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Article
Publication date: 1 April 2019

Yongxing Guo, Haiying Kang, Bo Shao and Beni Halvorsen

The purpose of this paper is to examine the moderating effect of organizational politics on the relationships between work engagement, in-role performance and organization…

Abstract

Purpose

The purpose of this paper is to examine the moderating effect of organizational politics on the relationships between work engagement, in-role performance and organization citizenship behavior – organization (OCBO).

Design/methodology/approach

Theoretical hypotheses were tested using a sample of 107 supervisor-subordinate dyads in China. Outcome variables, such as in-role performance and OCBO, were rated by supervisors.

Findings

Contrary to the established literature on positive work engagement-work outcomes relationships, the findings supported the prediction that work engagement was negatively related to supervisor-rated in-role performance and OCBO when the organizational is perceived as highly political.

Research limitations/implications

The sample size for this study is relatively small. In addition, the authors measured organizational politics from employees’ perspectives, which might not reflect reality objectively. Furthermore, the data were collected at a single time point, so causal relationships could not be validated.

Practical implications

When employees perceive the work environment as political, organizations need to be aware of non-work factors that may influence supervisors’ evaluation of employee performance to ensure they do not demotivate and discourage highly engaged employees.

Originality/value

Considerable research has shown that work engagement is positively related to in-role performance and OCBO. The present study, however, challenges and extends previous research by suggesting that work engagement can lead to low supervisor evaluation of in-role performance and OCBO when the organization is perceived to be political.

Details

Personnel Review, vol. 48 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

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Article
Publication date: 1 February 2021

Jiuming Chen, Haiying Kang, Ying Wang and Mingjian Zhou

Drawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting…

Abstract

Purpose

Drawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices.

Design/methodology/approach

Two studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs.

Findings

The results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place.

Originality/value

This study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

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Book part
Publication date: 3 September 2016

Haiying Kang and Jie Shen

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. This chapter investigates South Korean MNEs’ talent management, more…

Abstract

Purpose

South Korean multinational enterprises (MNEs) have developed rapidly since the late 1950s. This chapter investigates South Korean MNEs’ talent management, more specifically international recruitment and selection policies and practices in their Chinese operations.

Methodology/approach

Using the snowball method through Chinese and Korean networks we recruited ten Korean MNEs to participate in this research. We conducted semi-structured interviews with key individuals within the organisations.

Findings

It reveals that South Korean MNEs tend to adopt the polycentric approach or a mixed approach of being polycentric and ethnocentric to international staffing, with the number of expatriates reducing gradually over time. South Korean MNEs adopt ‘one-way selection’ in recruiting and selecting expatriates and localise recruitment procedures and selection criteria for host-country nationals.

Originality/value

South Korean MNEs have paid inadequate attention to: firstly, expatriates’ career development; and secondly, personal and family issues emerging from expatriation and repatriation. This study highlights these issues.

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Book part
Publication date: 3 September 2016

Abstract

Details

Global Talent Management and Staffing in MNEs
Type: Book
ISBN: 978-1-78635-353-5

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Book part
Publication date: 3 September 2016

Abstract

Details

Global Talent Management and Staffing in MNEs
Type: Book
ISBN: 978-1-78635-353-5

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Article
Publication date: 5 March 2018

Haiying Liu, Xin Jiang, Yazhou Yue and Guangen Gao

The study aims to propose reverse processing solution to improve the performance of strapdown inertial navigation system (SINS) initial alignment and SINS-/global…

Abstract

Purpose

The study aims to propose reverse processing solution to improve the performance of strapdown inertial navigation system (SINS) initial alignment and SINS-/global positioning system- (GPS) integrated navigation. The proposed scheme can be well applied in the fields of aircraft and aerospace navigation.

Design/methodology/approach

For the SINS alignment phase, a fast initial alignment scheme is proposed: the initial value of reverse filter is determined by the final result of forward filter, and then, the reverse filter is carried out using the stored data. Multiple iterations are performed until the accuracy is satisfied. For the SINS-/GPS-integrated phase, a forward–reverse navigation algorithm is proposed: first, the standard forward filter is used, and then, the reverse filter is carried out using the initial value determined by the forward filter, and the final fusion results are achieved by the weighted smoothing of the forward and reverse filtering results.

