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Book part
Publication date: 12 September 2022

Li Ding

This chapter aims to (1) examine the effect of full-time employees’ STARA awareness on innovative work behavioural intentions in US casual dining restaurants; (2) investigate the…

Abstract

This chapter aims to (1) examine the effect of full-time employees’ STARA awareness on innovative work behavioural intentions in US casual dining restaurants; (2) investigate the mediating roles of employees’ challenge–hindrance appraisals of STARA awareness on the relationship between their STARA awareness and innovative work behavioural intentions; (3) compare the group differences between management employees and non-management employees; and (4) provide recommendations for the casual dining restaurants.

This chapter employed an online survey to collect data from 609 full-time employees in US casual dining restaurants, including 306 management employees and 303 non-management employees. Partial least squares–structural equation modelling was applied for data analysis. The results reveal that the high levels of employees’ STARA awareness raise innovative work behavioural intentions through the mediations of challenge appraisal of STARA awareness.

The proposed conceptual framework and empirical findings in this chapter enrich the literature of cognitive appraisal theory, transactional model and stress, two-dimensional stressor framework, and person-environment fit theory. Employees’ challenge appraisal of STARA awareness makes the job insecurity stressor to drive innovative work behavioural intentions. As STARA adoption deepens in casual dining restaurants, managers need to be aware of full-time employees’ stress and psychological responses towards STARA adoption. Restaurants are suggested to provide employees with adequate resources and support to help employees’ professional competency growth. The capable employees will appraise the job insecurity stressor induced by STARA adoption as an opportunity and be motivated to perform innovatively in the workplace. The casual dining restaurants may enjoy a competitive advantage in the market through value-added innovative activities.

Details

Global Strategic Management in the Service Industry: A Perspective of the New Era
Type: Book
ISBN: 978-1-80117-081-9

Keywords

Book part
Publication date: 9 August 2017

Milou Habraken and Tanya Bondarouk

This chapter aims to encourage and guide smart industry HRM-related research by addressing upcoming challenges developed using a job design lens.

Abstract

Purpose

This chapter aims to encourage and guide smart industry HRM-related research by addressing upcoming challenges developed using a job design lens.

Methodology/approach

The challenges are constructed based on a developed overview of the existing body of work related to job design and a description of smart industry.

Research implications

The challenges are meant as an indication of the issues that arise within job design due to smart industry and, in so doing, suggest directions for future research in this specific field. Additionally, through laying out challenges for this particular example, the chapter encourages scholars to consider the possible impact of smart industry within other HRM areas.

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

Keywords

Book part
Publication date: 23 September 2013

Cristina Rubino, Christa L. Wilkin and Ari Malka

Recent years have seen an explosion in the study of emotions in organizations, and although emotions play a central role in the job stress process, their role is largely neglected…

Abstract

Recent years have seen an explosion in the study of emotions in organizations, and although emotions play a central role in the job stress process, their role is largely neglected in empirical stressor–strain studies. Our chapter aims to build consensus in the literature by showing that discrete emotions provide a mechanism through which stressors exert their impact on well-being. By examining a larger domain of stressors, emotions, and well-being, we begin to develop and expand upon the nomological network of emotions. In an effort to build on the job demands–resources (JD-R) model, which includes both job demands (i.e., negative stimuli such as time pressure) and resources (i.e., positive stimuli such as autonomy), we include both negative and positive discrete emotions with the expectation that negative emotions will generally be linked to demands and positive emotions will be linked to resources. We also propose that there may be circumstances where demands trigger negative discrete emotions and lead to greater experienced strain, and conversely, where resources arouse positive discrete emotions, which would positively affect well-being. The model in our chapter sheds light on how discrete emotions have different antecedents (i.e., job demands and resources) and outcomes (e.g., satisfaction, burnout, performance), and as such, respond to calls for research on this topic. Our findings will be of particular interest to organizations where employees can be trained to manage their emotions to reduce the strain associated with job stressors.

Details

The Role of Emotion and Emotion Regulation in Job Stress and Well Being
Type: Book
ISBN: 978-1-78190-586-9

Keywords

Book part
Publication date: 18 September 2006

Lori Anderson Snyder, Deborah E. Rupp and George C. Thornton

The impetus for this paper was the recognition, based on recent surveys and our own experiences, that organizations face special challenges when designing and validating selection…

Abstract

The impetus for this paper was the recognition, based on recent surveys and our own experiences, that organizations face special challenges when designing and validating selection procedures for information technology (IT) workers. The history of the IT industry, the nature of IT work, and characteristics of IT workers converge to make the selection of IT workers uniquely challenging. In this paper, we identify these challenges and suggest means of addressing them. We show the advantages offered by the modern view of validation that endorses a wide spectrum of probative information relevant to establishing the job relatedness and business necessity of IT selection procedures. Finally, we identify the implications of these issues for industrial/organizational psychologists, human resource managers, and managers of IT workers.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-84950-426-3

Book part
Publication date: 29 January 2021

Christian Lyhne Ibsen

Social democratic unionism has arguably been one of the most successful worker organisations in modern history. Through collective bargaining and political influence, this type of…

Abstract

Social democratic unionism has arguably been one of the most successful worker organisations in modern history. Through collective bargaining and political influence, this type of unionism has been effective in redistributing the gains from capitalist markets. This paper reviews the challenges, pathways and dilemmas social democratic unions face in the knowledge economy. Similar to industrialisation, the knowledge economy has the potential to fundamentally change the social fabric that trade unions derive their power resources from. There are three major and interrelated challenges: (1) technological change and the knowledge economy, (2) new socio-political coalitions and (3) keeping employers in. Focussing on Denmark and Sweden, it is argued that these three challenges strike the core of social democratic unionism, as they can undermine the ability to encompass the whole labour market because of polarisation or upgrading of jobs. The paper goes on to outline three possible pathways: ‘going radical’, ‘going academic’ and ‘going old-school’. ‘Going radical’ entails a sharper focus on fighting precarious work with other regulatory means other than collective bargaining. ‘Going academic’ entails a focus on education and lifting all occupational groups. ‘Going old-school’ entails adapting the principle of collective bargaining to new types of companies and occupations while sticking to the regulatory means as before. It is argued that none of the strategies is a silver bullet to the challenges, but that a key to the success of any of the strategies is that minimum wage levels are defended, as this will fuel investment in education for lower-paid work.

Details

Social Democracy in the 21st Century
Type: Book
ISBN: 978-1-83909-953-3

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Job Crafting
Type: Book
ISBN: 978-1-83867-222-5

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The Emerald Review of Industrial and Organizational Psychology
Type: Book
ISBN: 978-1-78743-786-9

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Job Crafting
Type: Book
ISBN: 978-1-83867-222-5

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Silicon Valley North
Type: Book
ISBN: 978-0-08044-457-4

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Details

Job Crafting
Type: Book
ISBN: 978-1-83867-222-5

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