Search results

1 – 10 of over 11000
Book part
Publication date: 4 October 2022

Dishi Hu and In-Sue Oh

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR

Abstract

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR attributions has made progress toward understanding the relationship between HR practices and employee outcomes from a process perspective. However, this research is still fragmented and lacks a systematic typology of the different types of HR attributions and a compelling organizing research framework. Furthermore, a number of research gaps and opportunities have emerged regarding the nomological net of employee HR attributions. To address the gaps and capitalize on the opportunities, the authors propose an overarching theory-driven multi-level framework that guides the choice of the antecedents and outcomes of employee HR attributions and explains their relationships along with both mediating and moderating mechanisms. Drawing on signaling theory embedded in the proposed framework, the authors identify and categorize various antecedents of employee HR attributions to explain their relationships. The authors also use several additional theories such as social exchange and the job demands–resources model included in their review to identify and categorize various outcomes of employee HR attributions across levels of analysis (i.e., individual, collective [team/group/unit], organization) and explain their relationships. In addition, the proposed framework explains how individual-level employee HR attributions emerge at the collective level and influence collective processes and outcomes. The authors end their review by pinpointing future research needs and discussing related future research directions.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Keywords

Book part
Publication date: 14 November 2003

Linda D Molm

While classical exchange theorists excluded bargaining from the scope of their theories, most contemporary theorists have done the opposite, concentrating exclusively on…

Abstract

While classical exchange theorists excluded bargaining from the scope of their theories, most contemporary theorists have done the opposite, concentrating exclusively on negotiated exchanges with binding agreements. This chapter describes the theoretical logic and empirical results of a new program of research comparing the effects of reciprocal and negotiated forms of exchange. As the work shows, fundamental differences between the two forms of exchange affect many of the processes addressed by current theories. Reciprocal exchanges produce weaker power use, greater feelings of trust and affective commitment, and stronger perceptions of the partner’s fairness than equivalent negotiated exchanges. I discuss the implications of this work for theories of exchange and social interaction, and outline future directions for the next phase of the research program.

Details

Power and Status
Type: Book
ISBN: 978-0-76231-030-2

Book part
Publication date: 17 December 2008

Jessica L. Collett

Since its inception in the 1970s, procedural justice has taken center stage in research on the outcomes of alternative dispute resolution. Such perceptions of procedural fairness…

Abstract

Since its inception in the 1970s, procedural justice has taken center stage in research on the outcomes of alternative dispute resolution. Such perceptions of procedural fairness, while important, are fairly transient whereas relationships between disputants endure. In the following chapter I argue that more research should explore the relational outcomes of dispute resolution, highlighting relevant insight from social exchange and organizational behavior on affect, attribution, and conflict. In discussing how each can add to the study of alternative dispute resolution, a paradox emerges – arbitration may be better for ongoing relationships than mediation, although the latter is considered more procedurally just.

Details

Justice
Type: Book
ISBN: 978-1-84855-104-6

Book part
Publication date: 7 June 2010

David M. Mayer and Maribeth Kuenzi

Purpose – This chapter highlights that we do not know why justice climate is related to various unit outcomes and proposes a number of mechanisms.Design/methodology/approach …

Abstract

Purpose – This chapter highlights that we do not know why justice climate is related to various unit outcomes and proposes a number of mechanisms.

Design/methodology/approach – This chapter draws on the extant literature on justice climate, organizational climate, and a number of theories to link justice climate to unit outcomes.

Findings – We have little understanding of the mechanisms linking justice climate to unit outcomes and it is important to consider various mechanisms.

Research limitations/implications – The primary limitation of this chapter is that although we present several ideas for future research, we do not provide any new empirical findings. The primary implications have to do with specifying the theoretical mechanisms responsible for the effects of justice climate on unit outcomes.

Originality/value – The novel aspect of this chapter is that it questions why justice climate is related to several disparate outcomes and tries to take a theoretical approach to uncover the mechanisms.

Details

Fairness and Groups
Type: Book
ISBN: 978-0-85724-162-7

Book part
Publication date: 14 November 2003

M.A.L.M van Assen

In this study negotiated exchange under the 1-exchange rule is considered in the whole population of 142,660 exchange networks up to size 9. A review shows that 51 of these…

Abstract

In this study negotiated exchange under the 1-exchange rule is considered in the whole population of 142,660 exchange networks up to size 9. A review shows that 51 of these networks have been studied in the literature. Predictions for the whole population of networks are derived by parsimonious versions of power-dependence and exchange-resistance theory. All but 301 networks are classified similarly as equal, weak, or strong power networks by the power-dependence and exchange-resistance theory. Only 4% of the networks is classified as a strong power network, as opposed to the 43% of the networks studied in the literature.

