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1 – 10 of 885Jatinder Kumar Jha, Jatin Pandey and Biju Varkkey
This paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital…
Abstract
Purpose
This paper aims to examine the relationship between perceived investments in employees’ development (PIED) on work engagement and the moderating effects of psychological capital on this relationship for liquid knowledge workers, employed in the Indian cutting and polishing of diamond industry (CPD).
Design/methodology/approach
A questionnaire composed of established scales was administered to 134 liquid knowledge workers. Having established convergent and discriminant validity using structural equation modelling, the model was further analysed using the Process macro to check for direct and moderating effects.
Findings
The research findings suggest that the perceived investment in employee development and psychological contract enhancement (relational and transactional) made by CPD units for liquid knowledge workers positively influenced their work engagement level. The study also finds that relational contract (not transactional contract) positively moderates the relationship between perceived investment in employee development and work engagement.
Research limitations/implications
This is a cross-sectional single source study; future studies could look at longitudinal and multisource perspective.
Practical implications
The study presents a “star matrix of engagement” that guides the application of the two strategies of perceived employee development and psychological contract enhancement for liquid knowledge workers. This has implications for design and implementation of human resource management practices and policies for employee management.
Originality/value
The study makes significant contributions to existing literature on antecedents of work engagement of liquid knowledge workers by examining the direct and moderating influences.
Details
Keywords
- Quantitative
- Employee management
- Indian cutting and polishing of diamond (CPD) industry
- Liquid knowledge workers
- Liquid workforce
- Perceived investment in employee development (PIED)
- Relational psychological contact
- Transactional psychological contract
- Work engagement
- Highly skilled work force
- Training
Musarrat Shaheen, Farrah Zeba, Vaibhav Sekhar and Raveesh Krishnankutty
This paper aims to examine the influence of the work–family interface on both work engagement and the psychological capital (PsyCap) of the liquid workforce. Also, drawing from…
Abstract
Purpose
This paper aims to examine the influence of the work–family interface on both work engagement and the psychological capital (PsyCap) of the liquid workforce. Also, drawing from the literature on consumer behaviour, the second objective of this paper is to investigate the impact of work engagement and PsyCap on customer advocacy.
Design/methodology
A dyadic study was conducted, comprising 200 nurses and 200 patients from different healthcare service providers of India. Structural equation modelling was used to analyse the responses collected from nurses and the patients whom they served.
Findings
The results confirm that the home–work interface has a positive impact on work engagement and PsyCap. The findings also confirm a positive impact of PsyCap on customer advocacy, but the effect of work engagement on customer advocacy was not significant.
Research implications
This study confirms that to keep liquid workers engaged in their work and to enhance their personal PsyCap, an organisation should provide the opportunity to maintain a balance between work and home needs. The findings also confirm that personal psychological resources (PsyCap) facilitate prosocial helping behaviour, which keeps customers closer and maintains them as true representatives of the organisation.
Originality/value
The present study is one of only a few preliminary studies examining the predictors of work engagement of liquid workers. Also, an inter-disciplinary approach was taken to understand the link between employee-level variables (home–work interface, work engagement and PsyCap) and a customer-level variable (customer advocacy).
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The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the…
Abstract
Purpose
The purpose of this paper is to examine the mediating role of work engagement between the relationship of perceived career support and work performance as well as between the relationship of career adaptability and work performance.
Design/methodology/approach
Data were collected form 606 i-generation liquid knowledge workers. They had completed their internship program in the industry for a period of at least one month. Regression analysis was carried out to test the hypothesized framework.
Findings
Most of the results indicated support for the hypotheses. Work engagement was found to be mediating the perceived career support and work performance relationship fully. However, work engagement was found to be mediating the career adaptability and work performance relationship only partially.
Research limitations/implications
Engaging liquid workers plays a crucial role in passing the positive effects of perceived career support and career adaptability to work performance.
Practical implications
The findings suggest that managers may take steps to enhance engagement levels of the employees so that it can help the interns high on perceived career support and career adaptability perform well at work.
Originality/value
To the best of the authors’ knowledge, this study is unique that tests and finds the intervening role of work engagement between work performance and the two career-related constructs.
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In this paper, the prior research on virtual teams was reviewed to assess the state of the literature. The purpose of this paper is to determine why individuals prefer working in…
Abstract
Purpose
In this paper, the prior research on virtual teams was reviewed to assess the state of the literature. The purpose of this paper is to determine why individuals prefer working in virtual teams (also termed liquid workers and part-time workers). Previous researchers have focussed on the benefits that organizations receive if they hire liquid workers, but to date, no research has been conducted to determine the perspective of these liquid workers. The various definitions of virtual teams are discussed and an integrative definition is proposed that suggests all teams may be defined in terms of their extent of virtualness.
Design/methodology approach
A systematic review of the literature on virtual teams was conducted. The data were collected from 12 informants. A thematic analysis was used to analyse the data.
Findings
Six main themes were identified, namely, pliability, opportunities, increased earnings, vigour, family and transportation.
Research limitations/implications
This study was conducted in a three-metropolitan city in India and warrants being extended to rural and international settings to gain additional insights and confirmation of the research findings.
Practical implications
It is suggested that organizations who recruit liquid workers will be in a position for substantial cost savings; this is because organizations usually make payment of liquid workers’ wages on an hourly basis. This will help the organizations to schedule the number of working hours depending on their needs.
Originality/value
The current study is novel as there is a paucity of research in identifying the factors behind working in the virtual community in India. This study presents the first research of its kind to the best knowledge of the author, and the findings will be valuable for companies who are looking for cost savings.
