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Open Access
Article
Publication date: 16 October 2017

Geoff Plimmer, Jane Bryson and Stephen T.T. Teo

The purpose of this paper is to explore how HIWS may shape organisational capabilities, in particular organisational ambidexterity (OA) – the ability to be both adaptable to the…

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Abstract

Purpose

The purpose of this paper is to explore how HIWS may shape organisational capabilities, in particular organisational ambidexterity (OA) – the ability to be both adaptable to the wider world, and internally aligned so that existing resources are used well. Given the demands on public agencies to manage conflicting objectives, and to do more with less in increasingly complex environments, this paper improves our understanding of how HIWS can contribute to public sector performance. The paper sheds light inside the black box of the HIWS/organisational performance link.

Design/methodology/approach

This multi-level quantitative study is based on a survey of 2,123 supervisory staff, and 9,496 non-supervisory employees in 56 government organisations.

Findings

The study identifies two paths to organisational performance. The first is a direct HIWS performance link. The second is a double mediation model from HIWS to organisational systems, to OA and then performance.

Practical implications

A focus on developing HIWS provides an alternative means to public sector performance, than restructuring or other performative activities.

Originality/value

This is one of the few studies that explore how HIWS can develop collective as well as individual capabilities. Studies in the public sector are particularly rare.

Open Access
Article
Publication date: 15 February 2023

Rocco Palumbo, Alessandro Hinna and Maurizio Decastri

Involving employees in making management decisions is a powerful way to enhance organizational performance. However, employee involvement (EI) might exacerbate psychosocial stress…

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Abstract

Purpose

Involving employees in making management decisions is a powerful way to enhance organizational performance. However, employee involvement (EI) might exacerbate psychosocial stress at work. This paper aims to investigate this issue, illuminating the implications of EI on work-related stress.

Design/methodology/approach

Secondary data were collected from the third wave of the European Survey of Enterprises on New and Emerging Risks. A conditional process analysis based on ordinary least square regression and bootstrap sampling was accomplished to obtain evidence of the implications of EI on psychosocial risks (PSR) at work, taking into consideration the mediating role of organizational health promotion initiatives (HPI).

Findings

EI increased the sources of psychosocial stress at work, adding to individual job demands. Involving employees was positively related to a greater organizational concern for HPI, which, in turn, lessened psychosocial strain.

Practical implications

Although it contributes to organizational performance, EI propels work-related stress, which undermines individual and collective wellbeing. Involvement practices should be coupled with tailored HPI to address the PSR at work triggered by involvement, empowering people to cope with strain.

Originality/value

Scientific literature emphasizes the positive implications of EI on organizational performance, but little is known about its side effects on work-related stress. The paper provides original insights into this topic, arguing that HPI are necessitated to address the drawback of involvement on work-related stress.

Details

International Journal of Organizational Analysis, vol. 31 no. 8
Type: Research Article
ISSN: 1934-8835

Keywords

Open Access
Article
Publication date: 30 October 2023

Naiara Escribá-Carda, Teresa Canet-Giner and Francisco Balbastre-Benavent

This paper aims to examine two indirect mechanisms through which employees' perceptions of high-performance work systems (HPWS) foster employees' innovative behaviour (IB)…

Abstract

Purpose

This paper aims to examine two indirect mechanisms through which employees' perceptions of high-performance work systems (HPWS) foster employees' innovative behaviour (IB). Particularly, this study analyses the sequential mediating role of work engagement and knowledge-sharing in this relationship at the individual level.

Design/methodology/approach

Using researchers and professors working at a Spanish state university as an empirical sample and applying partial least squares structural equation modelling (PLS-SEM), the authors test hypotheses regarding the impact of the indirect and sequential effect of engagement and knowledge-sharing on the relationship between employees' perceptions of HPWS and IB.

Findings

Findings indicate the existence of a sequential mediating effect of work engagement and knowledge-sharing. The authors' results suggest that the existence of engagement is necessary for the influence of HPWS on IB to become effective.

Social implications

The authors' results also highlighted the importance of suitable design and implementation for HPWS so that employees feel motivated and dedicated to their work.

Originality/value

The authors' findings contribute to the understanding of the mechanisms by which HPWS enhance employees' IB, and the results are especially salient in advancing the theoretical understanding of how HPWS, engagement and knowledge-sharing are relevant variables for IB.

