Search results

1 – 10 of over 53000
To view the access options for this content please click here
Article
Publication date: 8 January 2018

Ahmed Mohamed Elbaz, Gomaa Mohamed Agag and Nasser Alhamar Alkathiri

This study aims to examine the influence of the three dimensions of travel agents’ manager competencies – ability, motivation and opportunity seeking – on knowledge…

Abstract

Purpose

This study aims to examine the influence of the three dimensions of travel agents’ manager competencies – ability, motivation and opportunity seeking – on knowledge transfer and travel agents’ performance. In addition, the study investigates how employee’s absorptive capacity moderates the effects of managers’ competencies on knowledge received by the employees and moderates the effects of knowledge received by the employees on travel agents’ performance.

Design/methodology/approach

A positivist research philosophy was adopted with a quantitative approach, in which quantitative data were gathered based on questionnaires to tackle different stages of the study. To test the hypotheses, a self-administrated face-to-face survey of about 42 questions, launched on November 7, 2016, was used to compile response from top and medium management Category A travel agents operating in Egypt.

Findings

Based on a sample of 577 travel agents’ frontline employees, the results showed that the three dimensions of travel agents’ competencies have a positive effect on knowledge received by the employee. Findings further indicated that knowledge received by employee mediates the link between these three competencies and travel agents’ performance. The link between the competencies and knowledge received by the employee was found to be positively moderated by employee absorptive capacity. Moreover, these findings suggested that the relationship between knowledge received and travel agents’ performance is stronger when employees’ absorptive capacity is greater.

Research limitations/implications

This study is bound by certain limitations that also provide fertile grounds for further research. First, the study examined how an employee’s absorptive capacity moderates the effects of managers’ competencies on knowledge received by the employees and moderates the effects of knowledge received by the employees on travel agents’ performance. However, innovation as a dependent variable can be investigated. Second, one limitation is that the study is restricted to Category A travel agents only in Greater Cairo. Third, examining the antecedents of ability, motivation and opportunity seeking to transfer knowledge is also important.

Practical implications

It is important for travel agents, owners, managers and employees to acknowledge absorptive capacity as a critical component for organizations to sustain, grow and compete. Travel agents can also take steps to develop their employees’ absorptive capacity. Doing so would further enhance the success of knowledge, employees and travel agents’ performance. Also, travel agents’ top management has to ensure their employees’ absorbing knowledge, identifying and recognizing external knowledge, processing and understanding it, combining it with existing knowledge and applying the new knowledge to commercial ends. Hence, the development of absorptive capacity contributes to a travel agent’s achievement of competitive advantage.

Originality/value

This study contributes to the literature by expanding the extant literature on knowledge transfer and absorptive capacity by investigating the influence of travel agents’ manager competencies – ability, motivation and opportunity seeking – for knowledge transfer in the Egyptian context. In addition, it investigates the direct effects of the three dimensions of travel agents’ manager competencies – ability, motivation and opportunity seeking – for knowledge transfer. Finally, the paper investigates how employee’s absorptive capacity moderates the effects of managers’ competencies on knowledge received by the employees and moderates the effects of knowledge received by the employees on travel agents’ performance

Details

Journal of Knowledge Management, vol. 22 no. 1
Type: Research Article
ISSN: 1367-3270

Keywords

To view the access options for this content please click here
Article
Publication date: 2 May 2019

Khuram Shahzad, Pia Arenius, Alan Muller, Muhammad Athar Rasheed and Sami Ullah Bajwa

The purpose of this paper is to explore the black box between high-performance work systems (HPWS) and innovation performance in small- and medium-sized enterprises…

Abstract

Purpose

The purpose of this paper is to explore the black box between high-performance work systems (HPWS) and innovation performance in small- and medium-sized enterprises (SMEs). Through application of the ability, motivation and opportunity (AMO) framework, the study examines the mediating roles of innovation-specific ability, motivation and voice behaviors between HPWS and SMEs’ innovation performance.

Design/methodology/approach

The hypotheses are tested on data collected through a self-administered questionnaire from 237 SMEs in Pakistan.

