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21 – 30 of 44Can Ererdi, Siqi Wang, Yasin Rofcanin and Mireia Las Heras
The goal of this study is to explore the consequences of flexibility i-deals in work and non-work domains of employees.
Abstract
Purpose
The goal of this study is to explore the consequences of flexibility i-deals in work and non-work domains of employees.
Design/methodology/approach
A matched supervisor–subordinate sample context drawn from a security organization in Chile (N = 3,624 subordinates matched with 107 supervisors) was used which is an unrepresented context in research on i-deals.
Findings
Results from multi-level analyses reveal that the interaction of performance motivation of subordinates and flexibility i-deals matters to performance motivation of subordinates. In turn, performance motivation reduces turnover intentions and work–family conflict of subordinates.
Research limitations/implications
The findings from multi-level structural equation modelling supported our hypotheses and offered interesting implications for the i-deals literature and practitioners. Our findings highlight (1) the importance of being performance driven to obtain flexibility i-deals and (2) the enabling role of performance-oriented supervisors.
Practical implications
Flexibility i-deals act as mechanism that translate the impact of performance motivation on key work and non-work outcomes and can be considered as important HR tools for employees and managers.
Originality/value
This research highlights the importance of performance motivation to obtain i-deals and emphasises that the motivation of supervisors is key to enable these deals. Furthermore, the context of this research, which is a security organisation, is important as research to date has been conducted in Western and corporate settings.
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Bhawna, Sanjeev Kumar Sharma and Prashant Kumar Gautam
This study intends to investigate how an employee's proactive personality and a supervisor's idiosyncratic deals (i-deals) relate to their subordinates' affective commitment (AC…
Abstract
Purpose
This study intends to investigate how an employee's proactive personality and a supervisor's idiosyncratic deals (i-deals) relate to their subordinates' affective commitment (AC) and occupational well-being (OWB), in light of the mediating role of subordinates' i-deals, using proactive motivation theory and the job demand–resource (JD-R) model as theoretical foundations.
Design/methodology/approach
The study consisted of 342 employees working in the hospitality industry. To examine the proposed model, the researchers used the structural equation modelling approach and bootstrapping method in AMOS.
Findings
The results affirmed the influence of subordinates' proactiveness on AC and OWB, but no direct influence of supervisors' prior i-deals on subordinates' AC and OWB was established. When investigating the mediational role of subordinates' i-deals, a partial mediation effect was found between subordinates' proactive personality with AC and OWB, whereas full mediation was established between supervisors' i-deals and subordinates' AC and OWB.
Practical implications
These findings shed light on how i-deals improve AC and OWB for both groups of supervisors and subordinates. In an era of increasing competition amongst organizations operating within the hospitality industry, i-deals serve as a human resource strategy to recruit, develop and retain talented individuals.
Originality/value
The novelty of this research lies in its specific investigation of the combined influence of proactive personality as an individual factor and supervisors' i-deals as an organizational factor on subordinates' i-deals within the context of the hospitality industry. Furthermore, it aims to analyse the potential impact of these factors on AC and OWB.
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Ilaria Setti, Paola Dordoni, Beatrice Piccoli, Massimo Bellotto and Piergiorgio Argentero
This paper aims at examining the relationship between proactive personality and training motivation among older workers (aged over 55 years) in a context characterized by the…
Abstract
Purpose
This paper aims at examining the relationship between proactive personality and training motivation among older workers (aged over 55 years) in a context characterized by the growing ageing of the global population. First, the authors hypothesized that proactive personality predicts the motivation to learn among older workers and that this relationship is mediated by goal orientation. In particular, the authors hypothesized that learning goal orientation may mediate the relationship between proactive personality and learning motivation.
Design/methodology/approach
The employees of an Italian bank completed an online questionnaire. AMOS 17 was used to carry out confirmatory factor analysis, and the SPSS macro was used to test the meditational model.
Findings
The results confirmed both the hypotheses, demonstrating the influence of proactive personality on training motivation of older workers, as mediated by goal orientation and, in particular, by learning goal orientation.
Practical implications
From an applicative point of view, this study may have implications for organizations that aim to increase the employability of older people by encouraging them to undertake more training. In particular, interventions aimed at increasing learning goal orientation could contribute in strengthening proactive personality that, in turn, may affect levels of training motivation.
Originality/value
Even if proactive personality has already been found as a predictor of learning motivation, to the best of the authors’ knowledge, the present study demonstrates that the relationship between proactive personality and training motivation is mediated by goal orientation among older workers.
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Wen Chang, James Busser and Anyu Liu
This study aims examine the impact of authentic leadership on the career satisfaction of hospitality employees through the lens of thriving. The two components of thriving, that…
Abstract
Purpose
This study aims examine the impact of authentic leadership on the career satisfaction of hospitality employees through the lens of thriving. The two components of thriving, that is, learning and vitality, are tested as mediators, and psychological contract fulfillment is tested as a boundary factor.
