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Although there is growing research on the relationship between servant leadership and job performance, limited research examined conditions under which servant leadership is more…
Abstract
Purpose
Although there is growing research on the relationship between servant leadership and job performance, limited research examined conditions under which servant leadership is more effective. The purpose of this paper is to investigate whether employee-oriented human resource policy is shaping the relation between servant leadership and job performance.
Design/methodology/approach
Empirical research was carried out among 263 organizations operating in Poland. To verify formulated hypotheses, statistical reasoning with moderator was made using model 1 of SPSS Macro Process.
Findings
The present study has proved that employee-oriented human resource policy may act as a moderator between servant leadership and job performance strengthening this relation. Integrating human resource policy with leadership is important to reach a better understanding of how human resource and leadership can influence employee performance.
Originality/value
The current study provides a practical implication for organizations to train managers with leadership skills to improve the job performance of their employees.
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Dandan Qiu, Lei Luo, Zhiqi Zhao, Songtao Wang, Zhongqi Wang and Bengt Ake Sunden
The purpose of this study is to investigate the effects of film holes’ arrangements and jet Reynolds number on flow structure and heat transfer characteristics of jet impingement…
Abstract
Purpose
The purpose of this study is to investigate the effects of film holes’ arrangements and jet Reynolds number on flow structure and heat transfer characteristics of jet impingement conjugated with film cooling in a semicylinder double wall channel.
Design/methodology/approach
Numerical simulations are used in this research. Streamlines on different sections, skin-friction lines, velocity, wall shear stress and turbulent kinetic energy contours near the concave target wall and vortices in the double channel are presented. Local Nusselt number contours and surface averaged Nusselt numbers are also obtained. Topology analysis is applied to further understand the fluid flow and is used in analyzing the heat transfer characteristics.
Findings
It is found that the arrangement of side films positioned far from the center jets helps to enhance the flow disturbance and heat transfer behind the film holes. The heat transfer uniformity for the case of 55° films arrangement angle is most improved and the thermal performance is the highest in this study.
Originality/value
The film holes’ arrangements effects on fluid flow and heat transfer in an impingement cooled concave channel are conducted. The flow structures in the channel and flow characteristics near target by topology pictures are first obtained for the confined film cooled impingement cases. The heat transfer distributions are analyzed with the flow characteristics. The highest heat transfer uniformity and thermal performance situation is obtained in present work.
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Attia Aman-Ullah, Azelin Aziz, Hadziroh Ibrahim, Waqas Mehmood and Attiqa Aman-Ullah
This research aimed to study the impact of compensation on employee retention and turnover intentions among healthcare employees. The study also tested the mediation role of job…
Abstract
Purpose
This research aimed to study the impact of compensation on employee retention and turnover intentions among healthcare employees. The study also tested the mediation role of job satisfaction in the relationship.
Design/methodology/approach
In the present study, self-administrated questionnaires were distributed among 600 doctors working in public hospitals of Pakistan, following stratified sampling. The data analysis was conducted through SPSS and smart-PLS.
Findings
Results of the present study supported all the hypotheses (H1–H7), such as the significant relationship of compensation with employee retention and turnover intentions. Results further confirmed the mediation effect of job satisfaction between compensation and employee retention as well as compensation and turnover intentions.
Practical implications
This study is useful for policymakers and organizational managers since the study provides guidelines on employee retention and high turnover intentions and how these factors are influenced by improved compensation.
Originality/value
This study sheds light on the relationship of compensation together with employee retention and turnover intentions through the mediating role of job satisfaction in healthcare context, which was overlooked in the existing literature.
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Deybbi Cuéllar-Molina, Antonia Mercedes García-Cabrera and Ma de la Cruz Déniz-Déniz
The purpose of this paper is to examine the influence of the emotional intelligence (EI) of the person in charge of making human resource management (HRM) decisions on the…
Abstract
Purpose
The purpose of this paper is to examine the influence of the emotional intelligence (EI) of the person in charge of making human resource management (HRM) decisions on the adoption of high-performance human resource (HR) practices in small- and medium-sized enterprises (SMEs).
Design/methodology/approach
This study takes evidences from 157 HR decision makers in SMEs who autonomously make the decisions in the HR area and were responsible for the HR practices in their firm. The authors used multiple linear regression analysis to test the hypotheses.
Findings
Results show that both the EI and the different EI competencies of which it is comprised affect the adoption of various HR practices. Thus, the main theoretical contribution of this work stems from the incorporation of a psychological variable (EI) as an antecedent of HRM. Managers of the SME will find guidance about which emotional competencies are the most important for them to be more successful in their roles and for improving HRM.
