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Article
Publication date: 5 June 2020

Hong T.M. Bui

This paper aims to go through all Peter Senge’s books since his influential book The Fifth Discipline: The Art and Practice of the Learning Organization in 1990 and see…

Abstract

Purpose

This paper aims to go through all Peter Senge’s books since his influential book The Fifth Discipline: The Art and Practice of the Learning Organization in 1990 and see what kind of ideas he has developed and the impact his books have created.

Design/methodology/approach

The author uses book review method to identify prominent ideas in those books that not only have significantly challenged but also contributed to transforming the world of business and management in both academia and practice.

Findings

Among many great ideas that Senge has developed, spirituality, mental models, systems thinking, and a sustainability mentality are prominent ones, which have set up trends for both researchers and practitioners in business and management.

Originality/value

Those ideas are interwoven, intertwined and have powerfully shaped new ways to see the world and act upon.

Details

The Learning Organization, vol. 27 no. 6
Type: Research Article
ISSN: 0969-6474

Keywords

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Article
Publication date: 30 May 2020

Hong T.M. Bui, Gordon Liu, Wai Wai Ko and Amy Curtis

Drawing on the social exchange perspective, the authors explore the roles of satisfaction over material rewards, perceived organizational politics and career ambition in…

Abstract

Purpose

Drawing on the social exchange perspective, the authors explore the roles of satisfaction over material rewards, perceived organizational politics and career ambition in the relationship between harmonious workplace climate and employee altruistic behavior in the context of British public sector.

Design/methodology/approach

The authors employed SPSS software to estimate ordinary least squares models to test their hypotheses by analyzing data from 161 supervisor–employee dyads from a UK local government.

Findings

Satisfaction over material rewards mediates the relationship between harmonious workplace climate and employee altruistic behavior. Both perceived organizational politics and career ambition moderate the mediated effect of harmonious workplace climate on employee altruistic behavior via satisfaction over material rewards.

Originality/value

This study advances the social exchange theory by showing that the norm of reciprocity (e.g. harmonious workplace climate in this study) may not be the only key driver of exchange for altruistic behavior among public sector workers. Still, it can be mediated by satisfaction with pay and promotion opportunities and may be conditional upon individuals' career ambition or their perceptions of organizational politics.

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Article
Publication date: 1 April 2019

Hong T.M. Bui, Jonathan Pinto and Abhishek Srivastava

The purpose of this paper is to explore the relationship between sexualization of the work environment and emotional exhaustion, and develop some key antecedents of…

Abstract

Purpose

The purpose of this paper is to explore the relationship between sexualization of the work environment and emotional exhaustion, and develop some key antecedents of sexualization of the work environment. It was conducted in an emerging society, India, which has a high rate of crime against women, particularly related to sexual harassment and sexual assault.

Design/methodology/approach

To test the hypotheses, structural equation modeling was performed. The hypotheses were tested with data from 1,098 white collar workers in India in three ways.

Findings

Contact with other gender and flexible work arrangements were positively associated with sexualization of the work environment; and sexualization of the work environment was positively associated with emotional exhaustion. In addition, sexualization of the work environment mediated the relationship between the two antecedent variables and emotional exhaustion.

Research limitations/implications

There is a possible bias arising from the use of cross-sectional data. However, a number of methods were implemented to minimize it, including survey design and data analysis.

Practical implications

The study offers some important suggestions for workplaces with a greater proportion of young male employees, particularly in a societal context like India.

Originality/value

The paper provides evidence of the negative impact of sexualization of the work environment, and thereby contributes to current understanding of the “dark side” of behavior at work that might have significant impact on society.

Details

International Journal of Manpower, vol. 40 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 16 August 2017

Hong T.M. Bui, Yolanda Zeng and Malcolm Higgs

The purpose of this paper is to explore the relationship between transformational leadership and employees’ work engagement based on fit theory. The paper reports an…

Abstract

Purpose

The purpose of this paper is to explore the relationship between transformational leadership and employees’ work engagement based on fit theory. The paper reports an investigation into the way in which employees’ perceptions of transformational leadership and person-job fit affect their work engagement.

Design/methodology/approach

To test the authors’ hypotheses, the authors performed structure equation modeling with maximum likelihood estimation on Mplus with bootstrapping proposed by Hayes (2009) with data from 691 full-time employees in China.

Findings

The results indicate that transformational leadership has as significant influence on employees’ work engagement as person-job fit in China. Moreover, employees’ perception of person-job fit is found to partially mediate the relationship between transformational leadership and employees’ work engagement.

Research limitations/implications

There is a possible bias arising from the use of cross-sectional data. However, certain methods were implemented to minimize it, including survey design and data analysis.

Practical implications

The paper proposes a number of practical implications for policy makers, HR managers and transformational leaders relating to issues associated with improving levels of employee engagement.

Originality/value

The study contributes to developing leadership and engagement theory by examining a previously unexplored mediator – person-job fit – in a neglected cultural setting. This study promises to open new research avenues in this area.

Details

Journal of Managerial Psychology, vol. 32 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

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Article
Publication date: 5 September 2016

Hong T.M. Bui, Gordon Liu and Sarah Footner

Based on regulatory focus theory and social exchange theory, the purpose of this paper is to explain how care service workers’ job attitudes, such as job satisfaction…

Abstract

Purpose

Based on regulatory focus theory and social exchange theory, the purpose of this paper is to explain how care service workers’ job attitudes, such as job satisfaction, organizational commitment and perceived organizational support, help form their promotion-focus or prevention-focus perceptions of firms’ HR practices.

Design/methodology/approach

A survey study of 709 residential care service workers was used to test the developed framework with structure equation modeling analysis.