Design/methodology/approach
Data are collected using an online survey through the Qualtrics panel service in the USA. Structural equation modeling and an invariance test are conducted to investigate the framework.
Findings
The findings show that authentic leadership can determine career satisfaction through the influence of learning and vitality. Moreover, psychological contract fulfillment exerts a conditional effect on this mediation.
Practical implications
The findings of this study extend the understanding on authentic leadership and its impact under specific conditions. This study offers several meaningful recommendations to hospitality managers on how to influence employees’ career success to maintain sustainable performance. Detailed approaches include establishing practices for regular and authentic leadership development, increasing attention on employee thriving states and addressing employee psychological contracts.
Originality/value
This study enriches research on authentic leadership and career management in the hospitality industry. Moreover, this study provides meaningful insights by examining the relationships between authentic leadership, thriving, career satisfaction and psychological contracts.
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Jorgelina Marino, Guillermo E. Dabos, Andrea G. Rivero and Lucas Pujol-Cols
This study aims to examine the direct and indirect effects of self-efficacy, networking abilities and perceived employability on the negotiation of idiosyncratic deals (i-deals…
Abstract
Purpose
This study aims to examine the direct and indirect effects of self-efficacy, networking abilities and perceived employability on the negotiation of idiosyncratic deals (i-deals) between individual workers and their employers.
Design/methodology/approach
In total, 213 managerial professionals – a non-random sample – working for different small and medium-sized enterprises from several industries in Argentina were surveyed online. Hypotheses were tested using structural equation modeling.
Findings
The results revealed that self-efficacy and networking abilities exert an indirect effect on i-deal negotiation through perceived employability. Those individuals with higher levels of self-efficacy or greater networking abilities tend to develop more positive perceptions of their employability and, therefore, are more prompted to negotiate i-deals with their employers.
Research limitations/implications
This research sheds light on the dynamics underlying the relationship of employees' characteristics and skills with i-deal negotiation. Besides, it provides further evidence that individual bargaining has become widespread in professional employment contexts, above and beyond the collective labor agreements that prevail in most Latin American countries.
Practical implications
Self-efficacy and networking abilities can be relevant individual factors in understanding i-deal negotiation, given that both shape employees' perceptions of employability.
Originality/value
Although the impact of employee characteristics and skills on the idiosyncratic negotiation of employment terms has been broadly recognized, scholars have called for further exploration of the mechanisms underlying this relationship. By simultaneously investigating the impact of self-efficacy, networking abilities and perceived employability on i-deals, this study provides a more comprehensive understanding of how an individual's personal characteristics and skills facilitate the idiosyncratic negotiation of employment terms.
Objetivo
Este estudio examina los efectos directos e indirectos de la autoeficacia, las habilidades de networking y la empleabilidad percibida en la negociación de acuerdos idiosincráticos (i-deals) entre los empleados, en forma individual, y sus empleadores.
Diseño/metodología/enfoque
213 gerentes profesionales – muestra no aleatoria – que trabajaban en PyMEs pertenecientes a diversas industrias en Argentina completaron encuestas de modo online. Las hipótesis fueron testeadas utilizando modelos de ecuaciones estructurales.
Resultados
Los resultados revelaron que la autoeficacia y las habilidades de networking ejercen un efecto indirecto en la negociación de i-deals a través de la empleabilidad percibida. Aquellos individuos con niveles más altos de autoeficacia o mayores habilidades de networking tienden a desarrollar percepciones más positivas de su empleabilidad y, por lo tanto, están más dispuestos a negociar i-deals con sus empleadores.
Implicancias para la investigación
Esta investigación contribuye a dilucidar la dinámica que subyace la relación entre las características y habilidades de los empleados y la negociación de i-deals. Asimismo, provee una evidencia adicional de que la negociación individual se ha extendido en contextos de empleo de tipo profesional, más allá de las negociaciones colectivas de trabajo que prevalecen en la mayoría de los países de América Latina.
Implicancias prácticas
La autoeficacia y las habilidades de networking pueden ser factores individuales relevantes para comprender la negociación de i-deals, siendo que ambos moldean la propia percepción de empleabilidad del individuo.
Originalidad/valor
Aunque el impacto de las características y habilidades de los empleados en la negociación idiosincrática de los términos de empleo ha sido ampliamente reconocido en estudios anteriores, se ha planteado la necesidad de continuar examinando los mecanismos subyacentes a dicha relación. Al investigar simultáneamente el impacto de la autoeficacia, las habilidades de networking y la empleabilidad percibida en la negociación de i-deals, este estudio provee una comprensión más completa de cómo las características y habilidades personales del individuo facilitan la negociación idiosincrática de los términos de empleo.
