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Article
Publication date: 16 October 2017

Guiyao Tang, Bingjie Yu, Fang Lee Cooke and Yang Chen

The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper…

Abstract

Purpose

The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity.

Design/methodology/approach

The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions.

Findings

The study shows that HPWS enhances perceived organisational support, which in turn promotes employee creativity. Moreover, the results also indicate that devolved management positively moderates the relationship between perceived organisational support and employee creativity.

Research limitations/implications

The unique environment of China may limit the generalisability of the findings. Future studies can extend these findings by conducting studies in other societal contexts.

Practical implications

When trying to inspire employee creativity, organisations need to pay attention to employees’ perception of organisational support. One way of enhancing perceived organisational support is to implement HPWS. In addition, organisations need to encourage devolved management in order to inspire more creative behaviours.

Originality/value

This is the first study that explores the mediating role of perceived organisational support in the HPWS-employee creativity linkage. In addition, the study provides what is believed to be the first test of the moderating role of devolved management.

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Article
Publication date: 21 April 2020

Shuang Ren, Guiyao Tang and Susan E. Jackson

This study proposes and tests a model grounded in resource-based theory to describe how the formal rules embedded in an organization's green human resource management…

Abstract

Purpose

This study proposes and tests a model grounded in resource-based theory to describe how the formal rules embedded in an organization's green human resource management (GHRM) combine with informal cues communicated by members of the firm's upper echelon, including the CEO and members of the top management team (TMT), to affect a firm's environmental performance.

Design/methodology/approach

Multi-source data were collected from 240 human resource managers, chief financial officers and CEOs in 80 firms.

Findings

The results show that CEO ethical leadership moderates the positive relationship between GHRM and TMT green commitment, which in turn mediates the relationship between GHRM and firms' environmental performance.

Originality/value

The tested importance of CEO ethical leadership as an organizational condition that amplifies the effectiveness of strategically aligned HRM systems offers new theoretical insights to advance HRM scholarship.

Details

International Journal of Manpower, vol. 42 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 24 March 2020

Shuang Ren, Guiyao Tang and Andrea Kim

Drawing on a motivational model of proactive behavior, this study theorizes that employment status, reflective moral attentiveness (RMA), and organization-based…

Abstract

Purpose

Drawing on a motivational model of proactive behavior, this study theorizes that employment status, reflective moral attentiveness (RMA), and organization-based self-esteem (OBSE) constitute the can-do, reason-to, and energized-to motivational states, which interact to induce organizational citizenship behavior toward the environment (OCB-E).

Design/methodology/approach

The authors conducted random coefficient modeling (RCM) analysis with a multisource, time-lagged data set collected from 235 employees in Chinese firms.

Findings

This RCM analysis found that more OCB-E resulted from standard employees with higher levels of RMA and OBSE.

Originality/value

The value of this research lies in understanding of the antecedents of green behavior at the individual level by identifying specific motivational states and highlighting the coexistence of motivational states in predicting OCB-E. These findings provide new insight into the theory of developing and managing green OCB performers in today's workplace characterized by workforce mixing.

Details

Employee Relations: The International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0142-5455

Keywords

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Article
Publication date: 17 December 2019

Guiyao Tang, Shuang Ren, Doren Chadee and Shuo Yuan

The increasing use of social media after work hours for work purposes, termed social media connectivity (SMC), is an emerging phenomenon in supply chain management…

Abstract

Purpose

The increasing use of social media after work hours for work purposes, termed social media connectivity (SMC), is an emerging phenomenon in supply chain management. Although SMC can have debilitating effects on supply chain professionals and their organizations, research on its effects on work-related attitudes, especially turnover intentions, remains largely unexplored. The purpose of this paper is to investigate the influence of SMC on voluntary turnover of supply chain professionals and the resulting implications for them and their organizations.

Design/methodology/approach

The study draws from the conservation of resources theory and the concept of information overload to explain how SMC leads to emotional exhaustion and impacts turnover intentions of supply chain professionals, contingent on work–life balance. The model is tested using survey data (n=325) collected at multiple times from a large Chinese pharmaceutical manufacturer and distributor with spatially dispersed workforce and distribution facilities.

Findings

The results confirm that emotional exhaustion mediates the association between SMC and turnover intentions and that SMC exacerbates the intentions of supply chain professionals to quit their jobs. However, work–life balance is found to dampen the exhausting effects of SMC on emotional exhaustion thereby reducing its debilitating effects on turnover intentions of supply chain professionals.

Originality/value

The focus on SMC highlights the need for greater understanding of the dark side of social media on supply chain professionals and their organizations and how SMC can be better managed in an age of social media ubiquity.

Details

International Journal of Operations & Production Management, vol. 40 no. 5
Type: Research Article
ISSN: 0144-3577

Keywords

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