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1 – 10 of over 13000Justin Marcus, Eda Aksoy, Oya Inci Bolat and Tamer Bolat
A growing body of research has suggested that the fallout of the Covid-19 pandemic has disproportionately impacted vulnerable groups such as working women, parents and older…
Abstract
Purpose
A growing body of research has suggested that the fallout of the Covid-19 pandemic has disproportionately impacted vulnerable groups such as working women, parents and older adults. Accordingly, and via the lens of social role and identity theories on gender and age at work, the authors examined the intersection of age, gender and potential caregiving responsibilities on worker well-being, work-family conflict and performance while working remotely during the Covid-19 pandemic.
Design/methodology/approach
In all, 1,174 Turkish job incumbents working from home either full- or part-time responded to a survey measuring self-reported anxiety, depression, stress, work-to-family conflict, family-to-work conflict and performance in the summer of 2020.
Findings
Despite using Bayesian modeling, good sample variability on age, gender and caregiving responsibilities, data collection timing allowing for the maximization of variance in individual attitudes toward working from home during the pandemic, outcome measures that evidenced excellent reliability and reasonably good data fit, and the inclusion of appropriate covariates and stringent robustness tests, hypothesized effects were overall found to be null.
Practical implications
The authors suggest that if remote work helps level the playing field, then that is impetus for organizations to further transition into such work arrangements.
Originality/value
The authors speculate on these counterintuitive results and suggest implications for future research and practice on the confluence of remote work and workplace diversity, including the potential benefits of remote work for women and older adults, the role of cultural values and the use of Bayesian methods to infer support for the null.
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Ridhima Goel, Jagdeep Singla, Amit Mittal and Meenal Arora
Work-from-home (WFH) has gained popularity over the past years. This study aims to conduct a bibliometric analysis to systematically review and synthesize scholarly literature on…
Abstract
Purpose
Work-from-home (WFH) has gained popularity over the past years. This study aims to conduct a bibliometric analysis to systematically review and synthesize scholarly literature on the complex interplay between WFH, employee well-being and performance.
Design/methodology/approach
The study incorporates analysis of the bibliometric including performance analysis, content analysis and scientific mapping that is applied to 497 Scopus papers. VOSviewer software was used to evaluate the data.
Findings
This study posits an imbalance between the count of documents and the citations earned by each author. International Journal of Environmental Research and Public Health was regarded as a leading journal with maximum citations and publications. The highest count of publications came from most Asian countries such as India, China, Indonesia and Japan. The investigation indicated that the writers with the maximum citations were predominantly the authors of the majorly cited papers. Further, the text mining through co-occurrence of keyword analysis generated five clusters and cocited references revealed three themes.
Practical implications
The current research might benefit both research groups as well as human resource professionals since it also reveals the research necessity and gaps in the WFH domain.
Originality/value
This research delves into unexplored facets of WFH beyond traditional studies over the past decade by examining remote work arrangements in today’s economy, revealing previously unnoticed dynamics affecting employee well-being and performance. This innovative viewpoint enhances the literature and provides an empirical foundation for strategic organizational decision-making and future study.
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Rahman El Junusi, Heru Sulistyo, Fadjar Setiyo Anggraeni and Ferry Khusnul Mubarok
This study aims to examine the relationship between Achievement Motivation (AM), Smart Work (SW), and human resources (HR) performance. It questions how moral global leadership…
Abstract
This study aims to examine the relationship between Achievement Motivation (AM), Smart Work (SW), and human resources (HR) performance. It questions how moral global leadership (MGL) could moderate the relationship between AM, SW, and HR performance. A theoretical model was developed and tested on sample data representing 219 employees, educators, and educational staff of Islamic Higher education (IHE). The data were collected through surveys and applied to structural equation modeling using SEM-PLS. This study found that AM and SW significantly affect HR performance. While MGL substantially moderates the relationship between AM, SW, and HR performance. This study contributes to the literature on MGL, AM, and SW in creating HR performance that has yet to be studied so far. This study offers the concept of MGL, which plays a central role in moderating the relationship between AM, SW, and HR performance.
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Badreya Alzadjali and Syed Zamberi Ahmad
This study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance.
Abstract
Purpose
This study aims to examine the effect of a high commitment work system (HCWS) on employee well-being and the mediating role of organizational support and work–life balance.
Design/methodology/approach
Using structural equation modeling (SEM) for analysis, a quantitative approach was adopted to collect data from the 235 employees from the public sector in the United Arab Emirates (UAE).
