational resources to attain this two-pronged goal.
Originality value
Using dyadic data (customers and FLEs) collected at a medium-sized retail bank, the authors refute the trade-off effect between attaining employee productivity and customer satisfaction in the service industry. This paper further fills research need to study how various resources available to FLEs can achieve desirable organisational outcomes in service firms – the improvement of both service productivity and customer satisfaction.
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The purpose of this paper is to delineate the effect of employee stock option plan (ESOP) on the corporate productivity in view of ever increasing competition among the firms to…
Abstract
Purpose
The purpose of this paper is to delineate the effect of employee stock option plan (ESOP) on the corporate productivity in view of ever increasing competition among the firms to retain and attract qualified and competent manpower in India.
Design/methodology/approach
Based on productivity characteristics in pre‐ESOP adoption period (one year), the research paper studies the ESOP impact on corporate productivity in a three year post adoption period for a sample of 202 listed Indian companies. Nearly half of these companies (99 companies) were classified into control group (non‐ESOP companies) and the others (103 companies) were categorized as experimental group (ESOP companies). Asset turnover ratio (ATO), based on the exhaustive literature survey, was identified and considered exclusive productivity parameter in this research. The significance of productivity differentials among the control and experimental groups were tested using the Wilcoxon Signed Rank test.
Findings
The empirical evidence supports the hypothesis that ESOP does not improve the productivity performance of Indian corporate sector in short‐run. Furthermore, the variation of the two respective variables is not significant at any level of risk against the alternate hypothesis for 103 ESOP companies.
Research limitations/implications
The results reported in the study are based on the single productivity parameter (ATO) for three year post ESOP measurement period, which is also limiting factors for obvious reasons.
Practical implications
The outcomes of the study have wider implications for the HR professionals (designing a prudent ESOP plan), HR executives (ESOP implementations and its pitfalls) and the corporate‐employee combine for enriching mutual benefits for harmonious industrial relations.
Originality/value
The research paper under consideration is expected to be a valuable contribution to the existing literature and to different stakeholders identified above.
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