Findings

Findings indicate that human capital, motivation and employee voice fully mediate the relationship between HPWS and innovation performance in SMEs.

Research limitations/implications

The cross-sectional research design and self-reported measures warrant caution for the interpretation of findings. Future research may consider a longitudinal research design and objective measures.

Practical implications

SMEs need to invest in the adoption and implementation of HPWS that will develop innovation-specific abilities, motivation and voice behaviors simultaneously among employees that will lead to higher innovation performance.

Originality/value

This is the first study of its kind utilizing an AMO framework to investigate the underlying mechanism through which HPWS affect innovation performance in SMEs.

To view the access options for this content please click here
Article
Publication date: 23 December 2020

Karen Pak, Dorien Kooij, Annet H. De Lange, Maria Christina Meyers and Marc van Veldhoven

Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across…

Abstract

Purpose

Employees need a sustainable career to prolong their working lives. The ability, motivation and opportunity to work form an important basis for sustainable careers across the lifespan. However, over the lifespan of their careers employees are likely to experience several career shocks (e.g. becoming chronically ill or being fired) which might result in unsustainable trajectories. This study aims to contribute to the literature on sustainable careers by unraveling the process through which careers shocks relate to career (un)sustainability and what role perceptions of human resource practices play in the process.

Design/methodology/approach

Thirty-three in-depth retrospective interviews with participants of 50 years and older were conducted and analyzed using a template analysis.

Findings

Results showed that career shocks influence career sustainability through a process of changes in demands or changes in resources, which in turn, relate to changes in person–job fit. When person-job–fit diminished, the ability, motivation and opportunity to continue working decreased, whereas when person–job fit improved, the ability, motivation and opportunity to continue working improved as well. Organizations appear to be able to diminish the negative consequences of career shocks by offering job resources such as HR practices in response to career shocks.

Research limitations/implications

A limitation of this study is the retrospective nature of the interviews, which could have resulted in recollection bias.

Practical implications

This study gives HRM practitioners insight into the HR practices that are effective in overcoming career shocks.

Originality/value

This study extends existing literature by including career shocks as possible predictors of sustainable careers.

Details

Career Development International, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 9 September 2020

Dmitri Sokolov and Elena Zavyalova

While prior research suggests that human resource management (HRM) practices are crucial drivers of a firms' intellectual capital, few studies have tried to deconstruct…

Abstract

Purpose

While prior research suggests that human resource management (HRM) practices are crucial drivers of a firms' intellectual capital, few studies have tried to deconstruct this relationship and investigate how HRM practices specifically affect intellectual capital resources. Furthermore, prior research treated this relationship as universal and rarely tried to introduce important contingent factors that may alter the mechanisms involved in how HRM practices influence firms' intellectual capital. In this study, the authors examine the relationships between the ability-, motivation- and opportunity-enhancing dimensions of HRM systems and human, social and structural capital and investigate how companies' codification and personalization knowledge management (KM) strategies may alter these relationships.

Design/methodology/approach

The data were collected using a telephone survey of 215 knowledge-intensive companies operating in Russia. The paper utilizes partial least squares structural equation modeling (PLS–SEM) to evaluate the measurement model and test hypothesized relationships.

Findings

The findings indicate positive relationships between ability-enhancing practices and firms' human capital between motivation-enhancing practices and firms' human and social capital and between opportunity-enhancing practices and firms' social and structural capital. The authors’ results reveal the limited moderating role of KM strategies in the relationships between HRM and intellectual capital. While a personalization strategy had no impact on any of the proposed relationships, a codification strategy positively moderated the relationship between opportunity-enhancing HRM practices and firms' structural capital.

Originality/value

The study expands the debates in strategic HRM literature by looking “inside” the HRM–intellectual capital relationship. Additionally, the authors’ findings reveal the complexity of the contingent effect that KM strategies of codification and personalization have on the relationship between HRM practices and intellectual capital. Although some of the relationships were not moderated by the KM strategy of the firm, the HRM–intellectual capital relationship cannot be considered fully universal.