Findings
Results show that HCWSs have a significant influence on organizational support and employee work–life balance. Therefore, there is a significant positive effect on employee well-being. The consequence of HCWS on well-being is not mediated by organizational support. Organization and work–life balance do not support the idea of reducing the negative effects of high-commitment work systems on well-being. There is a significant influence of work–life balance on employee behaviors to have well-being.
Originality/value
Managers can devise a strategy to involve the employees to join participating in decision-making. The research advances knowledge of how HCWS improves employee well-being and emphasizes the significance of organizational support in the environment of public organizations. Organizations are expecting to develop new strategies that help employees engage with their environment and increase their confidence. In this perspective, the present study has identified a crucial key factor of HCWS affecting of organization support and employee work–life balance, which can help propelling employees well-being. The research expands the knowledge of the organizational and cultural elements that influence employee behavior and performance in this setting by evaluating the effects of HCWS on employee well-being in the UAE.
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Sajjad Alam, Jianhua Zhang and Muhammad Usman Shehzad
This study aims to examine the relationship between green technology implementation (GTI), knowledge management (KM) process and knowledge workers' operational performance (KWOP)…
Abstract
Purpose
This study aims to examine the relationship between green technology implementation (GTI), knowledge management (KM) process and knowledge workers' operational performance (KWOP). The research postulates that a specific combination of GTI and KM processes can lead to improving KWOP.
Design/methodology/approach
The sample data (304) were taken from those manufacturing firms that are utilizing green technology. The examination was conducted by Smart PLS-SEM and fuzzy set qualitative comparative analysis (fsQCA). The Smart PLS 3.29 is used to verify certain variable relationships. Moreover, fsQCA is used to investigate multiple configuration paths to enhance KWOP.
Findings
The study's outcome indicated that GTI positively influences the KM process in manufacturing firms, and the KM process enormously improves KWOP. The fsQCA analysis result explores various integrations (communication, collaboration, supporting role and improved performance) with the KM (acquisition, sharing and utilization) process identified to enhance the performance of KWOP. The current study supports two merging methods to deepen understanding of employee operational performance.
Originality/value
The study methodologically contributes by integrating direct and configuration approaches to develop firms' operational performance. This study contributes to bridging research gaps in the prior literature and advances insight into the association between GTI, KM process and KWOP.
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Oscar Valdemar De la Torre-Torres, María Isabel Martínez Torre-Enciso, María de la Cruz Del Río-Rama and José Álvarez-García
In this paper, the authors tested if promoting the workforce's happiness (through high performance work policies or HPWP) and well-being in European Public companies relates to…
Abstract
Purpose
In this paper, the authors tested if promoting the workforce's happiness (through high performance work policies or HPWP) and well-being in European Public companies relates to their profitability (return on equity, ROE), market risk (beta) and stock price return. Also, the authors tested if investors have a performance benefit if they buy a portfolio screened with companies with HPWP.
Design/methodology/approach
The authors proxied the quality of the HPWP efforts in the first method with the Refinitiv workforce score. They used this data in an unbalanced panel of eastern, western, northern and southern Europe companies from 2011 to 2022. The panel data also included the ROE, the market risk (beta) and the stock price return of these companies. The authors estimated the corresponding regressions with the panel data and tested the relationship between the workforce score and these three variables. In a second method, they simulated the weekly performance of a portfolio that invested only in European companies with high standards in their HPWP and compared its performance against a conventional market portfolio (with no HPWP screening).
Findings
In the first method, the authors found no significant relationship between the workforce score and the ROE, beta, or stock price return in the panel regression, controlling for random effects. In the second one, they found no over or underperformance in the HPWP portfolio against the European market one in the second method.
Practical implications
The results suggest that there is no risk or cost for European Public companies and investors alike if they promote, with better HPWP, the happiness and well-being of their workforce. The findings suggest that if European companies promote HPWP, there will be no adverse impact on their profits, market risk, or stock price performance. Also, investors will not lose performance (against a conventional market portfolio) if they screen their portfolios with this type of workforce-friendly companies.
Originality/value
Increase the scarce literature on the test of the workforce score with company profitability (ROE), stock market price variation and stock market risk level.
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Deepika Jindal, Peter Boxall, Gordon W. Cheung and Ann Hutchison
The authors examine the interactive effects of work engagement and work autonomy in enhancing job crafting behaviour and performance.
Abstract
Purpose
The authors examine the interactive effects of work engagement and work autonomy in enhancing job crafting behaviour and performance.
Design/methodology/approach
Dyadic data from a sample of 320 white-collar employees in an Indian manufacturer are analysed through structural equation modelling.
Findings
The level of job crafting is highest when both work engagement and work autonomy are high. Job crafting fully mediates the interactive effect of work engagement and autonomy on task performance and partially on contextual performance.