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Piyali Ghosh, Geetika Goel, Tanusree Dutta and Richa Singh
This study aims to analyze how perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCS) as components of social exchange at…
Abstract
Purpose
This study aims to analyze how perceived organizational support (POS), perceived supervisor support (PSS) and perceived co-worker support (PCS) as components of social exchange at work influence turnover intention through affective commitment.
Design/methodology/approach
Perception of sales professionals working in life insurance companies, categorized as liquid knowledge workers, on the study variables was assessed through a questionnaire-based survey. Data on a sample of 212 such professionals across 11 companies were analyzed using structured equation modeling. Maximum likelihood estimate method was used to test the extent of model fit. Mediation has been confirmed through bootstrapping.
Findings
Results reveal a significant direct relationship between PSS and turnover intention. POS and PCS were found to have significant indirect effects on turnover intention, mediated by affective commitment.
Research limitations/implications
Overall results prompt the authors to recommend that organizations in insurance business must invest resources in promoting organizational support and also adopt a supportive work culture in which social exchange can easily occur. Level of withdrawal intention among sales professionals can be lowered by establishing emotional bonding with them. Supervisors may also be provided adequate training in soft skills to support their subordinates.
Originality/value
This study has highlighted that support at workplace is a binding force between an employee and his/her organization, and thus it negatively affects his/her withdrawal intention directly or indirectly via affective commitment. This paper stands out in the multitude of existing research as especially the relation of PCS and turnover intention has been explored less. It also adds to the scarce literature available on turnover intention among liquid knowledge workers in Indian insurance sector.
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Alan S. Abrahams, Eloise Coupey, Anuja Rajivadekar, Joshua Miller, Daniel C. Snyder and Samantha J. Hayden
At the marketing/entrepreneurship interface, most research concerns how entrepreneurs market their businesses, rather than how advertisers market to entrepreneurs. The purpose of…
Abstract
Purpose
At the marketing/entrepreneurship interface, most research concerns how entrepreneurs market their businesses, rather than how advertisers market to entrepreneurs. The purpose of this study is to address this gap.
Design/methodology/approach
The authors undertake a content analysis of 88 recent issues of the two largest print magazine titles targeted at American entrepreneurs, with particular attention to advertising content for known small business success factors.
Findings
This study finds no correlation between factors most important to small business success and advertising volume. However, this study finds a strong, inverse correlation between US small business performance for each success factors and the volume of advertising for that competitiveness factor. Finally, it is found that advertisement characteristics (placement, timing, repetition, contact channel, and competitor comparison) vary by competitiveness factor.
Research limitations/implications
This study is limited to print advertising to US entrepreneurs. The findings imply that small business competitiveness factors may need to be amended, and that the nature of advertising to small businesses should be further investigated.
Practical implications
The ability to identify shortcomings in what small businesses need to succeed may spur advertisers to remedy the gap with product promotions that create awareness of need solutions.
Originality/value
This study is the first to use content analysis of B2B print advertising targeted at entrepreneurs to develop insights into the nature of the target market (US entrepreneurs); to explore the extent to which advertised goods and services match needs of the target market; and to examine whether advertisers communicate the various factors that address target market needs, in different manners.
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Kishore Ashok Manelkar, Radha Iyer, Kiran Gupta and Brinda Sampat
Owing to business uncertainty, it is prudent for organizations to rely on temporary employees to achieve numerical flexibility. This paper investigates the effect of perceived…
Abstract
Purpose
Owing to business uncertainty, it is prudent for organizations to rely on temporary employees to achieve numerical flexibility. This paper investigates the effect of perceived investment in temporary employee development (PITED) on organizational performance (OP) through the mediation process of organizational identification (OI), work engagement (WE) and the moderation process of perceived human resource policies (PHRP). A conceptual framework was built on social exchange theory and job demands-resource theory.
Design/methodology/approach
Data was collected from skilled temporary employees deputed at client organizations in the information technology business process management (IT-BPM) industry. Analysis was done using the partial least squares-structural equation modelling (PLS-SEM) method using SmartPLS 3.0 software.
Findings
The study established a significant association between PITED, OI and OP, in which OI acts as a partial mediator. In contrast, the mediating relationship of WE between PITED and OP was insignificant. PHRP moderated the relationship between PITED and OP.
Practical implications
This research suggests to top management and human resource leaders that PITED makes temporary employees identify with client organizations, resulting in increased OP.
Originality/value
This research builds on theoretical assumptions to adopt a temporary employee perspective on organizational initiatives and performance in the IT-BPM industry, which is uncommon.
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Mohit Yadav, Sangita Choudhary and Shubhi Jain
The purpose of this study is to explore the relationship between transformational leadership and knowledge sharing behavior in freelancers. Also, the study focuses upon mediation…
Abstract
Purpose
The purpose of this study is to explore the relationship between transformational leadership and knowledge sharing behavior in freelancers. Also, the study focuses upon mediation of the relationship by employee engagement and moderation by social support.
Design/methodology/approach
Confirmatory factor analysis was used to find validity and reliability of the model under study. To study the relation between variables, the Pearson correlation was used. Further, the PROCESS macro of Hayes (2013) was used to test mediation and moderated mediation.
Findings
Transformational leadership influenced knowledge collecting and knowledge donating behavior in freelancers. The relation was mediated by employee engagement. Social support was found to moderate the mediated path by employee engagement between transformational leadership and knowledge collecting behavior. A similar result was found for knowledge donating behavior as a dependent variable.
Research limitations/implications
The model under study can be tested in other contexts with extended data.
Practical implications
The study asserts importance on freelancers in knowledge sharing in client organizations; leaders should take a transformational role to create a culture of free flow of knowledge and information between various types of employees.
Originality/value
This study is the first to research how transformational leadership, through engagement, motivates freelancers in engaging in knowledge collecting and knowledge donating. The importance of social support is also noted.
Details