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1 – 10 of 13
Article
Publication date: 14 May 2020

Sven Hauff, Marco Guerci and Silvia Gilardi

While current human resource management (HRM) research on the relationship between HRM and employee well-being has focused on performance-oriented HRM (e.g…

Abstract

Purpose

While current human resource management (HRM) research on the relationship between HRM and employee well-being has focused on performance-oriented HRM (e.g. high-performance work practices), scholars have called to broaden the perspective and to explore HRM practices that are indeed well-being-oriented. The purpose of this paper is to analyze the empirical diffusion of well-being-oriented HRM configurations, the conditions in which these are used, and their associations with health, happiness and relational well-being.

Design/methodology/approach

Analyses are based on a probabilistic subsample of 1,364 employees in Germany. Employee data are used, since individual employees' perceptions of HRM practices are crucial for understanding the effects of HRM on employee well-being. Configurations of well-being-oriented HRM practices are identified using latent class analysis.

Findings

Findings show that (1) employees experience diverse configurations of well-being-oriented HRM practices, which differ in their investment levels and the specific practices used; (2) these configurations are contingent on organizational-level and individual-level characteristics and (3) these configurations have diverse associations with different well-being dimensions. Importantly, configurations characterized by higher investments are not always associated with higher well-being, and the highest well-being is associated with a configuration based on high investment in well-being-oriented HRM focused on support from supervisors.

Originality/value

This exploratory paper is the first to analyze configurations of well-being-oriented HRM practices. By focusing on well-being-oriented HRM it complements previous research which usually addresses how HRM systems designed to enhance performance affect employee well-being.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 8 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 3 August 2020

Nicole Franziska Richter, Sandra Schubring, Sven Hauff, Christian M. Ringle and Marko Sarstedt

This research introduces the combined use of partial least squares–structural equation modeling (PLS-SEM) and necessary condition analysis (NCA) that enables researchers…

2402

Abstract

Purpose

This research introduces the combined use of partial least squares–structural equation modeling (PLS-SEM) and necessary condition analysis (NCA) that enables researchers to explore and validate hypotheses following a sufficiency logic, as well as hypotheses drawing on a necessity logic. The authors’ objective is to encourage the practice of combining PLS-SEM and NCA as complementary views of causality and data analysis.

Design/methodology/approach

The authors present guidelines describing how to combine PLS-SEM and NCA. These relate to the specification of the research objective and the theoretical background, the preparation and evaluation of the data set, running the analyses, the evaluation of measurements, the evaluation of the (structural) model and relationships and the interpretation of findings. In addition, the authors present an empirical illustration in the field of technology acceptance.

Findings

The use of PLS-SEM and NCA enables researchers to identify the must-have factors required for an outcome in accordance with the necessity logic. At the same time, this approach shows the should-have factors following the additive sufficiency logic. The combination of both logics enables researchers to support their theoretical considerations and offers new avenues to test theoretical alternatives for established models.

Originality/value

The authors provide insights into the logic, assessment, challenges and benefits of NCA for researchers familiar with PLS-SEM. This novel approach enables researchers to substantiate and improve their theories and helps practitioners disclose the must-have and should-have factors relevant to their decision-making.

Details

Industrial Management & Data Systems, vol. 120 no. 12
Type: Research Article
ISSN: 0263-5577

Keywords

Open Access
Article
Publication date: 1 July 2022

Marco Guerci, Sven Hauff, Nazareno Panichella and Giovanni Radaelli

This paper points out that common human resource manageement (HRM) research and practice have overlooked employee's class of origin. Workers' class of origin can be seen…

Abstract

Purpose

This paper points out that common human resource manageement (HRM) research and practice have overlooked employee's class of origin. Workers' class of origin can be seen as “the elephant in the room” in current HRM, being that it significantly affects organizational decision-making with negative social (increased class-based inequality) and organizational (inefficient allocation of human re-sources) effects.

Design/methodology/approach

The paper summarizes the partial, fragmented and multi-disciplinary literature on HRM and employees’ social class of origin.

Findings

The paper shows how recruiting, selection, training and development practices systematically reinforce class-based inequality by providing high-class employees with more resources and opportunities compared to low-class employees.

Practical implications

The paper provides sustainable HR practitioners, educators and researchers with recommendations on how to address employees' social class of origin, improving organizational competitive advantage and reducing class-based inequality at the societal level.

Originality/value

The paper focuses on a topic which, in diversity management, is an elephant in the room (i.e. workers social class of origin).

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 12 July 2011

Dorothea Alewell, Sven Hauff, Katrin Weiland and Kirsten Thommes

The purpose of this paper is to analyse how characteristics of the HR department and HR work, which relate to resource availability and resource needs, influence HR…

1528

Abstract

Purpose

The purpose of this paper is to analyse how characteristics of the HR department and HR work, which relate to resource availability and resource needs, influence HR outsourcing. The study examines the subject of human resource (HR) outsourcing.

Design/methodology/approach

The potential influence of firms' characteristics on HR outsourcing is analysed theoretically and empirically. The dataset (n=1,021) covers a broad spectrum of personnel services and is based on computer‐aided telephone interviews with chief executives and human resource managers of German firms.