Findings

The empirical results show that the adoption of HR practices in the British care service sector can simultaneously enhance workers’ job motivation and help to correct their work-life imbalance, which have different effects on workers’ job attitudes.

Research limitations/implications

Perceptions of HR practices can create both promotion- and prevention-focussed perceptions from the workers’ perspective. The mixed perceptions about HR practices trigger both perceptions of job motivation and perceptions of work-life imbalance that can then lead to different outcomes with regard to job attitudes.

Practical implications

This study helps practitioners apply HR practices suitably, to certain types of employees in order to drive positive, rather than negative impacts. It is important for managers in the care service industry to take into account the conditions that determine the impacts of HR practices on workers’ job attitudes when deciding to adopt HR practices.

Originality/value

This study contributes to the management literature by providing empirical evidence of the critical role played by job motivation and work-life imbalance in the perceptions of HR practices and job attitudes link.

Details

International Journal of Manpower, vol. 37 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 10 June 2019

Hong T.M. Bui, Vinh Sum Chau and Jacqueline Cox

The importance of foresight is discussed in relation to why traditional scenario planning methodology is problematic at achieving it. The “survivor syndrome” is borrowed…

Abstract

Purpose

The importance of foresight is discussed in relation to why traditional scenario planning methodology is problematic at achieving it. The “survivor syndrome” is borrowed from the human resources literature and presented as a metaphor for foresight to illustrate how better “scenarios” can be achieved by understanding the syndrome better. A practice perspective is given on the use of a seven-theme framework as a method of interviewing survivors. The paper aims to discuss this issue.

Design/methodology/approach

The paper draws from an empirical research that took place during the 2008 global financial crisis to illustrate the richness of the insights that would otherwise not be obtainable through scenario planning methods that do not involve “survivors.” In that research, semi-structured interviews were employed with key personnel at multiple levels of one private and one public organization that had undergone a redundancy process at the time of the crisis to explore its effect on the remaining workforce.

Findings

The “survivor syndrome” itself would be minimized if managers consider the feelings of survivors with more open communication. Survivors in private firms were found generally to experience anxiety, but are more likely to remain more motivated, than their counterparts in the public sector. These detailed insights create more accurate “scenarios” in scenario planning exercises.

Originality/value

Organizational performance can be better enhanced if the survivor syndrome can be better managed. In turn, scenario planning, as a form of organizational foresight, is better practiced through managing the survivor syndrome. Scenario planning methodology has proliferated well in the human resource management literature.

Details

International Journal of Productivity and Performance Management, vol. 68 no. 4
Type: Research Article
ISSN: 1741-0401

Keywords

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Article
Publication date: 7 April 2015

Davide Secchi, Hong T.M. Bui and Kathleen Gamroth

The purpose of this paper is to investigate recent healthcare reform in the USA, which allows insurance companies to proactively intervene in improving the long-term…

Abstract

Purpose

The purpose of this paper is to investigate recent healthcare reform in the USA, which allows insurance companies to proactively intervene in improving the long-term health of employees, by providing wellness programs as part of their benefits package.

Design/methodology/approach

The authors present and analyze data on how employees of a large US Midwest “media and education” company (n=154) perceive economic incentives toward well-being. Data are collected using survey methods and analyzed with a logistic regression.

Findings

This study suggests that fairness, accessibility, intention to switch to a healthier lifestyle and desire to see more health-related initiatives affect the way employees seek to participate in the new involuntary wellness programs. By contrast, satisfaction, participation, and income to not affect how these new programs are perceived.

Research limitations/implications

These findings suggest that human resource managers should pay attention to employees who are not active in existing wellness programs, and provide support during the transition toward the new involuntary programs, to avoid potential frustration, demotivation, disengagement and, ultimately, decreasing performance among employees.

Originality/value

The study is among the first to analyze involuntary wellness programs in the USA, and it provides a basis on which to expand further studies. This research contributes to support the idea that employee wellness is unlikely to be enforced by rule or policy.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 3 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Content available
Article
Publication date: 3 November 2020

Anders Örtenblad

Abstract

Details

The Learning Organization, vol. 27 no. 6
Type: Research Article
ISSN: 0969-6474

Content available
Article
Publication date: 20 November 2018

Anders Örtenblad

Abstract

Details

The Learning Organization, vol. 25 no. 6
Type: Research Article
ISSN: 0969-6474

Content available
Article
Publication date: 4 June 2018

Hien Tran

The purpose of this paper is to examine how and why disclosure of corporate social responsibility (CSR) information was influenced by independent directors in Japan and the USA.

Abstract

Purpose

The purpose of this paper is to examine how and why disclosure of corporate social responsibility (CSR) information was influenced by independent directors in Japan and the USA.

Design/methodology/approach

The author used a pooled cross-sectional data set of 498 Fortune Japanese and American firms between 2006 and 2011 and fixed effects estimation method. The author analysed the results by employing a comparative approach between the two national contexts.

Findings

This study found that independent directors in Japanese firms had a significant positive effect on CSR disclosure whilst no evidence was found in the US firms, although the proportion of independent directors on American boards traditionally and largely outnumbers that of the Japanese counterparts.

Originality/value

The study results offer an insight that independent directors could be evaluated in terms of effectiveness and efficiency in CSR disclosure. The findings support the stakeholder theory in Japanese globalised companies while challenging the theory in the US context, thereby calling for further research into the stakeholder engagement models, particularly in the USA.

Details

Journal of Asian Business and Economic Studies, vol. 25 no. 1
Type: Research Article
ISSN: 2515-964X

Keywords

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