Details

International Journal of Manpower, vol. 42 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

To view the access options for this content please click here
Article
Publication date: 7 August 2017

S. Mahdi Hosseini and Peyman Akhavan

This paper aims to develop a model for selecting project team members. In this model, while knowledge sharing among individuals is maximized, the project costs and the…

Abstract

Purpose

This paper aims to develop a model for selecting project team members. In this model, while knowledge sharing among individuals is maximized, the project costs and the workload balance among employees are also optimized.

Design/methodology/approach

The problem of project team formation is formulated as a fuzzy multi-objective 0-1 integer programming model. Afterward, to deal with uncertainty in the decision-making on the candidates’ abilities and the project requirements, the fuzzy multi-objective chance-constrained programming approach is adopted. Finally, by combining the non-dominated sorting genetic algorithm II and the fuzzy simulation algorithms, a method is proposed to solve the problem.

Findings

The computational results of the proposed model in a case study of project team formation in a large Iranian company from the shipbuilding industry evidently demonstrated its effectiveness in providing Pareto-optimal solutions for the team composition.

Originality/value

Seemingly for the first time, this paper develops a model to optimize knowledge sharing and improve the project efficiency through the selection of appropriate project team members.

Details

Kybernetes, vol. 46 no. 7
Type: Research Article
ISSN: 0368-492X

Keywords

To view the access options for this content please click here
Article
Publication date: 17 June 2021

Helen Beddow

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

Based on research from the manufacturing industry in Pakistan, the authors find that high-involvement HR practices have a direct positive impact on individual employee functional flexibility and innovative workplace behavior

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest , vol. 29 no. 5
Type: Research Article
ISSN: 0967-0734

Keywords

To view the access options for this content please click here
Article
Publication date: 5 September 2016

Dimitrios M. Mihail and Panagiotis V. Kloutsiniotis

Following a social identity approach focussed in the Greek healthcare sector, the purpose of this paper is to investigate the mediating effects of social identification on…

Abstract

Purpose

Following a social identity approach focussed in the Greek healthcare sector, the purpose of this paper is to investigate the mediating effects of social identification on the relationship between high-performance work systems (HPWS) and psychological empowerment, and the mediating role of psychological empowerment between HPWS and quality of patient care.

Design/methodology/approach

Partial least squares-structural equation modeling was used in a sample of 297 nurses, doctors, and allied health professionals across seven hospitals in Greece.

Findings

The findings suggest that HPWS has a strong effect on healthcare professionals’ social identification, which in turn partially mediates the relationship between HPWS and psychological empowerment. In addition, psychological empowerment indirectly mediates the relationship between HPWS and quality of patient care.

Practical implications

The findings not only validate previous studies’ conclusions, but also provide evidence for the potential fruitfulness of the HPWS approach from a social identity perspective. In addition, it is also confirmed that without the presence of psychological empowerment, HPWS may have limited impact on the quality of patient care.

Originality/value

Although HPWS have been generally connected with positive employee attitudes and behaviors, few studies choose to follow a social identity approach in examining these relationships. Finally, this study confirms the argument that HPWS can be a fruitful approach even in a country severely affected by Europe’s debt crisis over the last five years.

To view the access options for this content please click here
Article
Publication date: 10 October 2016

Joy Parkinson, Lisa Schuster and Rebekah Russell-Bennett

This paper aims to integrate existing thinking and provide new insights into the complexity of behaviours to improve understanding of the nature of these behaviours. This…

Abstract

Purpose

This paper aims to integrate existing thinking and provide new insights into the complexity of behaviours to improve understanding of the nature of these behaviours. This paper expands social marketing theory by introducing the MotivationOpportunity–Ability–Behaviour (MOAB) framework to assist in understanding the nature of social marketing behaviours by extending the MotivationOpportunity–Ability (MOA) framework.

Design/methodology/approach

This is a conceptual paper that proposes the MOAB framework to understand the complexity of behaviours.

Findings

This new tool will provide social marketers with an improved understanding of the differences between behaviours targeted by social marketers. Specifically, it provides a definition and application of complexity in social marketing that will facilitate the development of consumer insights and subsequent social marketing programs that more sufficiently account for the complexity of target behaviours.