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A. Thushel Jayaweera, Matthijs Bal, Katharina Chudzikowski and Simon de Jong
This paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of…
Abstract
Purpose
This paper contains a meta-analysis of the psychological contract literature published in the last two decades. The aim of this paper was to investigate the moderating role of national culture in the individual-level relationships between psychological contract breach (PCB) and two important work outcomes, namely job performance (in-role and organizational citizenship behaviors) and turnover (actual and intended).
Design/methodology/approach
After an extensive literature search, 134 studies were found which matched the authors’ aim. The authors then incorporated national cultural scores based on the GLOBE study to include country-level scores to identify how the PCB relationships with these four outcomes vary across cultures.
Findings
The findings indicate that national cultural practices moderated the associations between PCB and the four outcomes, yet, no significant moderations for uncertainty avoidance practices.
Originality/value
While existing research has examined the impact of the breach on work outcomes such as job performance and turnover, there are few empirical studies that examine how national cultural practices influence the relationships between psychological contract breach and job performance and turnover. The authors address this need by investigating and creating a deeper insight into how cultural practices such as institutional collectivism, performance-orientation, power-distance, future orientation and gender egalitarianism moderate the relationships between PCB and job performance and turnover.
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Through three dimensions of person–environment (PE) fit, namely person–job (PJ) fit, person–group (PG) fit and person–supervisor (PS) fit, this paper examines generational…
Abstract
Purpose
Through three dimensions of person–environment (PE) fit, namely person–job (PJ) fit, person–group (PG) fit and person–supervisor (PS) fit, this paper examines generational differences on which dimension is more important to explain Baby Boomers', Generation X's and Generation Y's satisfaction with work.
Design/methodology/approach
Gathered from a sample of 1,065 employees in the province of Québec, Canada, data were analyzed through one-way ANOVA and structural equation modeling.
Findings
The findings suggest that Generation X scored lower on satisfaction with work, that there is a difference in the level of PG fit and PS fit between the generations, and that PJ fit explains satisfaction with work for all generations, while PG fit is significant only for Generation Y employees.
Practical implications
This paper sheds light on the importance for practitioners, when implementing human resource (HR) policies and strategies aiming to increase satisfaction with work, of prioritizing PJ fit and to consider PG fit for Generation Y members.
Originality/value
This research provides a meaningful contribution to current knowledge on generational diversity in the workplace and its impact on managerial practices by examining different levels of satisfaction with work and of PJ, PG and PS fit for three generations and the importance of each type of fit in explaining satisfaction with work for theses generations.
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Thushel Jayaweera, Matthijs Bal, Katharina Chudzikowski and Simon de Jong
The purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship.
Abstract
Purpose
The purpose of this paper is to explore the macroeconomic factors that may moderate the psychological contract breach (PCB) and work outcome relationship.
Design/methodology/approach
This study conducted a meta-analysis based on data from 134 studies.
Findings
The study revealed that the inflation rate and the unemployment rate of a country moderated the association among employee PCB, job performance and turnover.
Research limitations/implications
The availability of more detailed macroeconomic data against the PCB and outcome relationship for other countries and studies examining the impact of micro-economic data for PCB and outcome relationship would provide a better understanding of the context.
Practical implications
The authors believe that the results highlight the importance of the national economy since it impacts individual outcomes following a breach.
Social implications
Employment policies to capture the impact of macroeconomic circumstances as discussed.
Originality/value
One of the valuable contributions made by this paper is that the authors capture the current accumulative knowledge regarding the breach and performance and breach and turnover relationship. Second, the study examines how the inflation rate and unemployment rate could moderate the association between PCB and job performance and turnover.
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Nitya Rani and Anand A. Samuel
The purpose of this paper is to examine the generational differences in the relationship between Person–Organization (P-O) fit of prosocial identity and affective commitment.
Abstract
Purpose
The purpose of this paper is to examine the generational differences in the relationship between Person–Organization (P-O) fit of prosocial identity and affective commitment.
Design/methodology/approach
A moderated polynomial regression was used to examine the generational differences in the relationship between P-O fit of prosocial identity and affective commitment.
Findings
Organizational prosocial identity was found to be strongly correlated to affective commitment of employees. Generational differences existed among the employees in affective commitment and perception of organizational prosocial identity with Gen Y employees showing lower affective commitment and lower perception of organizational prosocial identity than older employees. P-O fit of prosocial identity had a significant relationship with affective commitment only for Gen Y employees. Gen Y employees had highest affective commitment when both individual and organizational prosocial identity were high vs when both were low.
Research limitations/implications
This study extends the research on P-O fit by examining the fit of a new dimension – prosocial identity. Further, by examining differences in this relationship for members of each generation, this paper also extends the research on generational theory.
Practical implications
The results of this study provide important input to managers who seek to increase the affective commitment of the “job hopping” Gen Y employees. The P-O fit of prosocial identity may present an important way of improving affective commitment for this generation of employees.
Originality/value
This study is one of the first to examine P-O fit of prosocial identity in India. It is also one of the first to examine this relationship in the context of a multigenerational workforce.
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