Search results

1 – 10 of 15
Click here to view access options
Article
Publication date: 15 February 2021

Andres Salas-Vallina, Susana Pasamar and Mario J. Donate

The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical…

Downloads
1568

Abstract

Purpose

The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.

Design/methodology/approach

Using the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.

Findings

Results provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.

Originality/value

Building on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.

Details

Employee Relations: The International Journal, vol. 43 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Click here to view access options
Article
Publication date: 22 July 2019

Macarena López-Fernández and Susana Pasamar

The purpose of this paper is to examine why companies are placing increasing importance on implementing occupational health and safety (OHS) practices, and to analyse…

Abstract

Purpose

The purpose of this paper is to examine why companies are placing increasing importance on implementing occupational health and safety (OHS) practices, and to analyse their reasons for adopting these practices. Specifically, it is asked whether OHS practices are introduced as a result of coercive pressures. The different ways companies respond to these pressures is also explored.

Design/methodology/approach

A quantitative data analysis technique was used to analyse the relationship between the reasons for implementing OHS in a sample of 3,005 Spanish firms, using the responses to a survey from the Institute for the Prevention of Risk at Work.

Findings

The results revealed three different groups of companies in terms of their reasons for implementing OHS practices; it was also found that employer involvement in OHS is higher when the main reason for implementing OHS practices is a real concern to improve working conditions, not simply coercive pressures.

Practical implications

The results of the study demonstrate the importance of moving from reactive to proactive management. Practitioners should consider employees’ health and safety not only in terms of an institutional pressure, but as a part of their social responsibility and integral to their business practice. Public administration should work to reward positive behaviours and not only punish noncompliance.

Originality/value

This paper contributes to a better understanding of the reasons to implement OHS in an early stage of institutionalisation of these practices, providing an empirical analysis of the reasons behind employer involvement. This paper is highly relevant for researchers, governments and practitioners.

Details

Employee Relations: The International Journal, vol. 41 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Click here to view access options
Article
Publication date: 4 March 2020

Susana Pasamar, Karen Johnston and Jagriti Tanwar

This paper aims to further the understanding about the relationship between work–life conflict and possible barriers to career progression due to the perception of…

Abstract

Purpose

This paper aims to further the understanding about the relationship between work–life conflict and possible barriers to career progression due to the perception of anticipated work–life conflict, considering the unbounded nature of academic work through features such as its intensity, flexibility and perception of organizational support.

Design/methodology/approach

The model was tested using survey data from academics in a public university in the south of Spain. Hierarchical regression analyses were used to test the hypotheses.

Findings

The results reveal that current work–life conflict, job intensity and perception of support have a direct effect on the anticipation of work–life conflict in the event of progression in academic careers. The flexibility that academics enjoy is not sufficient to prevent the expected conflict. Academics' age is relevant, but gender or having childcare responsibilities have no significant effect of the anticipation of conflict.

Research limitations/implications

This study addresses the gap in the literature on anticipated work–life conflict, expanding the focus to nonfamily commitments in unbounded jobs such as academic posts. The authors are not aware of any other study that focuses on the anticipation of work–life conflict in the case of career advancement among current employees with professional experience or accurate knowledge of what job they will be doing instead of students. Work–life balance should not be restricted to women with caring responsibilities, as conflict is no longer only related to gender roles.

Originality/value

This paper not only explores existing work–life conflict but also empirically analyzes anticipated work–life conflict in unbounded careers such as academia. It represents a significant contribution in an underresearched field and may lead to future research in other settings.

Details

Employee Relations: The International Journal, vol. 42 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

Click here to view access options
Article
Publication date: 11 December 2019

Rafael Morales-Sánchez and Susana Pasamar

The purpose of this paper is to explore the relationship between the ability, motivation and opportunity model, and organisational citizenship behaviour (OCB) as a result…

Downloads
1007

Abstract

Purpose

The purpose of this paper is to explore the relationship between the ability, motivation and opportunity model, and organisational citizenship behaviour (OCB) as a result variable, using the perceived organisational support (POS) as a moderator of this relationship.

Design/methodology/approach

The hypotheses developed here are tested using data from a sample of Spanish firms belonging to two industries: finance and hotels. These sectors were selected due to the serious impact the recent financial crisis had on them, and because they may benefit from extra-role behaviours.

Findings

The results reveal that ability and motivation significantly influence the level of OCB. POS also has a notable direct effect on OCB, as well as moderating in the relationship between opportunity and OCB.

Originality/value

The study’s findings have some important lessons for practitioners and researchers with an interest in OCB, showing how to improve these extra-role behaviours, which can be so necessary in this post-crisis context.

