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Article
Publication date: 1 August 2016

Julian Seymour Gould-Williams

The purpose of this paper is to explain how approaches to human resource management may contribute to the development of public service motivation (PSM). Three different…

2660

Abstract

Purpose

The purpose of this paper is to explain how approaches to human resource management may contribute to the development of public service motivation (PSM). Three different approaches to managing people are outlined, namely, the “high performance”, “high commitment” and “high involvement”. Relevant theories are then used to predict the outcomes and relevance of the different approaches when promoting PSM in public sector organisations.

Design/methodology/approach

This is a theoretical paper.

Findings

This paper provides the first theoretical explanations for the relationships between human resource (HR) practices and PSM in public sector organisations.

Originality/value

This paper explains how the same HR practices may have different employee outcomes depending on managers’ motivations for implementing them.

Details

International Journal of Manpower, vol. 37 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

Content available
455

Abstract

Details

International Journal of Manpower, vol. 19 no. 3
Type: Research Article
ISSN: 0143-7720

Article
Publication date: 1 September 2005

Rachel Ashworth, Tom Entwistle, Julian Gould‐Williams and Michael Marinetto

This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School,Cardiff University, 6‐7th September 2005

1637

Abstract

This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School, Cardiff University, 6‐7th September 2005

Details

Management Research News, vol. 28 no. 9
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 16 October 2020

Abdulrahman Alshaikhmubarak, Nuno Da Camara and Yehuda Baruch

This paper explores the impact of high-performance human resource practices (HPHRPs) on the research performance and career success of academics.

Abstract

Purpose

This paper explores the impact of high-performance human resource practices (HPHRPs) on the research performance and career success of academics.

Design/methodology/approach

Survey data was collected from 586 faculty members in the five largest public universities in Saudi Arabia.

Findings

The findings suggest that the HPHRPs of internal mobility and recognition had a strong impact on faculty members' career success and that these relationships were mediated by research performance. In addition, the study also found that the HPHRPs of training and recognition positively influenced research performance, while, surprisingly, the HPHRPs of participation in decision-making were found to have a negative effect on faculty members' research performance.

Originality/value

This study is original in combining research in human resource management (HRM) and career studies to develop a model that explains academic research performance and career success from the lens of HR practices. The results also provide leaders in Saudi Arabia's public higher education sector with empirical data on the impact of HPHRPs on academic research performance and career success.

Details

Career Development International, vol. 25 no. 6
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 1 August 2016

Fabian Homberg and Rick Vogel

The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse…

3026

Abstract

Purpose

The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse and review how the literatures on HRM and PSM relate to each other.

Design/methodology/approach

The paper combines two complementary studies: a bibliometric analysis of the interrelationships between the two literatures and a meta-analysis of the impact of HR practices on PSM.

Findings

Although HRM is among the core subject categories to which the literature on PSM refers, the pre-eminence of HR topics self-reported by PSM researchers indicates large room for further transfer. Intrinsic HR practices show positive and significant effects on PSM, while no such association was found for extrinsic HR practices.

Originality/value

The editorial is a complement to a recent bibliometric review of PSM research, focusing more particularly on the interrelationships with HRM and applying hitherto unused techniques. It is also the first meta-analysis of the association between HR practices and PSM.

Details

International Journal of Manpower, vol. 37 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 1 December 2003

Chih‐Wen Huang and Ai‐Ping Tai

With increasing competition in the global marketplace, a prime and basic question for many enterprises is how to construct a global strategy for existing product mixes…

3071

Abstract

With increasing competition in the global marketplace, a prime and basic question for many enterprises is how to construct a global strategy for existing product mixes through standardization or localization, so as to achieve success in regional or local markets. The purpose of this paper is to investigate customer value perceptions of products, to view what variables are important to consumers, and lastly to make comparisons via a cross‐cultural study. Using the same survey method to collect data from Taipei (Taiwan), Seoul (South Korea), Shanghai (China), and Tokyo (Japan), perceived customer values of products were collected together in a List of customer values. The results yielded a wide array of both crosscultural differences and similarities in East Asia.

Details

Cross Cultural Management: An International Journal, vol. 10 no. 4
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 1 August 2002

Pawan Budhwar, Andy Crane, Annette Davies, Rick Delbridge, Tim Edwards, Mahmoud Ezzamel, Lloyd Harris, Emmanuel Ogbonna and Robyn Thomas

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their…

45100

Abstract

Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

Details

Management Research News, vol. 25 no. 8/9/10
Type: Research Article
ISSN: 0140-9174

Keywords

Content available
Article
Publication date: 1 February 2016

5

Abstract

Details

Personnel Review, vol. 45 no. 1
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 29 September 2021

Changyu Wang, Tianyu Yuan and Jiaojiao Feng

The purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee…

Abstract

Purpose

The purpose of this study is to answer whether and how supervisor–subordinate instrumental or expressive ties based on enterprise social media (ESM) might enhance employee performance.

Design/methodology/approach

Drawing on social exchange theory, this study developed a theoretical model to explore the influencing mechanism of different supervisor–subordinate ties based on ESM on employee job performance. The model was empirically tested through 219 ESM users.

Findings

The results revealed that supervisor–subordinate instrumental ties based on ESM play a positive role in employee job performance, while supervisor–subordinate expressive ties based on ESM are not significantly related to employee job performance. Supervisor–subordinate instrumental ties and expressive ties based on ESM can positively influence employee job performance through the mediating effect of organizational trust. Besides, perceived performance climate can weaken the relation of organizational trust to job performance, and then weaken the indirect relations via the mediating of organizational trust.

Originality/value

Our findings advance the understanding of ESM use through various underlying mechanisms and have the potential of guiding organizations to fine-tune their social media usage strategies.

Details

Journal of Enterprise Information Management, vol. 35 no. 3
Type: Research Article
ISSN: 1741-0398

Keywords

Abstract

Details

Beyond Small Numbers
Type: Book
ISBN: 978-0-76230-562-9

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