Search results

This study aims to examine the role of knowledge-sharing behaviors within the relationships between high-performance work systems (HPWS) and feeling trusted in work engagement.

The sample consisted from 107 employees working in financial services companies in Jakarta, Indonesia, who underwent an acquisition process. In this study, structural equation modeling (SEM) was used to examine the associations between HPWS and feelings of confidence in job commitment. In addition, the Sobel test was used to test the mediation effect of knowledge-sharing behavior.

This study found that HPWS have a positive relationship with work engagement and knowledge-sharing behaviors. Accordingly, the feeling trusted by supervisors has a positive, non-significant impact on knowledge-sharing behavior. Conversely, the feeling trusted by supervisors has a negative, non-significant impact on work engagement. Finally, this study also found that knowledge sharing does not lead to HPWS and feeling trusted does not improve work engagement.

Although this study was conducted in a multicultural country, the analysis of cultural aspects is insufficient analysis. Therefore, future research should consider the cultural aspects to further this form of research.

Organizations should note that human resource management practices through HPWS play an important role in improving positive employee outcomes. In addition, companies through managers should manage their relationships with subordinates to optimize work engagement.

Financial services companies not only conduct a financial business, but also an information business. This paper is one of the quantitative studies that examines the work engagement of employees from financial companies that have gone through an acquisition process.

This study aims to investigate the relationships between high-performance work systems (HPWS) on knowledge-sharing behavior (KSB) among Indonesian employees through the mediating role of feeling trusted (FT) and moderating role of generational differences (GD).

Sample were collected from 278 employees working in the Indonesian financial companies. This research used structural equation modeling to investigate the associations of HPWS and KSB. Furthermore, Sobel Test was applicated to test the mediation effect of FT. Finally, Hayes PROCESS was used to test the moderation impact of GD.

The empirical results revealed that HPWS positively impact FT and KSB. Hereafter, FT also positively impacts KSB and then succeeds to mediate the relationships between HPWS and KSB. Finally, GD were failed to moderate the relationships between HPWS and KSB.

To the best of the authors’ knowledge, this study is one of the few studies that illustrate the roles of GD between the relationships between HPWS and KSB.

This paper aims to examine the effect of job motivation and commitment on organizational citizenship behavior (OCB) of Indonesian and Malaysian employees. Organizational and national cultures are introduced as moderators and OCB as a mediator to investigate their relationships in the context of job performance.

The sample was drawn from employees using a purposive sampling method. A total of 264 valid questionnaires were obtained from employees. The data were analyzed using regression analysis.

The results show that job commitment and job motivation positively affect OCB in Indonesia but not Malaysia. The results also reveal that job motivation affects OCB in both countries. In Indonesia, organizational culture and national culture partially moderate the influence of job commitment and motivation on OCB, except the commitment to the organization's culture. However, roles of these moderators in job commitment and motivation are not evident in Malaysia. The result of this study also shows that OCB affects performance in Malaysia but not Indonesia.

The results of this study can be used to explore Indonesian and Malaysian employees. Although the culture of these two countries is originated from the same roots which cause many similarities among them, there are differences in terms of OCB and employee’s performance that can affect organizational performance and also ways in dealing business with Indonesian and Malaysian companies.

This study is one of the first studies to examine cross-cultural dimensions in two Southeast Asian countries. The findings contribute to the current OCB literature by confirming the roles of OCB and culture in the effects of job motivation and commitment on job performance.

The purpose of this paper is to understand the dynamics of inclusive approaches to housing development programs directed at supporting low-income communities.

This study uses a mixed-methods approach by employing a combination of case study and survey methods, whereby the development process is studied through qualitative approaches and specific determinant comparisons of quantitative Z-tests. This study provides data from key informants: end-users (ten occupants), leaders of community-based organizations (2), and supporting non-governmental organizations (2).

These results indicate that an inclusive approach is more likely be able to provide low-income households with access to a variety of key resources that are identified as housing development priorities, particularly when compared with the supply-side approaches currently being promoted.

This study helps to encourage policymakers to think about more targeted and facilitative processes to meet the needs of public housing in Indonesia, a challenge that has resulted in ironic effects, and has not met the important challenges in providing access that is adequate for the people of Indonesia.

The current study provides data that provide evidence of positive value of inclusive approach to response the equitable issues in housing provision, particularly in Indonesia.

Introduction: Many organisations nowadays use artificial intelligence (AI) in human resource (HR) activities like talent acquisition, onboarding of new employees, learning and development, succession planning, retention of employees, and automation of administrative tasks. When AI is integrated with HR practices, it helps HR personnel to focus more on the strategic aspects of the HR function and relieve them from routine HR activities.

Purpose: The readiness of employees to accept any change depends on organisational facilitation to change, employee willingness to accept the change, the requirement for change, situational factors, etc. This research studies the factors influencing employees’ change readiness towards acceptance of AI in HR practices. The researchers also strive to develop a conceptual technology adoption model for AI in HR practices by studying the earlier models. Finally, the research explores the acceptance of AI by various service sector employees and identifies whether there is any difference in their acceptance of AI based on demographic variables.