Details

Power and Status
Type: Book
ISBN: 978-0-76231-030-2

Book part
Publication date: 11 August 2014

Joseph Berger and M. Hamit Fişek

The Spread of Status Value theory describes how new diffuse status characteristics can arise out of the association of initially non-valued characteristics to existing status…

Abstract

Purpose

The Spread of Status Value theory describes how new diffuse status characteristics can arise out of the association of initially non-valued characteristics to existing status characteristics that are already well-established in a society. Our objective is to extend this theory so that it describes how still other status elements, which have become of interest to researchers such as “status objects” (Thye, 2000) and “valued roles” (Fişek, Berger, & Norman, 1995), can also be socially created.

Design/methodology/approach

Our approach involves reviewing research that is relevant to the Spread of Status Value theory, and in introducing concepts and assumptions that are applicable to status objects and valued roles.

Findings

Our major results are an elaborated theory that describes the construction of status objects and valued roles, a graphic representation of one set of conditions in which this creation process is predicted to occur, and a design for a further empirical test of the Spread of Status Value theory. This extension has social implications. It opens up the possibility of creating social interventions that involve status objects and valued roles to ameliorate dysfunctional social situations.

Originality/value

Our elaborated theory enables us to understand for the first time how different types of status valued elements can, under appropriate conditions, be socially created or socially modified as a result of the operation of what are fundamentally similar processes.

Book part
Publication date: 1 February 2023

Anja Špoljarić and Dejan Verčič

Organisations have recently become more aware of the importance of their employees and their contributions to organisational success (Bakker and Schaufeli, 2008). Employee…

Abstract

Organisations have recently become more aware of the importance of their employees and their contributions to organisational success (Bakker and Schaufeli, 2008). Employee engagement is one of the contributors that has been recognised to have several positive outcomes for organisations. This study was conducted in order to explore how different employee-related concepts affect employee engagement. Its purpose was to determine whether internal communication can influence employee engagement by insuring employees perceive a fulfilled psychological contract, as well as adequate organisational support. A total of 3,457 employees from 26 different organisations completed a survey that measured internal communication satisfaction, employee engagement, level of psychological fulfilment and perceived organisational support. To test the relationship between these variables, mediation analysis was conducted. Two research models with internal communication satisfaction as a mediator between the relationship of psychological contract fulfilment and engagement, and perceived organisational support and engagement were tested. The results show that internal communication satisfaction is a significant mediator of both the relationship of psychological contract fulfilment and engagement, as well as the relationship between perceived organisational support and engagement. This indicates that internal communication could be used in order to manage psychological contract fulfilment and perceived organisational support with the intent of increasing employee engagement, and consequently, overall organisational performance.

Details

(Re)discovering the Human Element in Public Relations and Communication Management in Unpredictable Times
Type: Book
ISBN: 978-1-80382-898-5

Keywords

Content available
Book part
Publication date: 4 October 2022

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80455-046-5

Book part
Publication date: 21 May 2021

Ahmad Aljarah and Pelin Bayram

Purpose: The purpose of this study is to explore the role of internal branding (IB) in fostering branding citizenship behavior in the hospitality context as well as the mechanisms…

Abstract

Purpose: The purpose of this study is to explore the role of internal branding (IB) in fostering branding citizenship behavior in the hospitality context as well as the mechanisms underlying the relationship.

Design/methodology/approach: This study obtained empirical evidence from 377 hotel employees in North Cyprus.

Findings: Our findings support the positive relationship between IB and brand citizenship behavior (BCB). The evidence was found for a dual and sequential mediating role of brand trust and brand commitment. Moreover, the organizational climate serviced as a moderator to influence the positive relationships between IB and BCB.

Practical implication: This study has shown that employees are rewarding firms involved in IB initiatives in the form of BCB – directly and indirectly –through trust and commitment. This finding can advance managers’ understanding, enabling them to better manage their IB initiatives to achieve the most effective outcomes.

Originality/value: The research advances convergence between IB and BCB research streams, which has been under-explored in the tourism context. Besides, it extends the IB and brand citizenship literature through a novel dual and sequential mediation mechanism and organizational climate as a novel moderator.

Details

New Challenges for Future Sustainability and Wellbeing
Type: Book
ISBN: 978-1-80043-969-6

Keywords

Book part
Publication date: 28 October 2021

Sakthi Mahenthiran, Robert Mackoy and Jane L. Y. Terpstra-Tong

This study examines how budgetary support (BS), teamwork, and organizational commitment to employees (OCE) affect firm performance across two countries, Malaysia and the United…

Abstract

This study examines how budgetary support (BS), teamwork, and organizational commitment to employees (OCE) affect firm performance across two countries, Malaysia and the United States. By surveying senior managers of 165 small and medium enterprises, this study finds that teamwork and BS each has a direct effect on OCE and firm performance. Further, results indicate that OCE mediates the relationship between BS, teamwork, and firm performance. In Malaysia, but not in the United States, we find that teamwork affects performance directly. In the United States, but not in Malaysia, we find that BS affects performance, and there is an interaction effect between BS and management influence. We attribute the effects to the different national cultures and social-exchange relations and highlight the contributions to the budgeting research, organizational commitment literature, and to practice.

1 – 10 of over 11000