Details

Employee Relations: The International Journal, vol. 42 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Open Access
Article
Publication date: 12 February 2019

Susana Pasamar, Mirta Diaz-Fernandez and Ma Dolores de la Rosa-Navarro

There is some research showing that leadership behaviors could be important antecedents to learning, but knowledge is scarce on the impact of which leadership styles…

Downloads
8035

Abstract

Purpose

There is some research showing that leadership behaviors could be important antecedents to learning, but knowledge is scarce on the impact of which leadership styles support exploitative and explorative learning. The purpose of this paper is to hypothesize that transformational leadership – more concerned with innovation – will encourage generalist human capital (HC), while transactional leadership – more focused on the efficiency of existing operations – will promote specialist HC.

Design/methodology/approach

To test the hypotheses, the authors adopt a structural ambidexterity approach as the authors consider that organizations need units working on both types of learning.

Findings

The results show the versatile role of transformational leaders, who are able to promote both types of HC and, in turn, both types of organizational learning. The authors have also found that marketing departments are more willing to explore than production departments.

Originality/value

This study highlights the relevance of considering the department as a unit of analysis (structural ambidexterity approach), the significant role of transformational leaders in organizational learning and the mediating role of HC.

Details

European Journal of Management and Business Economics, vol. 28 no. 1
Type: Research Article
ISSN: 2444-8494

Keywords

Click here to view access options
Article
Publication date: 11 November 2013

Susana Pasamar and Ramón Valle Cabrera

The purpose of this paper is to analyse perceptions of institutional pressures on employers to improve the work-life balance in challenging environments with difficult…

Downloads
5480

Abstract

Purpose

The purpose of this paper is to analyse perceptions of institutional pressures on employers to improve the work-life balance in challenging environments with difficult financial and economic conditions and to classify organisations according to these perceptions.

Design/methodology/approach

Using survey data from 146 Spanish private firms in different industries, the cluster analysis was conducted.

Findings

The analysis clearly shows the existence of three different groups of companies according to their perception of coercive, mimetic and normative pressures, and the different characteristics of the groups. The perceptions of institutional pressures determine the stance of the company with regard to work-life balance.

Research limitations/implications

Despite the changing economic context, it seems important to analyse the existence of environmental pressures to encourage work-life balance.

Social implications

Spain still has a long way to go in the diffusion of work-life practices.

Originality/value

This paper explores the institutional pressures on employers to improve work-life balance in a crisis context, and in a non-Anglo-Saxon country, showing that companies pay attention to the dynamics of the environment in which the company operates, and do not only consider economic reasons.

Details

International Journal of Manpower, vol. 34 no. 8
Type: Research Article
ISSN: 0143-7720

Keywords

Click here to view access options
Book part
Publication date: 5 November 2021

Eva Rimbau-Gilabert and Susana Pasamar

Abstract

Details

New Directions in the Future of Work
Type: Book
ISBN: 978-1-80071-298-0

Click here to view access options
Article
Publication date: 7 September 2015

Susana Pasamar

The purpose of this paper is to explore the relationship between the availability and the real use of work-life (WL) benefits by employees. Most research focuses on…

Downloads
1736

Abstract

Purpose

The purpose of this paper is to explore the relationship between the availability and the real use of work-life (WL) benefits by employees. Most research focuses on adoption, and some studies have analysed the levels of use. However, it is yet to be explained why some firms offer formal WL benefits, which ultimately are not used by employees.

Design/methodology/approach

The hypotheses developed here are tested using data from a sample of 146 Spanish private firms, which is very relevant because findings from research developed in Anglo-Saxon contexts cannot necessarily be extended elsewhere.

Findings

The results reveal that availability significantly influences the level of use of WL programmes. Both the proportion of women employees in the organization and the formalization of the WL balance culture moderate the relationship between availability and use.

Practical implications

These findings hold lessons for practitioners and researchers interested in WL balance and its actual diffusion among employees. Practitioners should consider WL balance in an unrestrictive way, thinking about different kinds of employees and not only women with caring responsibilities. The mere provision of benefits to a small part of the workforce does not guarantee any of the positive outcomes related to WL balance.

Originality/value

Aside from exploring the availability-use gap, this research was conducted in a non-Anglo-Saxon context.

Details

Personnel Review, vol. 44 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Click here to view access options
Book part
Publication date: 5 November 2021

Abstract

Details

New Directions in the Future of Work
Type: Book
ISBN: 978-1-80071-298-0

Content available
Article
Publication date: 6 February 2017

Abstract

Details

Personnel Review, vol. 46 no. 1
Type: Research Article
ISSN: 0048-3486

1 – 10 of 15