研究目的

本文擬探討兩個間接機制,透過這兩個機制,僱員對高績效工作系統的看法,會促進其創新行為。具體地說,本文擬分析在個人層面上,工作參與和知識共享在高績效工作系統與創新行為之間的關係中所扮演的有序中介角色 。

研究設計/方法/理念

我們以於一所西班牙州立大學工作的研究人員和教授為實證樣本,並使用偏最小平方法的結構方程模型 (PLS-SEM) 來進行研究。研究乃對一些假設進行試驗。這些假設,是關於工作參與和知識共享對高績效工作系統與創新行為之間關係的間接順序效應之影響。

研究結果

研究結果顯示、工作參與和知識共享有其有序的中介效應。

研究給予的啟示

我們的研究結果暗示、若要使高績效工作系統能有效地影響創新行為,工作參與是不可或缺的。

社會性的啟示

研究結果也強調了若要僱員盡心盡力、抱有積極的工作態度,企業必須設計合適的高績效工作系統,並予以有效的執行。

研究的原創性/價值

本研究的結果,幫助我們了解高績效工作系統能增強僱員創新行為的機制; 更重要的是,研究結果促進了我們對高績效工作系統、工作參與和知識共享作為創新行為的相關變數的理論理解。

Open Access
Article
Publication date: 23 November 2022

Tiina Kalliomäki-Levanto and Antti Ukkonen

Interruptions are prevalent in knowledge work, and their negative consequences have driven research to find ways for interruption management. However, these means almost always…

Abstract

Purpose

Interruptions are prevalent in knowledge work, and their negative consequences have driven research to find ways for interruption management. However, these means almost always leave the responsibility and burden of interruptions with individual knowledge workers. System-level approaches for interruption management, on the other hand, have the potential to reduce the burden on employees. This paper’s objective is to pave way for system-level interruption management by showing that data about factual characteristics of work can be used to identify interrupting situations.

Design/methodology/approach

The authors provide a demonstration of using trace data from information and communications technology (ICT)-systems and machine learning to identify interrupting situations. They conduct a “simulation” of automated data collection by asking employees of two companies to provide information concerning situations and interruptions through weekly reports. They obtain information regarding four organizational elements: task, people, technology and structure, and employ classification trees to show that this data can be used to identify situations across which the level of interruptions differs.

Findings

The authors show that it is possible to identifying interrupting situations from trace data. During the eight-week observation period in Company A they identified seven and in Company B four different situations each having a different probability of occurrence of interruptions.

Originality/value

The authors extend employee-level interruption management to the system-level by using “task” as a bridging concept. Task is a core concept in both traditional interruption research and Leavitt's 1965 socio-technical model which allows us to connect other organizational elements (people, structure and technology) to interruptions.

Open Access
Article
Publication date: 30 April 2021

Sumera Saeed, Ibne Hassan, Ghulam Dastgeer and Tehrim Iqbal

The current study focuses on the role of antecedents to prevent perceived job insecurity and mitigate its negative impacts on work-related well-being. The study examined variables…

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Abstract

Purpose

The current study focuses on the role of antecedents to prevent perceived job insecurity and mitigate its negative impacts on work-related well-being. The study examined variables of the resourceful environment (effective organizational communication and involvement), conserved resources (perceived employability and emotional exhaustion) and resource loss (job insecurity) by drawing on the Conservation of Resources (COR) theory for predicting the work-related well-being adding the moderating role of boundaryless career orientation.

Design/methodology/approach

A sample of 306 salespersons of pharmaceutical companies working in Pakistan was obtained. The hypothesized relationships were tested through structural equation modeling in SmartPLS.

Findings

The results confirmed showed that the organizational communication, employee involvement and perceived employability reduce the perceived job insecurity; however, the emotional exhaustion was positively related. It also confirmed the moderating effect of boundaryless career orientation on relationship of job insecurity and well-being.

Practical implications

To make employees engaged, the organizations are required to involve employees by sharing knowledge, information and power to make decisions, value their opinion and ensuring the employability. Further, salespersons having a preference of a boundaryless career proved to mitigate negative impact of job insecurity on work-related well-being.

Originality/value

Many empirical studies have identified that the perceived job insecurity is one of the major concerns affecting employee's well-being. However, few studies simultaneously have sought to prevent the perceived job insecurity among employees. The findings are important in developing the understanding that how salespersons perceive their capabilities and the work environment of the organization, this perception; resultantly, can influence their behaviors particularly the work engagement dimension of well-being.

研究目的

本研究的焦點為探討導致僱員感到缺乏職業安全的成因, 對防止該感覺的產生扮演著什麼角色,並研究導致缺乏職業安全感的成因,就減少缺乏職業安全感給和工作有關的幸福感所帶來的負面影響方面扮演著什麼角色。研究應用了可預測與工作相關的幸福感的資源保留理論 (COR) ,來探討資源豐富的環境 (有效的機構溝通及參與) 、節約資源 (感知的受僱能力與情緒耗竭) 及資源耗損 (缺乏職業安全) 這些變數,並加入了無邊界職業生涯定向的調節角色。

