Search results

1 – 10 of over 8000
Article
Publication date: 16 July 2024

Meera Peethambaran and Mohammad Faraz Naim

This study aims to unravel the black-box mechanism between high-performance work systems (HPWS) and the multifaceted well-being construct, flourishing-at-work (FAW). Moreover…

Abstract

Purpose

This study aims to unravel the black-box mechanism between high-performance work systems (HPWS) and the multifaceted well-being construct, flourishing-at-work (FAW). Moreover, this paper aims to bring in a positive psychological mechanism that can reduce the potential negative impact of HPWS on FAW.

Design/methodology/approach

A synthesis analysis of existing literature was carried out to formulate managerial and practical propositions.

Findings

Drawing upon the theoretical foundations of social exchange theory, conservation of resource theory, signalling theory and resource-based view (RBV), this study proposes a conceptual framework that connects HPWS, psychological capital (PsyCap), employee work passion (EWP), organisational trust (OT) and flourishing-at-work (FAW) with the possible moderating effect of OT in the relationship between HPWS and PsyCap.

Practical implications

Although the proposed conceptual framework is not empirically validated, the study provides several significant practical implications in terms of the integrated framework consisting of HPWS, PsyCap, OT, EWP and FAW.

Originality/value

This study represents a pioneering contribution by proposing an indirect relationship between HPWS and FAW. Moreover, none of the studies so far have unleashed the black-box mechanism between HPWS and FAW. The study provides a set of propositions that explain the relationships between the study variables, which enrich the understanding of strategic human resource management practices and their potential effects on employee well-being.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 2 September 2024

Jeffrey W. Alstete, John P. Meyer and Nicholas J. Beutell

This paper aims to explore the importance of tailored faculty development for neurodiverse business educators. It focuses on how specialized support can enhance research output…

Abstract

Purpose

This paper aims to explore the importance of tailored faculty development for neurodiverse business educators. It focuses on how specialized support can enhance research output, teaching effectiveness and service contributions within the academic community.

Design/methodology/approach

This paper’s conceptual approach uses elements of autoethnography to inform and support prior theoretical and empirical work. An explication of how neurodiversity can be integrated into faculty development efforts is presented with emphasis on individualized support systems, empathetic mentorship and customized teaching and research support strategies to leverage often unrecognized abilities.

Findings

The research identifies that neuroatypical faculty possess certain strengths such as heightened problem-solving skills and attention to detail, which, when supported, can significantly enrich the academic environment. However, there is a lack of targeted support mechanisms for, and general awareness of, these faculty. The paper proposes modifications to existing faculty development activities, emphasizing general and individualized approaches to better harness the talents of neurodiverse educators.

Practical implications

Implementing the proposed strategies will foster an inclusive educational atmosphere while enhancing academic creativity, innovation and productivity. This approach also aligns with important trends in diversity and inclusion, promoting a more equitable and dynamic academic environment.

Originality/value

This research contributes to the field by extending the discourse on neurodiversity in higher education beyond student-focused initiatives to include faculty development. It provides actionable strategies to create inclusive environments that leverage the cognitive strengths of neurodiverse faculty, a relatively unexplored area in business education.

Details

Journal of International Education in Business, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-469X

Keywords

Article
Publication date: 17 July 2024

Bridget Rice, Muhammad Mustafa Raziq, Nigel Martin, John Lewis Rice, Mumtaz Memon and Peter Fieger

This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and…

Abstract

Purpose

This paper investigates the moderating role of values congruence, an element of person–organisation (P–O) fit, on the relationship between intrinsic work satisfaction and anticipated employee turnover. The model uses data from employees of the Australian Public Service (APS).

Design/methodology/approach

The study draws upon data from the APS’s annual Employee Census for 2018. We first use principal component analysis (PCA) to derive measures of collegial values congruence, managerial values congruence, intrinsic satisfaction and extrinsic satisfaction. The study then uses ordinary least squares (OLS) regression analysis to examine the main effects of intrinsic and extrinsic satisfaction, collegial and managerial values congruence as well as their interaction effects on anticipated future employee tenure.

Findings

Our results show the significant linear effects of intrinsic satisfaction, extrinsic satisfaction and managerial values congruence on anticipated tenure. Collegial values congruence, however, did not show a significant linear effect. Interaction effects were then tested, and both collegial and managerial values congruence were shown to moderate the relationship between intrinsic satisfaction and anticipated tenure. Higher levels of both forms of values congruence buffered the negative impact of lower intrinsic satisfaction on turnover intention.

