Search results

1 – 10 of over 3000
Article
Publication date: 10 July 2017

Rocco Palumbo, Carmela Annarumma and Marco Musella

Patient empowerment has been variously depicted as a new paradigm inspiring the patient-provider relationship. To the authors’ knowledge, scholars have focused most of their…

Abstract

Purpose

Patient empowerment has been variously depicted as a new paradigm inspiring the patient-provider relationship. To the authors’ knowledge, scholars have focused most of their attention on patient enablement. Alternatively, the ability of health care organizations to establish a comfortable and co-creating partnership with the patients has been overlooked. In an attempt to fill this gap, the purpose of this paper is to delve into the meaningfulness of health care organizations, embracing the “organizational health literacy” perspective.

Design/methodology/approach

In line with the exploratory nature of this research, a multiple case study approach was taken. It concerned three large public hospitals operating within the Italian National Health Service. The meaningfulness of health care organizations was investigated drawing on the organizational health literacy construct.

Findings

The health care organizations were unaware of several crucial issues to improve their meaningfulness. Problematic organizational health literacy was found to prevent patient involvement and to negatively affect the quality of interaction between the patients and the health care professionals.

Practical implications

Inadequate organizational health literacy impoverishes the ability of health care organizations to empower the patients and to engage them in value co-creation. The institutional purposes of empowering the patients and involving them in the provision of care require tailored interventions intended to improve organizational meaningfulness.

Originality/value

This is one of the first attempts to examine the meaningfulness of health care organizations through the lenses of organizational health literacy. Both quality of care and health outcomes are expected to benefit from the enhancement of organizational health literacy.

Details

International Journal of Public Sector Management, vol. 30 no. 5
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 26 January 2023

Shafat Maqbool and Nazir A. Nazir

This study aims to empirically examine how corporate social responsibility (CSR) facilitates the employee's affective commitment in the hospitality sector.

Abstract

Purpose

This study aims to empirically examine how corporate social responsibility (CSR) facilitates the employee's affective commitment in the hospitality sector.

Design/methodology/approach

A total of 408 questionnaires were distributed among the employees of the selected 13 hotels in Delhi-National capital region (NCR). Structural equation modeling (SEM) was employed to test the proposed hypotheses.

Findings

The study results confirm that CSR has a positive influence on the employees' affective commitment. Further, this study demonstrates that CSR facilitates work meaningfulness and trust among employees and consequently enhances employees' commitment.

Originality/value

This study enhances the understanding of the CSR-affective commitment link in the hospitality sector. This will add a new perspective to the literature, especially in the context of micro-foundation factors of “work meaningfulness” and “organizational trust.”

Details

Journal of Economic and Administrative Sciences, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1026-4116

Keywords

Article
Publication date: 13 December 2021

Priyanka Aggarwal and Reetesh K. Singh

This paper aims to examine whether and how internal and external typologies of corporate social responsibility (CSR) and employees’ CSR participation (CSRP) differentially impact…

1178

Abstract

Purpose

This paper aims to examine whether and how internal and external typologies of corporate social responsibility (CSR) and employees’ CSR participation (CSRP) differentially impact organizational citizenship behavior (OCB) and turnover intentions (TI), mediated by meaningful work (MW) and affective commitment (AC) and moderated by CSR motive attributions.

Design/methodology/approach

Bootstrapped structural equation modeling using AMOS and mediation and moderation analysis using Hayes’ Process macro in SPSS are performed on a sample of 193 employees from diverse industries in India.

Findings

The CSR-work outcomes relationship is rather multifaceted. Internal CSR (ICSR) and CSRP directly promote the meaningfulness of work and AC. Further, all three kinds of CSR (ICSR, external CSR (ECSR) and CSRP) influence work behaviors (OCB and TI) sequentially via MW and AC. Intrinsic (extrinsic) CSR attributions strengthen (weaken) the positive effect of ECSR on MW. Nevertheless, the conditional indirect effects could not be established, warranting further investigation.

Practical implications

The management must elevate employees’ CSR awareness allowing them to partake in the planning and execution of CSR programs that are authentic, righteous and seamlessly unified with core business activities to nurture work meaningfulness and positive employee attitudes and behaviors.