Findings

Generally, we find that firm size and previous reorganization activities significantly raise the probability of an HR outsourcing. In contrast, there is no overall significant influence of central characteristics of HR work or the HR department on HR outsourcing in general.

Originality/value

Although there is a trend toward the outsourcing of work, little research is being done on the relationship between the expected effects of outsourcing, the make‐or‐buy decision of decision makers, and the firm's characteristics themselves. This study sheds some more light on the relationship between HR outsourcing and firms' characteristics and finds some interesting relationships.

Details

International Journal of Manpower, vol. 32 no. 4
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 31 May 2013

Dorothea Alewell and Sven Hauff

The purpose of this paper is to analyze the determinants of employers' motives behind outplacement activities, the relationship between these motives, and the specific…

1781

Abstract

Purpose

The purpose of this paper is to analyze the determinants of employers' motives behind outplacement activities, the relationship between these motives, and the specific activities of firms in outplacement.

Design/methodology/approach

Theoretical assumptions were tested on a sample of 431 German firms, differentiating between specific outplacement activities and asking in detail about motives and rationales of outplacement. Factor analysis and Mann‐Whitney U‐Tests are applied.

Findings

Different types of motives can be identified and related to theoretical approaches. The relative importance of different motives is influenced by several situational and structural factors. The types of motives have an impact on the termination benefits offered to redundant employees.

Originality/value

Termination benefits are increasingly gaining importance, but the theoretical and empirical knowledge about the incidence, structure, motives, and effects of outplacement is still limited. This paper extends previous studies by shedding more light on the economic motives of employers to invest in outplacement activities, the determinants of these motives and the relationship between motives and specific bundles of activities.

Details

Personnel Review, vol. 42 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 5 May 2015

Sven Hauff and Stefan Kirchner

The purpose of this paper is to identify and characterize different work value patterns empirically. Furthermore, it is analyzed how these patterns are distributed in…

Abstract

Purpose

The purpose of this paper is to identify and characterize different work value patterns empirically. Furthermore, it is analyzed how these patterns are distributed in different countries and how they change in the course of time.

Design/methodology/approach

Latent class analysis as an advanced clustering procedure was applied. The empirical analysis is based on data from the International Social Survey Program from three time periods (1989, 1997 and 2005), covering five countries (USA, Great Britain, West Germany, Norway and Hungary).

Findings

The analysis reveals four distinct work value patterns among employees: “moderate demanders”, “high demanders”, “post modern demanders” and “income and security demanders.” The affiliation to these patterns depends on gender, generational membership, education, occupation and nationality. The historical analysis reveals considerable variety in cross-national developments.

Practical implications

The work value patterns identified have implications for recruitment, employee motivation and international HRM strategies. Management needs to be aware of work value patterns in the workforce in order to avoid mismatches and their negative consequences. If mismatch is unavoidable, the paper highlights the need to proactively manage mismatches between work value patterns and workplace situation.

Originality/value

The authors argue that different work values are not independent of each other. Instead, they seem to have systematic interrelations and exist in specific patterns. Accordingly different segments within the labor force can be characterized by specific combinations of work values. This is highly relevant because it could help to customize HR instruments and incentives.

Details

International Journal of Manpower, vol. 36 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 2 February 2015

Sven Hauff and Nicole Richter

Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This…

5758

Abstract

Purpose

Power distance describes a central facet of national culture, because it influences the acceptance and endorsement of job characteristics related to status and power. This has major implications for international human resource management, because the importance of different situational job characteristics for employee job satisfaction should differ across cultures. The purpose of this paper is to analyse if and how national power distance levels moderate different situational job characteristics’ influence on job satisfaction.

Design/methodology/approach

The authors refer to three approaches to culture: the frameworks of Hofstede and GLOBE as well as to current scores provided in a meta-analysis. The empirical findings are derived using regression analyses on a sample covering 16 nations.

Findings

The results are convincing regarding the basic job satisfaction driver model not involving culture. However, the results on power distance’s impact as well as its moderating role are strongly dependent on the culture concepts utilised. The authors provide an analysis of differences along the measurements behind the different concepts.

Originality/value

The authors can conclude that national differences in job satisfaction, as found in various studies, are a result of differences in situational dispositions to work life rather than a result of different cultural surroundings in terms of power distance. The question is whether this is due to power distance’s lack of impact or due to other factors, such as the difficulties of measuring culture. The authors discuss the differences which are due to different measurements. For ultimately confirming power distance’s moderating role and for advancing theorizing in this field, further research, which can build on the framework offered in this paper, is needed that directly measures the individual power distance facets in addition to the job characteristics and satisfaction values.

Details

Cross Cultural Management, vol. 22 no. 1
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 12 April 2011

Irene Braun, Kerstin Pull, Dorothea Alewell, Susi Störmer and Kirsten Thommes

The purpose of this article is to analyse the relationship between HR outsourcing and service quality by focusing on motivational and incentive aspects.

5140

Abstract

Purpose

The purpose of this article is to analyse the relationship between HR outsourcing and service quality by focusing on motivational and incentive aspects.