Practical implications
There is value in reviewing organisational constraints on employee autonomy to foster the ways in which highly motivated workers can craft their jobs and, thus, maximise their performance.
Originality/value
This study demonstrates the interactive effects of work engagement and autonomy in enhancing job crafting and, through this mechanism, employee performance.
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Musarrat Shaheen, Ritu Gupta and Farrah Zeba
The researchers aim to investigate the role of psychological capital (PsyCap) in facilitating intrinsic motivation and goal-commitment among employees at the workplace, affecting…
Abstract
Purpose
The researchers aim to investigate the role of psychological capital (PsyCap) in facilitating intrinsic motivation and goal-commitment among employees at the workplace, affecting outcome variables, namely, in-role and extra-role job performance.
Design/methodology/approach
Data were collected from 640 employees working in the information technology sector of India. Covariance-based structural equation modeling (CB-SEM) was used to test the hypothesized relationships.
Findings
Analysis revealed a significant positive impact of PsyCap on the two behavioral facets of job performance. Intrinsic motivation and goal-commitment were found mediating the influence of PsyCap on the two facets of job performance.
Practical implications
The information technology sector is characterised by continuous change. It requires voluntary prosocial behavior from employees, where the employees are expected to display multifaceted job performance behaviors, where they go beyond their job duties to cater for the dynamics of the IT sector. The present study provides means by which intrinsic motivated and goal-committed behavior are facilitated for both the in-role and extra-role job performance.
Originality/value
The present study is among the few preliminary studies that have provided evidence that intrinsic motivation and goal-commitment are the two variables which aid PsyCap in predicting both the prescribed and voluntary job performance behaviors.
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Choiwai Maggie Chak, Lara Carminati and Celeste P.M. Wilderom
Combining the goal-setting and job demands-resources (JD-R) theories, we examine how two project resources, collaborative project leadership and financial project resources…
Abstract
Purpose
Combining the goal-setting and job demands-resources (JD-R) theories, we examine how two project resources, collaborative project leadership and financial project resources, enhance high project performance in community-academic health partnerships.
Design/methodology/approach
With a sequential explanatory mixed-method research design, data were collected through a survey (N = 318) and semi-structured interviews (N = 21). A hypothesised three-path mediation model was tested using structural equation modelling with bootstrapping. Qualitative data were examined using thematic analysis.
Findings
Project workers’ hope, goal-commitment and -stress: (1) fully mediate the hypothesised relationship between highly collaborative project leadership and high project performance; and (2) partially mediate the relationship between financial project resources and high project performance. The qualitative data corroborate and deepen these findings, revealing the crucial role of hope as a cognitive-motivational facilitator in project workers’ ability to cope with challenges.
Practical implications
Project leaders should promote project workers’ goal commitment, reduce their goal stress and boost project performance by securing financial project resources or reinforcing workers’ hope, e.g. by fostering collaborative project leadership.
Originality/value
The findings contribute to the project management and JD-R literature by considering the joint effects of project workers’ hope and two commonly studied project resources (collaborative project leadership and financial project resources) on high project performance. Moreover, we demonstrate the importance of the goal-setting and JD-R theories for understanding complex health-promotion projects connecting academic to community work.
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Amir Riaz, Zahid Mahmood, Ahmad Qammar and Imran Ali
This study aims to propose and empirically examine the simultaneous complementary mediating role of bank branch collective human capital and justice climate between implemented…
Abstract
Purpose
This study aims to propose and empirically examine the simultaneous complementary mediating role of bank branch collective human capital and justice climate between implemented high-performance work system (HPWS) and bank branch performance in the banking sector.
Design/methodology/approach
Data were collected at three different intervals of time between March 2022 to July 2022 from a final sample of 323 branch managers and 1,369 employees of commercial banks operating in Pakistan. Partial least square structural equation modeling was used to test the theoretical model proposed by this study.
Findings
Study results revealed that collective human capital and justice climate simultaneously mediate the relationship between implemented HPWS and branch performance.
Research limitations/implications
The study contributes to the strategic HRM theory by proposing the complementary mediating roles of human capital and organizational justice to reap the benefits of implementing HPWS for improving branch-level performance. The managers should focus on developing and exploiting the knowledge, skills and experiences (human capital) of branch employees and improve their collective perceptions of justice to reap the benefits of HPWS for enhancing branch-level performance.
Originality/value
Drawing upon the resource-based view of the firm and organizational justice theory, this novel study examines the simultaneous and complementary mediating effects of collective human capital and justice climate between implemented HPWS and branch performance relationships at the branch-level analysis.
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