Originality/value

This is the foremost study that involves a bibliometric analysis of employee-based CSR research and a systematic meta-analytic review of the relationship between CSR and meaningfulness from employees’ perspectives. The present study is novel as it divulges an integrative framework about how employees’ CSR perceptions, participation/volunteering and attributions collectively influence the work outcomes at three levels (namely, cognitive, attitudinal and behavioral), drawing on sensemaking, needs and justice-based views, social identity, social exchange and attribution theories. Thus, new nuances are added to extant micro-CSR literature.

Article
Publication date: 13 December 2022

Seerat Fatima and Muhammad Mubbashar Hassan

There is a growing array of literature that supports various implications of positive organizational psychology on workplace outcomes such as the positive work cultures. However…

Abstract

Purpose

There is a growing array of literature that supports various implications of positive organizational psychology on workplace outcomes such as the positive work cultures. However, lack of appropriate measuring instruments is halting the progress in this field. Laid down in this article are the conceptual and empirical perspective regarding a positive group culture, i.e. meaningful group culture (MGC) and elaboration of what MGC is and how to measure it. For this study, the MGC is defined as a culture of humane orientation and explained through five dimensions: ideology infused, caring for employees, pro diversity, helping and employee-centric organization identification. The purpose of this paper is to address this issue.

Design/methodology/approach

To further elucidate, development and validation of the MGC instrument was carried out in three phases. In the very first phase, content and face validity was assessed by experts. Following it, the second phase construct validity was undertaken through exploratory factor analysis of the results from the use of the instrument on a sample of 540 professionals. To end with, in the third phase, multilevel confirmatory analysis was conducted on an organizational sample of 397 individuals and 106 groups.

Findings

The results of the Multilevel Confirmatory Factor Analysis (MCFA) provided further evidence of confirmation that the extraction of five factors was appropriate, and reliability analysis showed the MGC to be both valid and reliable. Consequently, the applications of the tool to Human Resource Development (HRD) professionals are suggested.

Research limitations/implications

To broaden the coverage and enhance generalizability, the study focused on multi-sector convenient based sample.

Practical implications

HRD professionals can use it as a diagnostic tool for deeper exploration into systematic and organizational issues. The use of it can provide a window for addressing the developmental needs within the organizations.

Originality/value

This study is possibly one of the first to develop a psychometrically valid scale to measure higher order measure of a work group culture through multilevel assessment of the model.

Article
Publication date: 9 October 2020

Rocco Palumbo, Rosalba Manna and Mauro Cavallone

Telecommuting from home is back up on the agenda as a result of the unforeseen challenges brought by COVID-19. Working from home permits to avoid disruption in the ordinary…

5055

Abstract

Purpose

Telecommuting from home is back up on the agenda as a result of the unforeseen challenges brought by COVID-19. Working from home permits to avoid disruption in the ordinary functioning of educational institutions triggered by social distancing. However, home-based telecommuting may have some side effects on employees, especially in terms of work-life balance. Soft Total Quality Management (TQM) initiatives are needed to address these side effects. The article intends to shed light on these issues, providing some food for thought to scholars and practitioners.

Design/methodology/approach

Secondary data about the working conditions of 2,046 people employed in the education sector across Europe were investigated. A serial mediation analysis was designed to examine the direct and indirect implications of working from home on work-life balance.

Findings

The study suggests that home-based telecommuting may trigger work-to-life and life-to-work conflicts, due to the blurring of boundaries between work and everyday life. Soft tools, such as organizational meaningfulness (OM) and work-related well-being (WB), mediate the relationship between working from home (HW) and work-life conflicts (WLC), lessening the negative implications of working from home on work-life balance.

Practical implications

The design and the implementation of home-based telecommuting arrangements should include a special concern for soft TQM practices. Among others, OM and WB are likely to minimize the disruption of remote employees' jobs and interpersonal relationships. Failure to do so impairs the ability of home-based employees to make sense out of their working arrangements and to achieve a sustainable work-life balance.

Originality/value

This is one of the first attempts to illuminate the side effects of home-based telecommuting and to investigate the role of soft TQM in addressing these side effects.

Details

The TQM Journal, vol. 33 no. 4
Type: Research Article
ISSN: 1754-2731

Keywords

Article
Publication date: 28 April 2020

Seung-Hyun Han, Eunjung Grace Oh and Sung “Pil” Kang

Based on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees'…

3576

Abstract

Purpose

Based on the job characteristics theory (Oldham and Hackman, 2010), the authors highlighted the mediating role of job meaningfulness as a critical psychological state. Employees' positive perception of job meaningfulness could maximize organizational positive outcomes based on task orientation and trustful relationship-based satisfying behaviors. The purpose of this paper is to examine the structural relations among transformational leadership, job characteristics, job meaningfulness and task-related job performance. The conceptual model of this paper is developed based on the theoretical foundations for assessing mediating and moderating path relations among the exogenous and endogenous variables.