研究設計/方法/理念

研究樣本為在巴基斯坦工作的306名製藥公司營業員。研究人員透過SmartPLS的結構方程模型來測試各假設的關係。

研究結果

研究結果確認了組織溝通、僱員參與及感知的受僱能力均會減輕職業不安全的感覺;唯情緒耗竭則成正相關。研究結果亦確認了無邊界職業生涯定向在缺乏職業安全與幸福感之間的相互關係上起著調節效應。

原創性/價值

過去許多實證研究均已證實缺乏職業安全感是影響僱員幸福感的一個主要因素,唯很少研究會同時透過探討資源豐富的環境 (有效的機構溝通及參與) 和節約資源 (感知的受僱能力和情緒耗竭) 等變數,來嘗試防止僱員產生職業不安全的感覺。本研究的結果至為重要、因它使我們更了解營業員對自己的能力及機構的工作環境的看法、最終會影響他們的工作行為,特別是幸福感的工作投入層面。

關鍵詞

缺乏職業安全感、營業員、工作投入、與工作相關的幸福感、無邊界職業生涯定向

文章種類

研究論文

Details

European Journal of Management and Business Economics, vol. 32 no. 1
Type: Research Article
ISSN: 2444-8451

Keywords

Open Access
Article
Publication date: 13 June 2022

Rosa M. Muñoz, Silvia M. Andrade, Isidro Peña and Mario J. Donate

Innovation is one of the most important foundations on which to create and sustain competitive advantages in companies, but at the individual level, employee innovative behavior…

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Abstract

Purpose

Innovation is one of the most important foundations on which to create and sustain competitive advantages in companies, but at the individual level, employee innovative behavior has recently been jeopardized by the situation caused by the COVID-19 pandemic (e.g. changes in workplaces, employee interaction, motivation). This study analyzes wellness programs and actions through which organizations have tried to adapt to the new situation caused by COVID-19 and their effect on employee innovation behavior.

Design/methodology/approach

Structural equation modeling by means of the partial least squares technique was used to test the study's hypotheses after collecting survey data from Spanish companies, providing evidence that wellness programs and measures to deal with COVID-19 through perceived organizational support and affective commitment encourage employee innovation behavior.

Findings

The results suggest that efforts developed by firms focused on employee well-being to overcome difficulties caused by the pandemic strengthen innovative behaviors by means of intrinsic motivation based essentially on personal commitment. Theoretical and practical implications of the findings are discussed by the paper's authors.

Originality/value

This paper corroborates and extends previous research regarding wellness programs, perceived organization support and affective commitment. It provides a comprehensive model of relationships that predicts employee innovative behavior. It analyzes the influence of enterprise wellness programs based on protective COVID-19 measures.

Details

European Journal of Innovation Management, vol. 26 no. 7
Type: Research Article
ISSN: 1460-1060

Keywords

Open Access
Article
Publication date: 19 October 2020

Praveen Kulkarni, Rohit Mutkekar and Sanjeev Ingalagi

Start-ups are the new avenues for innovation and employment. Strategic management is critical for employee engagement and skill development of start-ups. This study aims to…

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Abstract

Purpose

Start-ups are the new avenues for innovation and employment. Strategic management is critical for employee engagement and skill development of start-ups. This study aims to understand the impact of strategic management on employee engagement and skill development.

Design/methodology/approach

The study attempts to identify principal factors of strategic management influencing employee engagement and skill development. Structural equation modeling has been used to understand effects of the study.

Findings

The study results have shown the challenges concerning employee skill development and reflected on importance of the employee engagement programmes for the growth of the human resource in the start-ups.

Research limitations/implications

The study has confined to strategic management for employee engagement and skill development. However, studies related to challenges encountered by start-ups in the specific areas of marketing, operations and finance, etc. would provide more detailed impact on the growth of start-ups.

Practical implications

This study provides an insight into strategic management for employee engagement and skill development. The results would provide directions for improving strategy management from the perspective of employee engagement and skill development.

Social implications

The study on start-ups provides a direction to the owners of start-ups to understand the importance of strategic management and human resource management for building strong enterprising which can provide employment opportunity for the youth of the nation and improve the society at large.

Originality/value

This paper is an attempt to provide directions for managing challenges from the perspective of employees’ engagement and skill development, which is essential for growth and sustainability in the future.

Details

Vilakshan - XIMB Journal of Management, vol. 17 no. 1/2
Type: Research Article
ISSN: 0973-1954

Keywords

Open Access
Article
Publication date: 16 October 2017

Ashish Malik, Brendan Boyle and Rebecca Mitchell

The purpose of this paper is to examine innovation in the resource-constrained context of India’s healthcare industry. It is argued that the process of innovation in addressing…

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Abstract

Purpose

The purpose of this paper is to examine innovation in the resource-constrained context of India’s healthcare industry. It is argued that the process of innovation in addressing healthcare management challenges in such a context occurs through organisational ambidexterity and that human resource management (HRM) plays an important role.