Design/methodology/approach

The paper applies a game‐theoretic model of procurement decisions allowing for variable degrees of vertical integration and confronts the implications of its analysis with HR outsourcing data on a large sample of German firms.

Findings

The paper presents evidence for HR service quality being generally higher when procured from an external instead of an in‐house provider. Furthermore, the relationship between HR outsourcing and service quality is considerably stronger if the provided services are complex and if the potential for monitoring an internal provider is low.

Practical implications

The findings have immediate practical implications concerning the make‐or‐buy decision of HR services: the more complex the HR service under consideration and the lower the potential to monitor its in‐house provision, the more attractive is the external provision of HR services.

Originality/value

While most of the literature on HR outsourcing is based on transaction cost theory or follows a resource‐based approach, this paper uses a game‐theoretic model to analyse the make‐or‐buy decision of HR services, allowing the incentives of an internal or external provider to deliver high‐quality services to be focused on. Furthermore, for the empirical analysis the paper uses an original data set comprising more than 1,000 German firms.

Details

Personnel Review, vol. 40 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 13 May 2022

Jan Laser

This paper determines and analyses criteria for top executives to use in appraisal systems to promote ambidextrous leadership, enhancing the organization's ability to…

Abstract

Purpose

This paper determines and analyses criteria for top executives to use in appraisal systems to promote ambidextrous leadership, enhancing the organization's ability to identify persons who can lead ambidextrously or determining the development potential of existing top executives.

Design/methodology/approach

Using a theoretical-conceptual, triangulated approach, the investigation in this paper examines the requirements for top executives to lead ambidextrously. In a subsequent review and frequency analysis, the specific attributes/behaviours a top executive should possess are examined. Analysis of the application of these appraisal criteria is theoretical.

Findings

The criteria listed in this paper (e.g. ambition, courage, vision) can be used to foster ambidextrous leadership when hiring or evaluating performance. These and/or the criteria already existing in an organization should be classified in one of the two categories presented (1. one-dimensional criteria: differentiation between exploration/exploitation is not necessary; 2. multidimensional criteria: differentiation between exploration and exploitation, opening and closing leadership, and first- and second-order changes is necessary) to differentiate the criteria and thereby illuminate their application in the areas of exploration and exploitation. Thus, a corresponding assessment of applicants and/or job holders for ambidextrous leadership is possible.

Originality/value

This theoretical analysis contributes to the literature on top executives' recruitment, performance management, career and succession planning, focusing on ambidextrous leadership and organizational development by elucidating a differentiated concept for appraisal criteria so that the right person can be appointed to the top executive position or assigned to the necessary personnel development programme. Thus identified, a top executive may be positioned to maintain, improve or install ambidextrous leadership and practice in an organization.

Details

Journal of Organizational Effectiveness: People and Performance, vol. 9 no. 3
Type: Research Article
ISSN: 2051-6614

Keywords

Article
Publication date: 7 October 2013

Dorothea Alewell

The purpose of the paper is to analyse the influence of individual gender role specifications on objective career success (measured by gross yearly income) in the context…

1353

Abstract

Purpose

The purpose of the paper is to analyse the influence of individual gender role specifications on objective career success (measured by gross yearly income) in the context of different gender job contexts whilst controlling for human capital and working time variables. Typical economic, sociological and psychological variables are combined to improve explanations of the gender wage gap.

Design/methodology/approach

Starting from Eagly and Karau's role incongruity theory, the paper derives hypotheses on the influence of gender role specification, gender job context and biological sex on gross yearly income. These hypotheses are analysed by logistic regressions with a data set from Germany. The paper presents results of a quantitative empirical survey of employees on wages, gender role-related self-descriptions and human capital variables.

Findings

The paper results show that even in this highly qualified sample, male biological sex, masculine gender roles and non-female job context have a positive effect on individual income. The results hold true when the paper controls for human capital, working time, professional experience and jobs in the public sector.

Research limitations/implications

Because of the limited size of the data set and some problems with selectivity, the research results lack generalizability. Researchers are thus encouraged to test the propositions with other data sets.

Practical implications

The paper includes implications for wage design and for reaching wage equality in firms. An important implication for policy and practice is that under a gender and equal opportunity perspective, ensuring non-discriminating behaviour with regard to women may be only one (albeit an important) element of equal opportunity activities. Equal wage policies should further consider the gender characteristics of the job context, which may influence job-related roles and thus role incongruities. Additionally, individual interpretations of gender roles might have effects on wages. Human resource (HR) managers could support such policies by shaping job descriptions carefully with regard to gender role aspects, by influencing the gender composition of job contexts and by paying attention to the individual development of gender role interpretations in HR development programmes.

Originality/value

The paper fulfils an identified research need to study simultaneously the influence of human capital variables and gender roles on wages. To the authors' knowledge, this is the first study, which studies the influence of gender roles as defined by Born (1992) on income in a German context of highly qualified individuals while controlling for human capital, working time and professional experience. The existing lack in the literature with regard to empirical analyses on the combined influence of economic, sociological and psychological variables is mitigated.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 1 no. 2
Type: Research Article
ISSN: 2049-3983

Keywords

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