Design/methodology/approach

Based on the research questions with literature review, the research framework was developed to show the moderated mediating mechanism of the link between transformational leadership and in-role performance. Data analyses for hypothesis testing were conducted by Hayes' PROCESS macro-based hierarchical regression.

Findings

Understanding how organizations can optimally design a job based on job characteristics and helping employees maintain psychological states having meaningfulness and responsibility for outcomes are critical. This paper calls attention to how job characteristics and an individual's meaningfulness of work embedded in a given job play a role in influencing job performance.

Originality/value

This study provides a snapshot for examining the job characteristic model on the link between leadership and job performance. By using process analysis (Hayes, 2013), this study examined the moderating role of job characteristics and mediating role of meaningfulness at work in the link of leadership–performance.

Details

Leadership & Organization Development Journal, vol. 41 no. 4
Type: Research Article
ISSN: 0143-7739

Keywords

Article
Publication date: 6 August 2021

Rocco Palumbo, Giulia Flamini, Luca Gnan and Massimiliano Matteo Pellegrini

This study aims to shed light on the ambiguous effects of smart working (SW) on work meaningfulness. On the one hand, SW enables people to benefit from greater work flexibility…

Abstract

Purpose

This study aims to shed light on the ambiguous effects of smart working (SW) on work meaningfulness. On the one hand, SW enables people to benefit from greater work flexibility, advancing individual control over organizational activities. On the other hand, it may impair interpersonal exchanges at work, disrupting job meaningfulness. Hence, the implications of SW on work meaningfulness are investigated through the mediating role of interpersonal exchanges at work.

Design/methodology/approach

The authors investigate both the direct and indirect effects of SW on employees’ perceived meaningfulness at work. Secondary data come from the sixth European Working Conditions Survey. The study encompasses a sample of 30,932 employees. A mediation model based on ordinary least square regressions and bootstrap sampling is designed to obtain evidence of SW’s implications on meaningfulness at work through the mediating role of interpersonal relationships (IR).

Findings

The research findings suggest that SW triggers a positive sense of the significance of work. However, it negatively affects IR with peers and supervisors, entailing professional and spatial isolation. Impaired IR twists the positive implications of SW on organizational meaningfulness (OM), curtailing the employees’ sense of significance at work.

Practical implications

SW is a double-edged sword. It contributes to the enrichment of OM, enhancing the individual self-determination to shape the spatial context of work. However, its side effects on interpersonal exchanges generate a drift toward organizational meaninglessness. Tailored management interventions intended to sustain IR at work are needed to fit the design of SW arrangements to the employees’ evolving social needs.

Originality/value

The paper pushes forward what is currently known about the implications of SW on OM, examining them through the mediating role of IR at work.

Details

International Journal of Organizational Analysis, vol. 31 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 10 August 2020

Jieun You, Seonghye Kim, Keunho Kim, Ahro Cho and Wonsup Chang

Human resource development (HRD) research and practice mostly have focused on performance improvement although HRD fundamentally pursues human development as a whole. The purpose…

1603

Abstract

Purpose

Human resource development (HRD) research and practice mostly have focused on performance improvement although HRD fundamentally pursues human development as a whole. The purpose of this study is to conceptualize meaningful work in the context of HRD and provide implications for HRD research and practice.

Design/methodology/approach

This study reviewed the literature on topics such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed existing studies on meaningful work in HRD journals to investigate the current status of meaningful work research within the field of HRD. This study reviewed the related literature such as meaningful work, the meaning of work, workplace spirituality, the value of work and work as a calling, to understand the concept of meaningful work. In addition, this study reviewed the existing studies on meaningful work in HRD journals to investigate the current status of meaningful work research in HRD.

Findings

The findings of this study identified three main themes in conceptualizing meaningful work, namely, positivity; significance and purpose; and human fulfillment. The authors also suggest that the meaningful work discourse in HRD expands a research boundary of HRD and enables a holistic approach to HRD research and practice.