Methodology: A conceptual framework was derived using a combination of previous models, including the Technology Readiness Index (TRI), Change Readiness Scale, Technology Acceptance Model (TAM), Technology, Organization, and Environment (TOE) model, and change readiness scale. A structured questionnaire was designed and distributed to 228 respondents from the service sector based on the conceptual framework. An exploratory factor analysis (EFA) was used to determine the elements that influence employees’ level of change readiness.

Findings: The exploratory results on data collected from 228 respondents show that the model can be used for further research if a confirmatory factor analysis and validity and reliability test are performed. Employees are aware of AI and how it is used in HR practices, based on the study results. Moreover, while most respondents favour using AI in their company’s HR practices, they are wary of some aspects of AI.

Despite several similarities, Generation Z in Indonesia has specific characteristics that might differentiate them from their colleagues from other countries. Socio-cultural factors such as national values shape their behaviours in many aspects of their life. Specific significant life events in Indonesia such as inhumanity among minorities and damaging natural disasters are also believed to contribute to the development of the specific characteristics of Generation Z in this country. The aim of this chapter is to describe these characteristics as well as the behaviours of Generation Z in personal and professional contexts, including their consumer behaviours. Based on literature and publications related to the topic, it can be seen that people from this generation are realistic but confident with their abilities, especially in using technologies. However, there is a need for social interaction, especially with experts such as their superordinates particularly during difficult times. These characteristics will lead to specific behaviours from Generation Z in Indonesia.

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

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

For organizations to remain competitive, knowledge-sharing among employees is vital. Use of high-performance work systems can help to increase such behaviors that become likelier still when employees feel they are trusted by management and the firm.

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.

As a result of diminishing numbers of women in executive leadership portfolios, the study sought to glean underlying reasons in the light of supportive legislation in South Africa supporting gender development in the workplace. A qualitative study was conducted within a South African business context to explore the notions and perceptions that fracture gendered leadership. The lived experience narratives were analyzed into themes, with a systematic review of existing scientific academic literature. The study was dominated by two concepts, as the paradox of black girl magic and the queen bee syndrome among black women in leadership were reported by the different narratives. The contradictions that each of these concepts represents provides the structural inequities experienced by black women in business. Of prominence in the findings was the alignment of women to the boys’ network, irrespective of whether in a leadership role or not. The study is underpinned primarily by the theory of intersectionality which contextualizes the intersections of race and gender aligned to the structural inequities and the social constructions of reality. This will be intensified by Bordieu's theory of masculine domination which exposes the underlying enigmas of the unholy alliance with the boys’ network. A clear distinction is analyzed with the exploration of black girl magic which alludes to the positive attributes that black women can bring into leadership roles, but their success and manner of leading is mangled with the negative aspects of the queen bee syndrome which entrench further subjugation of women.

Based on the referent cognitions theory (RCT), individuals compare their outcomes to a given reference point. The purpose of this study is to investigate the effect of centrality bias in subjective performance evaluation on two employees’ work behaviors; willingness to exert work effort and retaliation intention.

A 2  ×  2 × 2 between-subject real-effort task experiment was conducted on 162 Accounting and Management students. Centrality bias and level of task difficulty were each manipulated into two groups. Meanwhile, the level of performance was divided based on the average score of the real-effort task.

The experimental data were examined using MANOVA and PROCESS macro regression. It reveals that centrality bias negatively affects willingness to exert work effort through perceived procedural fairness and positively affects retaliation intention. These findings align with the RCT in explaining the perceived procedural fairness psychological mechanism and the work behavior resulting from an unfair evaluation procedure.

This study is the first of its kind to investigate the effect of centrality bias in subjective performance evaluation on positive and negative employee behaviors concurrently, which refers to the real-effort experimental task. The study demonstrates the significant impact of centrality bias on unwillingness to exert effort and adverse behavior.

A boundaryless career perspective suggests that career competencies are essential for employees who wish to advance their careers in high uncertainty. This study aims to propose an integrated conceptual model for career competencies to provide insights for employees and organizations by identifying what and how one can prepare and provide support for career development in an uncertain and complex work environment.

The integrated literature reviewed was adapted to provide a conceptual model for career competencies. All 77 studies were reviewed, guided by the intelligent career theory (ICT) and social cognitive career theory (SCCT).

The mechanisms of career competency development were examined through the interrelationship between three types of knowing; knowing-why, knowing-whom and knowing-how. Career competencies can be considered a developmental process, therefore, they could develop through various interventions and accumulate over time. Especially the results indicate that learning is an essential component of career competencies, as it increases self-efficacy and promotes a desire to achieve positive career outcomes.

This study provided a conceptual model, explored the mechanisms of career competency development and considered how career competencies influence career outcomes. Furthermore, it identified the context of the construct of career competencies by integrating the SCCT and ICT. Finally, it showed the inadequacy of existing research on negative factors of career competency outcomes and recommended further research to broaden the general context of career competency studies.