Design/methodology/approach

A qualitative research methodology is applied to explore the role of HR practices in facilitating contextual ambidexterity and subsequent innovations in healthcare in India. The unit of analysis is the “case” of healthcare providers in India and in-depth interview and documentary data in two case sites are analysed to reveal the role of HRM in facilitating contextual ambidexterity and innovation. Data analysis was undertaken first at a within-case and then at a cross-case analysis level using interpretive manual coding based on how the data explained the role of HRM in delivering innovative outcomes and supporting organisational ambidexterity.

Findings

The authors found evidence of the use of sets of high-involvement HRM practices for exploration of new ideas and efficiency-driven HRM practices for creating contextual ambidexterity in the case organisations. Further, managerial/leadership style was found to play an important role in creating cultures of trust, openness, risk-taking and employee empowerment, supported by an appropriate mix of intrinsic and extrinsic rewards. Finally, training was also reported as being central to creating an ambidextrous context for delivering on various innovations in these healthcare providers.

Originality/value

This study represents an exploration of innovation in the context of India’s healthcare sector through intersecting literatures of ambidexterity, innovation and HRM practices. In light of the emerging economy research context, an important empirical contribution is palpable. Moreover, through a study design which included collecting data from multiple informants on the role of human resources in facilitating innovative outcomes, the authors reveal the role of HR-related initiatives, beyond formal HR practices in creating contextual ambidexterity. This study also reveals the degree to which contextual idiosyncrasies enhance our understanding of the role of HR in facilitating innovation in emerging economies.

Details

Personnel Review, vol. 46 no. 7
Type: Research Article
ISSN: 0048-3486

Keywords

Open Access
Article
Publication date: 20 July 2023

Sarah Amsl, Iain Watson, Christoph Teller and Steve Wood

Online shoppers make product purchase decisions based on product information shown on a retailer's website and potentially in comparison to that seen on competitors' websites…

1893

Abstract

Purpose

Online shoppers make product purchase decisions based on product information shown on a retailer's website and potentially in comparison to that seen on competitors' websites. Insufficient, poor quality or missing information about a product can lead to reduced retailer sales. Measuring online product information quality (PIQ) is therefore an essential element in helping retailers maximize their potential success. This paper aims (1) to identify directly quantifiable PIQ criteria, (2) to assess the effects of PIQ and (3) to evaluate the moderating effect of product involvement.

Design/methodology/approach

The authors conducted a scenario-based experiment within 3,544 do-it-yourself (DIY) online shoppers from the United Kingdom (UK). Within an 8 × 2 × 2 between-subjects design, the authors manipulated the factors PIQ criteria (8), PIQ level (2) and product type (2).

Findings

The findings support that poor PIQ has a negative impact on consumers online shopping outcomes. The authors also found that the effects of PIQ differ between the various criteria, the product category and the level of consumer involvement in the selling process. In the context of product depiction, title readability and product attribute comparability with other retailers' websites a high level of PIQ is required. Moreover, high involvement products need a higher level of PIQ than low involvement products.

Originality/value

This research expands website quality and service failure literature by introducing PIQ criteria and its effects in the context of online retailing. The authors also establish actionable managerial recommendations to assist retailers to embrace and utilize PIQ to better understand their own potential website and thus business improvements.

Details

International Journal of Retail & Distribution Management, vol. 51 no. 9/10
Type: Research Article
ISSN: 0959-0552

Keywords

Open Access
Article
Publication date: 26 June 2023

Juliano Afonso Tessaro, Rainer Harms and Holger Schiele

This study aims to analyze how startups organize their purchasing activities to improve operative excellence and become attractive customers.

Abstract

Purpose

This study aims to analyze how startups organize their purchasing activities to improve operative excellence and become attractive customers.

Design/methodology/approach

The authors use a two-phase exploratory approach with semistructured interviews and a World Café. In total, 20 startup purchasers and suppliers participated. It is an international study with participants from eight countries (Belgium, Brazil, France, Germany, Hungary, The Netherlands, the UK and the USA).

Findings

The authors find that startups organize the purchasing function in five ways: partial outsourcing, transactional-oriented, strategic only, outsourced purchasing and full department. Each type has advantages and disadvantages regarding operative excellence. The authors identify type-specific antecedents to operative excellence: forecasting, payment habits, ordering process, contact accessibility and quick decision-making.

Research limitations/implications

The value of this paper is that it offers entrepreneurs a framework to organize startup purchasing activities, including outsourcing options. Furthermore, it provides theoretical contributions that expand the topic of purchasing and supply organization and operative excellence to the startup context.

Originality/value

The value of this paper is that, to the best of the authors’ knowledge, it is the first to explore purchasing organization and operative excellence in startups.

Details

Journal of Global Operations and Strategic Sourcing, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2398-5364

Keywords

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