Research limitations/implications

The study is limited by its reliance on cross-sectional self-reported data within a specific and atypical organisational context (the Australian Public Service, or APS). Additionally, the cross-sectional nature of the data limits the establishment of causal inferences. Future research could explore longitudinal data and examine other potential moderators of the turnover intention.

Practical implications

Understanding the moderating role of values congruence, and in particular P–O fit, can develop organisational strategies that aim to reduce turnover by emphasizing the alignment between employee values and organisational, collegial and supervisor culture and values.

Originality/value

This study contributes to the relevant literature by showing the importance of values congruence in partially offsetting the negative effects of low intrinsic satisfaction on anticipated turnover. This is particularly relevant in the public sector context. The examination of both collegial and managerial values congruence provides a more nuanced understanding of the mechanisms that drive turnover intention.

Details

Benchmarking: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1463-5771

Keywords

Article
Publication date: 1 May 2024

Volkan Karaca and Mehmet Bağış

This study aims to investigate the relationships between managers’ cognitive styles, dynamic managerial capabilities and firms’ perceived international performance. The study is…

Abstract

Purpose

This study aims to investigate the relationships between managers’ cognitive styles, dynamic managerial capabilities and firms’ perceived international performance. The study is based on cognitive-experiential self-theory, dynamic managerial capabilities and international entrepreneurship.

Design/methodology/approach

Data were collected from 283 managers of small medium enterprises (SMEs) in Türkiye, an emerging economy. The research was conducted using quantitative methods, and Smart partial least squares (PLS) 4 software was used for data analysis. The data were examined through structural equation modelling and mediation analyses.

Findings

Findings indicate that rational cognitive styles positively influence managerial human capital, managerial social capital, managerial cognition and perceived international performance. However, the effect of intuitive cognitive styles was confirmed only on managerial cognition. Additionally, it was found that managerial cognition positively affects perceived international performance, whereas managerial social capital has a negative impact. However, the effects of managerial human capital could not be confirmed. Moreover, a full mediation relationship of managerial cognition between intuitive cognitive styles and perceived international performance was identified.

Originality/value

This research carves out a unique niche by synergizing cognitive-experiential self-theory with dynamic managerial capabilities to investigate their conjoined effect on firms’ international performance, an area previously underexplored. Unveiling insights from burgeoning economies like Türkiye enriches the existing body of knowledge, offering substantial contributions to the field of international business.

Details

Management Research Review, vol. 47 no. 9
Type: Research Article
ISSN: 2040-8269

Keywords

Book part
Publication date: 13 August 2024

Mingang K. Geiger and Lily Morse

In this chapter, we seek to bring greater attention to language-based stigma at work and how it affects employees speaking English as their second language. We integrate research…

Abstract

In this chapter, we seek to bring greater attention to language-based stigma at work and how it affects employees speaking English as their second language. We integrate research findings across multiple disciplines, including management, psychology, linguistics, education, and business ethics, identifying three major themes and knowledge gaps in this research domain. Based on the multidisciplinary knowledge integration, we suggest six promising future directions for organizational and business ethics scholars to pursue. We call for more empirical research focusing on how language-based stigma may harm nonnative English speakers (NNESs) with and without actual mistreatment or discrimination at work and how organizations may intervene to support NNESs. We hope our chapter will spark conducive conversations about mitigating language-based stigma in the workplace.

Details

Diversity, Equity, and Inclusion (DEI) Management
Type: Book
ISBN: 978-1-83549-259-8

Keywords

Article
Publication date: 5 May 2023

Julia Aubouin-Bonnaventure, Séverine Chevalier, Fadi-Joseph Lahiani and Evelyne Fouquereau

The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena…

1285

Abstract

Purpose

The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS.

Design/methodology/approach

We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance).

Findings

Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation.

Research limitations/implications

After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis.

Practical implications

Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours.

Originality/value

Presentation of an original approach in this research field: the VOPs.