Findings

The simulation and the actual test results show that in the initial alignment stage, the proposed reverse processing method can obviously shorten the SINS alignment time and improve the alignment accuracy. In the SINS-/GPS-integrated navigation data fusion stage, the proposed forward–reverse data fusion processing can, obviously, improve the performance of the navigation solution.

Practical implications

The proposed reverse processing technology has an important application in improving the accuracy of navigation and evaluating the performance of real-time navigation. The proposed scheme can be not only used for SINS-/GPS-integrated system but also applied to other integrated systems for general aviation aircraft.

Originality/value

Compared with the common forward filtering algorithm, the proposed reverse scheme can not only shorten alignment time and improve alignment accuracy but also improve the performance of the integrated navigation.

Details

Aircraft Engineering and Aerospace Technology, vol. 90 no. 2
Type: Research Article
ISSN: 1748-8842

Keywords

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Article
Publication date: 11 January 2021

Junyun Liao, Muhua Li, Haiying Wei and Zelin Tong

Recent years have witnessed the increasingly fierce competition amongst smartphone brands. Hence, smartphone firms urge to prevent current consumers from switching to…

Abstract

Purpose

Recent years have witnessed the increasingly fierce competition amongst smartphone brands. Hence, smartphone firms urge to prevent current consumers from switching to maintain market position. Based on the push–pull–mooring (PPM) framework, this study aims to explore the drivers of users' intentions to switch from their current smartphone brands.

Design/methodology/approach

Based on previous literature and the characteristics of the smartphone purchase, this study identified one pushing, two pulling and five mooring factors. Online questionnaires were collected to test hypotheses using the structural equation modelling approach. An additional netnography study provides further support to the hypotheses.

Findings

Results show that regret is a push factor that enhances consumers' switching intentions. Moreover, two pull factors, subjective norms and alternative attractiveness positively influence consumers' switching intentions. Finally, switching costs, emotional commitment and brand community engagement are mooring factors that negatively affect brand-switching intention, whereas consumers' variety seeking has a positive effect.

Originality/value

This study enriches the brand switching literature and offers significant implications for customer retention.

Details

Asia Pacific Journal of Marketing and Logistics, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1355-5855

Keywords

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Case study
Publication date: 31 October 2019

Doa'a Darwish and Syed Zamberi Ahmad

International Business Management, Global Business Strategy and Human Resource Management

Abstract

Subject area

International Business Management, Global Business Strategy and Human Resource Management

Study level/applicability

This case is suitable for Bachelor of Business Administration (BBA) program, specifically in human resources management, business strategy and international business management courses.

Learning outcomes

The learning outcomes are as follows: to figure out the appropriate staffing approaches for the foreign investment projects; to understand the challenges that companies face when they expand in the foreign market; to understand the different foreign markets entry modes.

Case overview/synopsis

The Nayel and Bin Harmal Investment Co. LCC. is an experienced company that owns a hotel chain with three properties in the UAE. In 2011, it decided to invest in Africa and build a new hotel – Ayla Djibouti Hotel – in Djibouti. The hotel’s construction is nearly complete. This has urged Bashar Al Tamimi to begin devising a staffing strategy for the hotel. Of particular concern is Djibouti’s lack of manpower with hospitality qualifications and expertise. Consequently, Al Tamimi must grapple with some difficult questions: Should he hire staff with the appropriate international hospitality experience? Or should NBHI invest in the human capital in Djibouti and train Djiboutian people to operate the hotel? Which strategy or approach will lead to the most successful and profit-making outcome for Ayla Djibouti

Complexity academic level

This case is suitable for Bachelor of Business Administration (BBA) program, specifically in human resources management, business strategy and international business management courses.

Supplementary materials

Teaching Notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

Subject code

CSS 5: International Business.

Details

Emerald Emerging Markets Case Studies, vol. 9 no. 3
Type: Case Study
ISSN: 2045-0621

Keywords

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