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Article
Publication date: 18 September 2017

Thuy Thi Thanh Nguyen and Man-Ling Chang

The causal conditions leading to successful human resources outsourcing (HRO) have until now attracted only limited research attention. To address this shortcoming, the purpose of…

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Abstract

Purpose

The causal conditions leading to successful human resources outsourcing (HRO) have until now attracted only limited research attention. To address this shortcoming, the purpose of this paper is to investigate how a firm and a HR provider should work together to ensure successful HRO.

Design/methodology/approach

By applying a fuzzy-set qualitative comparative analysis, the authors demonstrate how combining in different ways provider quality, business understanding, trust, and closed HRO networks can lead to HRO success. In addition, this study compares the causal combinations between cases with differing levels of HR-task interdependence and IT use.

Findings

The results of this study reveal three common solutions that lead to successful HRO from both economic and relational viewpoints. The findings also indicate that, from an economic viewpoint, trust is a core condition for achieving HRO success. Moreover, HR-task interdependence and IT use alter the number of solutions and the conditions for attaining HRO success.

Practical implications

Based on the solutions proposed herein, firms can consider different ways to achieve HRO success under diverse conditions.

Originality/value

This work also contributes to building new theories regarding HRO, trust, knowledge sharing, and IT use.

Details

Management Decision, vol. 55 no. 8
Type: Research Article
ISSN: 0025-1747

Keywords

Article
Publication date: 28 March 2018

Thuy Thi Thanh Nguyen and Man-Ling Chang

A Chinese proverb states: “Able people should do more work.” Although working hard is a common workplace phenomenon, does it lead to burnout in capable people? This study aims to…

Abstract

Purpose

A Chinese proverb states: “Able people should do more work.” Although working hard is a common workplace phenomenon, does it lead to burnout in capable people? This study aims to examine the interactive effects of superior-perceived capability and subordinates’ self-efficacy on subordinate job demands, job involvement and burnout in frontline employees in the hospitality industry.

Design/methodology/approach

Data on 41 superiors and 161 subordinates from 16 hotels in Taiwan were collected. Hierarchical linear modeling is used to examine the research hypotheses.

Findings

The findings support the hypothesis that self-efficacy leads to high levels of burnout and job involvement. However, superior-perceived capability has no impact on subordinate job demand, job involvement or burnout. While job demands are positively related to the emotional exhaustion of burnout, job involvement is negatively related to depersonalization of burnout. In addition, job involvement partially mediates the relationship between self-efficacy and depersonalization of burnout.

Originality/value

Based on the job demands–resources theory, this study reveals the fresh point of view for the effect of self-efficacy on burnout. This paper explores the dark-side role of self-efficacy for burnout – higher self-efficacy leads to higher burnout – that is contrary to the findings from previous studies and hinges on Chinese cultural values. In addition, the current study provides guidelines for top managers to protect capable employees from burnout by enhancing intrinsic motivation and job involvement.

Details

Chinese Management Studies, vol. 12 no. 3
Type: Research Article
ISSN: 1750-614X

Keywords

Article
Publication date: 6 November 2024

Yu-Ching Chiao, Yu-Chen Chang, Yi-Jung Hsu, Chang Hong Lu and Man-Ling Chang

This study is based on the role congruity theory that examines the association between top management team (TMT) gender diversity and corporate social responsibility (CSR…

Abstract

Purpose

This study is based on the role congruity theory that examines the association between top management team (TMT) gender diversity and corporate social responsibility (CSR) performance.

Design/methodology/approach

This study uses data from the Taiwan Economic Journal database and the Market Observation Post System provided by the Taiwan Stock Exchange. The sample consists of 4,140 annual observations of Taiwanese-listed companies in the electronics industry from 2016–2020.

Findings

The results revealed that TMT gender diversity is positively associated with CSR performance, and TMT international experience strengthens the positive association between TMT gender diversity and CSR performance.

Practical implications

CSR is imperative. The TMT’s gender diversity aligns with current environmental trends and social expectations, driven for CSR implementation essential. This diverse configuration enables the TMTs to address corporate adaptability and maintain global competitiveness.

Originality/value

The findings contribute significantly to the literature on TMT gender diversity by extending the application of role congruity theory beyond individual to team-level contexts and across gender boundaries. By incorporating diverse capabilities such as international experience within TMTs, the authors identify key boundary conditions that foster CSR. This expansion not only aligns with practical realities but also opens new avenues for research into the dynamics of diverse management teams.

Details

Gender in Management: An International Journal , vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 27 June 2018

Man-Ling Chang and Cheng-Feng Cheng

The purpose of this paper is to develop a mediation model for understanding how favoritism, in the context of the leader–member exchange (LMX) theory, influences subordinate-rated…

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Abstract

Purpose

The purpose of this paper is to develop a mediation model for understanding how favoritism, in the context of the leader–member exchange (LMX) theory, influences subordinate-rated LMX via the subordinates’ perception of organizational justice.

Design/methodology/approach

The sample comprised 39 managers and 159 employees working in local branches of banks in Taiwan. While the managers were asked to rate their LMX scores with all employees, three to five employees were randomly selected to participate in a survey which included two phases with a time lag of three months. Given the nested structure of the data, hierarchical linear modeling was used to examine the mediation model.

Findings

The findings support the mediation model, indicating that LMX favoritism can significantly influence subordinate-rated LMX by enhancing subordinates’ justice perception.

Originality/value

The study contributes to the existing LMX research by showing that a superior’s LMX favoritism may change subordinate-rated LMX over time.

Article
Publication date: 5 June 2017

Thuy Thi Thanh Nguyen and Man-Ling Chang

The purpose of this paper is to explore the antecedents of the decision of whether to outsource human resources (HR). Two moderators are considered: the lack of in-house HR…

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Abstract

Purpose

The purpose of this paper is to explore the antecedents of the decision of whether to outsource human resources (HR). Two moderators are considered: the lack of in-house HR expertise and positive HR outcome.

Design/methodology/approach

This study uses data collected from 85 Vietnamese firms of different sizes. Regression analysis is used to examine the research hypotheses.

Findings

The strategic involvement of HR management is positively related to the decision to outsource HR. As expected, a positive significant relationship exists between cost reduction and the decision to outsource HR for non-core HR activities. For core HR activities, demand uncertainty relates positively to the decision to outsource HR, and the lack of HR expertise moderates the process of HR outsourcing (HRO).

Research limitations/implications

Although the focus on firms in Vietnam may help to control for cultural factors, it may also limit generalizability. Because of the limited number of samples, this study cannot compare results across different industries. Future research should focus on the cross-cultural aspects of this issue or compare differences across industries.

Practical implications

This study provides HR managers with guidelines for making appropriate decisions regarding HRO. Vendors can exploit aspects of core vs non-core activities to provide professional services that satisfy the demands of firms.

Originality/value

Based on a theoretical approach, this work analyzes the decision to outsource HR in developing countries, an area that heretofore has received scant research attention.

Details

Personnel Review, vol. 46 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Content available
Article
Publication date: 1 February 2016

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Abstract

Details

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

Content available
Article
Publication date: 6 February 2017

Abstract

Details

Personnel Review, vol. 46 no. 1
Type: Research Article
ISSN: 0048-3486

Content available
Article
Publication date: 21 January 2019

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Abstract

Details

Personnel Review, vol. 48 no. 1
Type: Research Article
ISSN: 0048-3486

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