Details

International Journal of Organizational Analysis, vol. 32 no. 4
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 6 September 2022

Gaurav Deep Rai and Saurabh Verma

Principally, this study aims to test a conceptual framework of the moderating influence of fear of COVID-19 on the following hypothesized relationships (1) quality of work life…

Abstract

Purpose

Principally, this study aims to test a conceptual framework of the moderating influence of fear of COVID-19 on the following hypothesized relationships (1) quality of work life and bankers' commitment, (2) the mediating spillover effect of job satisfaction in the quality of work life (QWL) and affective commitment relationship.

Design/methodology/approach

A quantitative cross-sectional research design is adopted on 318 bankers chosen from four prominent Indian cities. The mediation model is tested through SPSS, PROCESS macro, and AMOS. Conditional process modeling is also administered to test the moderating effect of fear of COVID-19.

Findings

The results suggest that the positive effect of QWL on commitment is completely mediated through job satisfaction. Further, the fear induced by COVID-19 negatively moderated the positive direct relation of QWL with commitment and the positive mediating spillover effect of job satisfaction.

Originality/value

The present research is virtually the first to introduce fear of COVID-19 as a psychological construct, to test a moderated mediation model for implications to organizational behavior and human psychology theory and practice. In coalescence of the need satisfaction, spillover, and COR theories, the authors postulate that as spillover between the domains of an individual's life (work, social, financial, personal, and overall life satisfaction) occurs, such effect is calibrated (augmented or attenuated) by the degree of risk/threat/depletion of their resources in the quest for attaining higher valued resources (overall life satisfaction). The moderated mediation mechanism is suggested for replication in other avenues for greater generalizability.

Details

International Journal of Productivity and Performance Management, vol. 72 no. 10
Type: Research Article
ISSN: 1741-0401

Keywords

Article
Publication date: 27 May 2024

Sana (Shih‐chi) Chiu, Dejun Tony Kong and Nikhil Celly

This study aims to address the question of why managers make different decisions in employee downsizing when their firms face external threats. Our research intends to shed light…

Abstract

Purpose

This study aims to address the question of why managers make different decisions in employee downsizing when their firms face external threats. Our research intends to shed light on whether and how CEOs' cognition (motivational attributes associated with regulatory focus) influences their decision-making and firms’ strategic actions on downsizing under high resource scarcity in the industry environment.

Design/methodology/approach

We used a longitudinal panel of 5,544 firm-year observations of US firms from 2003 to 2015 to test our conceptual model. The data was obtained from various sources, including corporate earnings call transcripts and archival databases. We used panel logistic regressions with both fixed and random effects in our research design.

Findings

Our results suggest that CEOs' motivational attributes could influence their employee downsizing decisions in response to external threats. We find that CEOs who are more promotion-focused (a stronger drive towards achieving ideals) are less likely to lay off employees during high resource scarcity. Conversely, CEOs with a higher prevention focus (a greater concern for security) do not have a meaningful impact on employee downsizing during periods of external resource scarcity.

Originality/value

Previous research has argued that a significant external threat would diminish individuals' impact on firm strategies and outcomes. Our findings challenge this idea, indicating that CEOs with a stronger drive towards achieving ideals are less inclined to lay off employees when resources are scarce in the environment. This study contributes to behavioral strategy research by providing new insights into how upper echelons’ cognition can influence their decision-making and firms’ employee downsizing.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

Book part
Publication date: 14 December 2023

Furkan Arasli, Souji Gopalakrishna Pillai and Tong Yin

This chapter introduces the specifics of spirituality-centric management practices in service and operation focused industries. Strategic management practices are often challenged…

Abstract

This chapter introduces the specifics of spirituality-centric management practices in service and operation focused industries. Strategic management practices are often challenged by the human factor of businesses. Consequently, businesses often waver with the fulfillment of their strategic goals and face harmful repercussions. Subsequently, strategic leadership plays a crucial role in the advancement of incorporating spirituality in the workplace and cultivating a perception of the spiritual domain at the individual, team, and organizational levels. To succeed, organizations need to overcome the challenges pertaining their members' retainment and wellness. This is because members often act on their emotional, moral, and ethical concerns that are pillared by their spirituality-centric views on colleagues and management. As the overarching term, workplace spirituality has been linked with organizational learning, togetherness, sense of nurturement, and interpersonal fulfillment with tasks and often coincidences with managerial application of strategic approaches. For the synthesis of service focused businesses, authors exemplify studies within tourism and hospitality industries.

1 – 10 of over 8000