Research limitations/implications
First, the sample of firms the authors studied is limited to a specific geographic area in one country – Spain (Canary Islands) – that will necessarily limit generalisation of the results obtained to other populations of SMEs. Researchers should replicate the current model in other geographic areas. Second, and with regard the methodology, researchers could explore other tools to measure EI and emotional competencies. It would be interesting to measure this construct using qualitative analytical techniques, with 360 – or 180 – degree tools. Finally, the current study is cross-sectional in nature, which limits our ability to draw causal inferences from the data. This cross-sectional design prevents us, for example, from analysing EI’s influence on the continued development of high-performance HR practices over time. Future research using longitudinal methodologies to study these variables could provide additional advances in this area. This work makes important contributions to both the literature and the business world. With regard to the theoretical implications, results confirm that EI as a whole, as well as in terms of its specific emotional competencies, affects the decision making related to the adoption of high-performance HR practices, which is known to contribute to the organisational performance.
Practical implications
With regard its practical implications, SMEs’ owners-managers and HR practitioners may find our results and conclusions interesting. Indeed, recommendations in business management have often been accompanied by new approaches in HRM (Kent, 2005), as this study proposes. In particular, managers will find evidence of how a decision-maker’s higher EI propitiates the adoption of high-performance HR practices, thus being able to improve HRM in their SMEs. Moreover, managers will obtain guidance on which emotional competencies are the most important for adopting each HR practice, and so find greater success in their HRM roles. SMEs could organise programmes to develop the HR decision-maker’s emotional competencies, as large firms do for their executives.
Originality/value
Thus, the main theoretical contribution of this work stems from the incorporation of a psychological variable (EI) as an antecedent of HRM. Managers of the SME will find guidance about which emotional competencies are the most important for them to be more successful in their roles and for improving HRM.
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Malam Salihu Sabiu, Kabiru Jinjiri Ringim, Tang Swee Mei and Mohd Hasanur Raihan Joarder
The purpose of this paper is to investigate the influence of human resource management (HRM) practices, (recruitment and selection) and organizational performance (OP) through…
Abstract
Purpose
The purpose of this paper is to investigate the influence of human resource management (HRM) practices, (recruitment and selection) and organizational performance (OP) through mediation role of ethical climates (ECs) in Nigerian educational agencies.
Design/methodology/approach
Quantitative data were collected from 181 educational agencies represented by director of administration; SmartPLS-SEM was used in testing the relationship, as well as testing the mediating effect of ECs.
Findings
The results revealed strong support for the mediating role of ECs on the relationship between HRM practice (recruitment and selection) and OP.
Research limitations/implications
Policy makers and executives in educational agencies need to consider making appropriate decision in terms of effectively adopt and implement performance-based HRM practices that can encourage and create ethical behavior of employees’ and within organization. Through the adoption and utilization of these practices, educational agencies can enhance OP.
Practical implications
This study contributes to the understanding of the relationship between HRM and OP by clarifying a pathway between these variables. This study also generalizes consistent findings on the HRM practices and OP relationship to a different discipline and context, i.e. educational agencies.
Originality/value
This study adds to the domain of resource-based view by incorporating EC as a mediator between HRM practices and OP.
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Iryna Prus, Raoul C.D. Nacamulli and Alessandra Lazazzara
The purpose of this paper is to consolidate the state of extant academic research on workplace innovation (WI) by proposing a comprehensive conceptual framework and outlining…
Abstract
Purpose
The purpose of this paper is to consolidate the state of extant academic research on workplace innovation (WI) by proposing a comprehensive conceptual framework and outlining research traditions on the phenomenon.
Design/methodology/approach
This paper systematically reviewed the literature published over the past 20 years, basing on a predefined research protocol. The dimensions of WI were explored with the help of thematic synthesis, while the research perspectives were studied by means of textual narrative synthesis.
Findings
The analysis suggests that there exist four research traditions on WI – built container, humanized landscape, socio-material macro-actor, and polyadic network – and each of them comprises its own set of assumptions, foci of study, and ontological bases. The findings suggest that WI is a heterogeneous process of renovation occurring in eight different dimensions, namely work system, workplace democracy, high-tech application, workplace boundaries, workspaces, people practices, workplace experience, and workplace culture. The analysis showed that over years the meaning of innovation within these dimensions changed, therefore it is argued that research should account for the variability of these categories.
Practical implications
The paper includes implications for developing and implementing WI programs. Moreover, it discusses the role of HR in the WI process.
Originality/value
This paper for the first time systematically reviews literature on the topic of WI, clarifies the concept and discusses directions and implications for the future research.
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