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Article
Publication date: 25 May 2018

Huong Le, Zhou Jiang, Yuka Fujimoto and Ingrid Nielsen

The purpose of this paper is to examine the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective well-being relationship.

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Abstract

Purpose

The purpose of this paper is to examine the mediating roles of procedural justice and distributive justice in the organizational inclusion-affective well-being relationship.

Design/methodology/approach

Data were collected from 253 Australian employees using an online survey. The study used confirmatory factor analysis and structural equation modeling to analyze the data.

Findings

Organizational inclusion was positively related to both distributive justice and procedural justice. The relationship between organizational inclusion and affective well-being was mediated by both distributive justice and procedural justice.

Research limitations/implications

The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, thus mitigating the limitation of the design. Data were collected from a single organization, thus limiting generalizability.

Practical implications

Implementation of inclusion training activities at organizational, group, and individual levels is important to enhance perceptions of organizational inclusion and subsequently improve employee affective well-being.

Originality/value

Based on the group engagement model and group-value model of justice, this paper adds to the literature by demonstrating two mediating mechanisms driving the organizational inclusion-affective well-being relationship.

Details

Personnel Review, vol. 47 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 16 July 2019

Zhou Jiang, Yiqi Jiang and Ingrid Nielsen

Workplace thriving is a psychological state that promotes employee health and development. In addition to presenting a useful instrument that captures the nature of a thriving…

Abstract

Purpose

Workplace thriving is a psychological state that promotes employee health and development. In addition to presenting a useful instrument that captures the nature of a thriving work life in China, the purpose of this paper is to investigate important factors that influence one’s thriving status within this national context.

Design/methodology/approach

Using diverse approaches across different samples, Study 1 contextualized the content of a workplace thriving scale (WTS) to fit the Chinese context. Study 2 tested the effects of learning goal orientation, exploration at work and role ambiguity on workplace thriving, employing a mediation model. As a supplement, Study 3 examined the test–retest reliability of workplace thriving.

Findings

Study 1 confirmed that in the Chinese setting, workplace thriving is a higher order construct represented by both a sense of learning and a sense of vitality. Study 2 found that learning goal orientation and exploration at work fostered thriving, while role ambiguity reduced thriving. Also, exploration mediated the relationship between learning goal orientation and thriving. Study 3 verified that the WTS was reliable over time in the Chinese setting, further increasing the reliability of results from Studies 1 and 2.

Originality/value

By rigorously and formally contextualizing the concept/construct of workplace thriving in China, this paper is informative for future research on thriving at work in Eastern cultures.

Details

International Journal of Manpower, vol. 40 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 9 January 2019

Zhiming Cheng, Ingrid Nielsen and Henry Cutler

The purpose of this paper is to examine the relationship between aged care employees’ perceived job quality and intention to stay in current aged care facilities, mediated by…

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Abstract

Purpose

The purpose of this paper is to examine the relationship between aged care employees’ perceived job quality and intention to stay in current aged care facilities, mediated by work-life interference.

Design/methodology/approach

This paper uses the nationally representative employee–employer matched data from the 2012 National Aged Care Workforce Census and Survey in Australia. It applies the theoretical lens of the Job Characteristics Model and a mediation analytical model that controls for a rich set of employee, employer and regional characteristics.

Findings

This paper finds that higher perceived job quality positively correlates with greater intention to stay and that work-life interference mediates the relationship between perceived job quality and intention to stay.

Research limitations/implications

This paper cannot make inference about causal relationship. Future studies on the aged care workforce should collect longitudinal data so that time-invariant unobservables can be eliminated in econometric modelling.

Practical implications

Efforts by the aged care sector to design quality jobs are likely to have significant positive correlation with the intention to stay, not only because employees are less likely to leave higher quality jobs per se, but also because higher quality jobs interfere less in the family lives of aged care workers, which itself is associated with greater intention to stay.

Originality/value

The results add to a small literature that has investigated how work-family variables can mediate between interventions that organisations put in place to improve work-life balance, and employee outcomes.

Details

International Journal of Manpower, vol. 40 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 12 August 2022

Huong Le, Joohan Lee, Ingrid Nielsen and Thi Lan Anh Nguyen

This paper examines the factors that influence the work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship.

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Abstract

Purpose

This paper examines the factors that influence the work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship.

Design/methodology/approach

The authors used a sample of 231 employees working in the manufacturing industry in Vietnam to test the conceptual model.

Findings

Drawing upon the job demands-resources (JD-R) model and job embeddedness theory, the authors found that employees' psychological capital and family support influenced turnover intentions through enhancing their job satisfaction. The authors also found that the influence of job demands on turnover intentions was altered when employees had higher levels of family support.