Research limitations/implications

For future research, the authors recommend that HRD research deepens its understanding of meaningful work and its related concepts. They also recommend studies pursuing empirical evidence to reveal the significance of meaningful work.

Originality/value

Given the limited studies on meaningful work in HRD and a lack of understanding of meaningful work, this study proposes a comprehensive understanding of meaningful work, especially within the HRD context. This study also suggests a holistic approach to HRD by stressing a humanistic perspective beyond the performance-oriented HRD.

Details

European Journal of Training and Development, vol. 45 no. 1
Type: Research Article
ISSN: 2046-9012

Keywords

Open Access
Article
Publication date: 16 November 2021

Md Karim Rabiul, Ahmad Edwin Mohamed, Ataul Karim Patwary, Tan Fee Yean and Siti Zaitun Osman

Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and…

5895

Abstract

Purpose

Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and employee engagement.

Design/methodology/approach

Through random sampling, 434 customer-contact frontline employees from five-star hotels in Malaysia participated in the cross-sectional survey.

Findings

The results produced by the Smart-PLS (partial least squares) indicate that HR practices positively and significantly influence employees' psychological states of safety, meaningfulness and availability. All these psychological states also exert positive influences on employee engagement (organisational and work engagement). Safety and availability mediate the links between HR practices and employee engagement, but not meaningfulness.

Practical implications

HR practices and employees' psychological states are necessary in ensuring positive employee outcomes and improving customer service provision.

Originality/value

The findings contribute to the further extension of self-concept theory and employee engagement by incorporating the mediating roles of employees' psychological states in the relationships between HR practices and employee engagement.

研究目的

以自我概念理論為依據,本研究擬評估僱員的心理狀態、如何在人力資源做法與員工敬業度之間的聯繫上起著仲介的效應。

研究方法

透過隨機抽樣法,434名在馬來西亞五星級酒店工作、接觸顧客的一線員工被選參與一個橫斷面調查。

研究結果

以SmartPLS (偏最小平方)取得的研究結果顯示、人力資源做法正面地影響著員工的安全感、工作給予的意義和感知的組織支援;而且,這些心理狀態,均會對員工的敬業度(對組織的自豪感及對工作的投入)起著正面的影響。另外,安全感和感知的組織支援在人力資源做法與員工敬業度之間的聯繫上、起著仲介之效應;唯工作給予的意義則沒有這個效應。

研究的原創性

研究結果進一步伸展了自我概念理論及員工敬業度方面的論述,這是由於本研究把員工心理狀態所扮演的中介角色,納入人力資源做法與員工敬業度的聯繫中。

研究給予的啓示

若要確保積極的員工成果及提供更佳的顧客服務,有效的人力資源做法和正面的員工心理狀態是不可或缺的。

Details

European Journal of Management and Business Economics, vol. 32 no. 2
Type: Research Article
ISSN: 2444-8451

Keywords

Article
Publication date: 24 October 2018

Richa Chaudhary and Anuja Akhouri

This study aims to explore how corporate social responsibility (CSR) perceptions foster employee creativity. Specifically, an attempt is made to investigate the intervening role…

2870

Abstract

Purpose

This study aims to explore how corporate social responsibility (CSR) perceptions foster employee creativity. Specifically, an attempt is made to investigate the intervening role of meaningfulness and work engagement to explain the above linkage.

Design/methodology/approach

The study sample consisted of 316 employees from different information technology firms in India. Ordinary least square regression procedures were used to test the study hypotheses with the help of SPSS Process macro.

Findings

Employees’ perceptions of CSR were found to show both direct and indirect effect on their creativity. Work engagement was found to partially mediate the relationship of perceived CSR and creativity. In addition, results supported the serial mediation model where CSR was found to exercise its influence on creativity via meaningfulness and work engagement in a sequential manner.

Practical implications

The findings suggest that being a good corporate citizen can pay employers in terms of enhanced employee engagement and creativity, which can provide competitive advantage to the organizations in this highly competitive business environment.

Originality/value

This study contributes to the understanding of micro-foundations of CSR by showing whether and how employees’ perceptions of CSR relate to various workplace outcomes. Further, by investigating the complex serial mediation process, it contributes to the extant literature by advancing the understanding of the underlying mechanisms through which CSR influences employee creativity.

Details

Social Responsibility Journal, vol. 15 no. 1
Type: Research Article
ISSN: 1747-1117

Keywords

1 – 10 of over 3000