Research limitations/implications

This proposed MOAB framework offers a foundation for future research to expand upon. Further research is recommended to empirically test the proposed framework.

Originality/value

This paper seeks to advance the theoretical base of social marketing by providing new insights to understand the nature of the behaviour in social marketing to assist social marketers to move beyond attempts to treat all behaviours as if they are the same.

Details

Journal of Social Marketing, vol. 6 no. 4
Type: Research Article
ISSN: 2042-6763

Keywords

To view the access options for this content please click here
Article
Publication date: 9 September 2013

Ming-Chang Huang, Ya-Ping Chiu and Ting-Chun Lu

Several studies have explored the relationships among the multiple dimensions of knowledge governance mechanisms (KGMs) and knowledge sharing. However, knowledge

Abstract

Purpose

Several studies have explored the relationships among the multiple dimensions of knowledge governance mechanisms (KGMs) and knowledge sharing. However, knowledge governance issues and knowledge transfer processes remain under-researched. The empirical results of the relationships among KGMs, motivations to share knowledge and knowledge sharing behavior remain inconsistent. This paper aims at re-examining the mediating effects of knowledge sharing motivations and knowledge sharing opportunities on the relationship between KGMs and knowledge sharing behavior of repatriates at multinational corporations.

Design/methodology/approach

Survey data were collected from 140 repatriates from 66 multinational companies that operated in five different geographic locations. Structural equation modelling was used to assess the research model.

Findings

The empirical results indicate the mediating roles of knowledge sharing motivation and opportunity in the relationship between KGMs and the knowledge sharing behavior of repatriates. Two sets of KGMs – formal and informal mechanisms – have significant influence on knowledge sharing motivation and opportunity.

Research limitations/implications

This investigation focuses on the functions of KGMs that facilitate the knowledge sharing behavior of repatriates. The contextual effects of task-level, firm-level, and external environmental characteristics on knowledge sharing may need further studies to substantiate.

Originality/value

This study argues that even when employees are encouraged and rewarded by extrinsic and intrinsic motivations to share knowledge, effective knowledge sharing would not necessarily be guaranteed. This paper offers a conceptual framework where knowledge sharing motivations and opportunities simultaneously play the mediating roles in a successful knowledge sharing. The framework associates KGMs with knowledge sharing behavior and echoes the growing acknowledgement of the need for additional research on micro-foundations of knowledge sharing to complement the macro research.

Details

Journal of Knowledge Management, vol. 17 no. 5
Type: Research Article
ISSN: 1367-3270

Keywords

To view the access options for this content please click here
Article
Publication date: 16 July 2019

Pooja Malik and Usha Lenka

The purpose of this paper is to investigate the impact of perceived abilities-motivation-opportunity (AMO framework) enhancing human resource management practices on…

Abstract

Purpose

The purpose of this paper is to investigate the impact of perceived abilities-motivation-opportunity (AMO framework) enhancing human resource management practices on destructive and constructive deviance through employee engagement.

Design/methodology/approach

Data were collected from 350 middle-level information technology employees. Structural equation modeling was applied to examine the proposed hypotheses.

Findings

Results revealed significant relationships between perceived AMO framework and destructive and constructive deviance, except for the relationship between perceived ability and destructive deviance. Furthermore, perceived AMO framework exhibited a significant positive relationship with employee engagement. Utilizing social exchange theory, results proposed partial mediation of employee engagement between perceived AMO framework and constructive and destructive deviance except for the relationship between perceived ability and destructive deviance, for which employee engagement exhibited full mediation.

Research limitations/implications

This study implies that contemporary organizations must take initiatives to enhance employee engagement through the implementation of abilities, motivation and opportunities-enhancing human resource management (HRM) practices (AMO framework). Results of the study infer that motivation-enhancing HRM practices contribute highest in generating employee engagement followed by opportunity and abilities-enhancing HRM practices.

Originality/value

This study empirically investigates the impact of HRM bundles on both destructive and constructive deviance. Additionally, this study explores the underlying mechanism between HRM bundles and workplace deviance by assessing the mediating role of employee engagement.

Details

International Journal of Manpower, vol. 40 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

1 – 10 of over 53000