Originality/value

This study provides important insights for human resource managers regarding what may influence employees' job satisfaction and turnover intentions. The findings advance turnover literature by highlighting the important roles of both internal resources (psychological capital) and external resources (family support) in influencing employee turnover intentions in Vietnam.

Details

Personnel Review, vol. 52 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 11 September 2009

Russell Smyth, Ingrid Nielsen and Xiaolei Qian

The purpose of this paper is to examine the factors predicting which employees receive employer‐funded commercial pension insurance contributions in Shanghai's zhenbao (town…

Abstract

Purpose

The purpose of this paper is to examine the factors predicting which employees receive employer‐funded commercial pension insurance contributions in Shanghai's zhenbao (town insurance) program, introduced by the Shanghai Government in 2003.

Design/methodology/approach

A series of hypotheses are developed to examine whether employees with characteristics that make them more influential constituencies will be more likely to receive voluntary commercial pension insurance contributions. The hypotheses are tested through application of a ReLogit model to data on 103,095 employees enrolled in the town insurance scheme in one district as at the end of 2004.

Findings

The study finds that only a small proportion of individuals in the sample receive commercial pension insurance. The most important determinant of whether an employee received commercial pension insurance is his or her level of education.

Research limitations/implications

The study provides support for the societal corporatist perspective that employers who place a premium on human capital and invest significant resources in the skills of their workers will favor social policies that target benefits to a selected group of workers to reward their performance and foster commitment. A limitation of the research is that it is based on data collected soon after the town insurance scheme was introduced. The low level of employee coverage may improve once employers become more familiar with the operation of the scheme.

Practical implications

Employers should consider social insurance as a labor market strategy to retain staff and enhance the human resource base of the firm.

Originality/value

Little attention has been given to the role of employer‐funded social insurance within the ambit of labor market strategies designed to enhance the human resource base of the organisation. This is the first study to use micro level data to examine the determinants of voluntary employer contributions to social insurance.

Details

International Journal of Manpower, vol. 30 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

Open Access
Article
Publication date: 17 May 2023

Pernilla Gluch, Ingrid Svensson and Jan Bröchner

This study aims to investigate practitioners’ perceptions of strategic work in municipal facilities management: how public facilities management is changing, what is included in…

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Abstract

Purpose

This study aims to investigate practitioners’ perceptions of strategic work in municipal facilities management: how public facilities management is changing, what is included in strategic public facilities management and who leads the strategic work.

Design/methodology/approach

A literature review begins with mainstream studies of strategy management, ultimately concentrating on municipal facilities management. Findings are based on a 2020/2021 questionnaire targeting 356 practitioners in municipal facilities management across Sweden (50% response rate). The statistical treatment includes factor analysis.

Findings

Most respondents indicated changed ways of managing facilities in the past five years; most reported that they were in an organization with an explicit goal of working more strategically. Respondents associated strategic facilities management with governance, facilities, sustainability, technology change and communication. Frequently, it was the management team of the facilities management department that led strategic work.

Research limitations/implications

Research into municipal facilities management is dominated by studies in Northern Europe, and more studies from other regions are needed. How strategies and work roles evolve in parallel appears to be a fruitful direction of further research.

Practical implications

Facilities managers need stronger competences and more resources to engage in strategic facilities management. Findings indicate a need to integrate sustainability aspects better into long-term strategic work.

Social implications

More strategic municipal facilities management is of obvious social value.

Originality/value

This is the first study of practitioner perceptions of work on strategic facilities management in municipalities.

Open Access
Article
Publication date: 21 May 2021

Ingrid Svensson and Martin Löwstedt

The purpose of this paper is to explore how a multitude of demands and challenges faced by public facilities management organizations’ (PFMOs) particularly in relation to a large…

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Abstract

Purpose

The purpose of this paper is to explore how a multitude of demands and challenges faced by public facilities management organizations’ (PFMOs) particularly in relation to a large building stock in need of measures’ are acted upon and negotiated in practice. Specifically this study asks: What are the institutional logics (IL) that constitute the organizational context of PFMOs? How does an institutional worker navigate to create change in PFMOs?

Design/methodology/approach

Data were collected through a case study of a public facility management organization and include interviews, a questionnaire, observations and organizational documents. The analytical focus is the work of a single actor, a project manager portrayed as “the navigator” and his institutional work (IW) of developing and implementing new organizational practices, to meet current challenges and develop a more “strategic” facility management.

Findings

The complex institutional landscape faced by officials in PFMOs enforce officials responsible for implementing and developing new practices to become navigators.

Originality/value

The findings offer a rich practice-based account of the day-to-day IW carried out by actors that try to navigate complex institutional landscapes, consisting of multiple and, at times, conflicting IL. Current challenges for PFMOs are to be portrayed as multi-dimensional and the actual work to transform organizational practices in this context is highly complex, unordered and messy. The findings point towards a need for new competences and roles to tackle current challenges; geared towards integrating different logics and perspectives.

Details

Facilities , vol. 39 no. 11/12
Type: Research Article
ISSN: 0263-2772

Keywords

Article
Publication date: 8 August 2018

Allan Discua Cruz and Ingrid Fromm

The purpose of this paper is to examine the emergence of a social enterprise by highly skilled members of a diaspora. While most literature has focused on government intervention…

Abstract

Purpose

The purpose of this paper is to examine the emergence of a social enterprise by highly skilled members of a diaspora. While most literature has focused on government intervention for diaspora engagement and monetary remittance flows from migrants, less attention has been paid to the transfer of social remittances and social enterprises created by diasporas. Based on the concept of social remittances, social network theory and motivation perspectives, this study unpacks the emergence of a social enterprise by highly skilled migrants of a developing country.

Design/methodology/approach

This study examines social enterprise emergence through an autoethnographic approach to describe and systematically analyze personal experience. This approach allows to understand cultural experience around the emergence of a social enterprise created by diverse members of a diaspora.

Findings

Findings reveal that diaspora knowledge networks (DKNs) can emerge through the activation of a highly skilled diaspora network structure. Core diaspora members can activate a latent network of highly skilled migrants that wish to fulfill intrinsic motivations. Findings support the extend current understandings of social remittances by highly skilled migrants, who emerge as a transnational community that desires to stay connected to their country-of-origin and can support the emergence of a transnational network structure for development. The findings reveal that place attachment, sense of duty and well-being are key factors for highly skilled migrants to engage in DKNs.

Originality/value

The paper contributes to literature on networks and migrant-based organizational emergence by examining how and why highly skilled migrants from a developing country engage in the emergence of a DKN. Findings challenge previous views of government intervention and provides evidence on how the transmission of collective social remittances can flow trans-nationally, making highly skilled migrants effective agents of knowledge circulation and DKNs a vehicle for transmission. More specifically, the study provides evidence of the relevance of transnational features in the context of diaspora networks that lead to organizational emergence. It underscores the influence of interrelated motivations in diaspora engagement studies.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 25 no. 5
Type: Research Article
ISSN: 1355-2554

Keywords

Article
Publication date: 1 December 2000

Jette Schramm‐Nielsen

Addresses the cultural dimension of uncertainty avoidance (UA), of US and German staffing decisions – but uses a different viewpoint. Discusses and challenges the hitherto…

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Abstract

Addresses the cultural dimension of uncertainty avoidance (UA), of US and German staffing decisions – but uses a different viewpoint. Discusses and challenges the hitherto accepted meaning of individual positions of countries UA, using Höfstede’s guide. Adumbrates the concept of UA at the two levels of society and organization, linking the two levels. Concludes that low Höfstede UA index does not necessarily mean no or little need for certainty even in France and Denmark.

Details

Cross Cultural Management: An International Journal, vol. 7 no. 4
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 5 January 2015

Kristian Ellingsen, Kristine Grimsrud, Hanne Marie Nielsen, Cecilie Mejdell, Ingrid Olesen, Pirjo Honkanen, Ståle Navrud, Christian Gamborg and Peter Sandøe

The purpose of this paper is threefold: first, to assess how concerned Norwegians are about fish welfare; second, to investigate Norwegians’ willingness to pay for salmon filet…

1005

Abstract

Purpose

The purpose of this paper is threefold: first, to assess how concerned Norwegians are about fish welfare; second, to investigate Norwegians’ willingness to pay for salmon filet made from welfare-assured farmed fish with high levels of welfare; and third, to examine Norwegian opinions about the appropriate way to pay for better welfare standards in fish production.

Design/methodology/approach

On the basis of two focus group sessions, a survey questionnaire was developed and distributed to a representative sample of 2,147 Norwegian households via e-mail.

Findings

Results showed that the Norwegian public is concerned about fish welfare and is willing to pay a price premium for products made from welfare-assured fish. Norwegian consumers do not, however, want to be the only ones paying for fish welfare, as the main responsibility for fish welfare lies with producers and the Government.

Research limitations/implications

In this study willingness to pay is measured using a hypothetical choice experiment. Values people express as citizens, however, may not accurately predict true consumer behaviour. This is generally referred to as “citizen-consumer duality” and may have affected the results.

Practical implications

The study shows that there is a national market for welfare-assured fish products, but education initiatives focusing on fish farming and fish welfare issues would further influence the attitudes and purchasing habits of Norwegian consumers.

Originality/value

Although concern about animal welfare is growing in the western world, very little attention has been given to the welfare of fish. This paper aims to make up for this by presenting a study of how Norwegians view the welfare of farmed salmon.

Details

British Food Journal, vol. 117 no. 1
Type: Research Article
ISSN: 0007-070X

Keywords

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