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Abstract

Details

Personnel Review, vol. 52 no. 6
Type: Research Article
ISSN: 0048-3486

Article
Publication date: 10 January 2022

Rina Hastuti and Andrew R. Timming

The aim of this research is to determine the extent to which the human resource (HR) function can screen and potentially predict suicidal employees and offer preventative mental…

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Abstract

Purpose

The aim of this research is to determine the extent to which the human resource (HR) function can screen and potentially predict suicidal employees and offer preventative mental health assistance.

Design/methodology/approach

Drawing from the 2019 National Survey of Drug Use and Health (N = 56,136), this paper employs multivariate binary logistic regression to model the work-related predictors of suicidal ideation, planning and attempts.

Findings

The results indicate that known periods of joblessness, the total number of sick days and absenteeism over the last 12 months are significantly associated with various suicidal outcomes while controlling for key psychosocial correlates. The results also indicate that employee assistance programs are associated with a significantly reduced likelihood of suicidal ideation. These findings are consistent with conservation of resources theory.

Research limitations/implications

This research demonstrates preliminarily that the HR function can unobtrusively detect employee mental health crises by collecting data on key predictors.

Originality/value

In the era of COVID-19, employers have a duty of care to safeguard employee mental health. To this end, the authors offer an innovative way through which the HR function can employ predictive analytics to address mental health crises before they result in tragedy.

Details

Personnel Review, vol. 52 no. 6
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 19 July 2023

Uma Jogulu, Nicola Green, Esme Franken, Alexis Vassiley, Tim Bentley and Leigh-ann Onnis

This study explored one form of remote working – work from home – to understand the impact of work disruptions on workers and human resource management (HRM) practice and…

Abstract

Purpose

This study explored one form of remote working – work from home – to understand the impact of work disruptions on workers and human resource management (HRM) practice and therefore how to adapt to future crises. Specifically, the purpose is to understand the impact of events on employees when they are forced to move back and forth (yo-yoing) between work from home and a central office, using the case of Perth, Western Australia (WA).

Design/methodology/approach

Thirty-nine interviews with leaders, managers and co-workers working in private and public organisations suggest that forced changes to work arrangements affect job content and demands, well-being and potentially career trajectories.

Findings

The authors critically applied and developed the tenets of event system theory (EST) (novelty, disruption and criticality) by analysing an ongoing or “long” event rather than a discrete or time-limited one. The study found that the work-from-home experience influenced the individual perception of whether remote working would suit employees in the future, potentially influencing career paths. In addition, the selection of locations to live, preferred properties (e.g. home office space) and access to services (e.g. broadband infrastructure) has also become dominant features of work decisions.

Research limitations/implications

While the study generated rich data, it is not without limitations. The participants were from one Australian state which may not reflect the COVID-19 experiences of other jurisdictions. In addition, the participants were mostly female so this may offer a different perspective than a more gender-balanced sample. The study was limited to the perspectives of employees and middle managers.

Practical implications

The authors note three areas of implications for practitioners. First, the findings suggest that strong organisational and HRM support assists employees to cope well with change. Second, the importance of technological and social preparedness in improving employee experiences highlights the role of HRM in job design. Third, it is key that salient events are recognised as potential determinants of career pathways.

Originality/value

The evidence from this research broadens the application of EST showing that forced flexibility has an influence on work arrangements by influencing a series of changes in features of work and experiences of employees. As such, this impacts employee's well-being and potentially future career decisions.

Details

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

Keywords

Article
Publication date: 17 January 2023

Lydia Olakumbi Oluyadi and Wenjin Dai

This paper explores the workplace experiences of aesthetic labour among racially diverse frontline women workers in a fashion retail store.

Abstract

Purpose

This paper explores the workplace experiences of aesthetic labour among racially diverse frontline women workers in a fashion retail store.

Design/methodology/approach

This qualitative study is based on an ethnographic study, drawing on findings from participant observation and interviews with frontline workers at a fashion retail store in the UK.

Findings

This paper explores how the embodiments of aesthetic labour are perpetually produced and commodified through the discipline of management in a fashion retail store. It challenges the notion of phenotypical Whiteness as the beauty standard within fashion retail and demonstrates how embodiments differ according to race. While White women are continuously scrutinised by their appearance, the aesthetic demands for women of colour tend to focus on speech and racialised bodies to provide “authentically” exotic experiences for customers. Additionally, this study highlights how the mobilisation of aesthetic labour can create work humiliation and work alienation.

Research limitations/implications

Despite this study being based on an ethnographic study at one British fashion retailer, this paper seeks to give voices to an underrepresented group by exploring the lived experiences of racially diverse women workers.

Originality/value

This paper contributes to the intersection between aesthetic labour and race from an embodiment perspective, exploring the workplace experiences of racially diverse women workers in fashion retail and how their various forms of embodiment are racialised and commodified.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 42 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 28 November 2023

Debolina Dutta and Sushanta Kumar Mishra

The importance of mental wellbeing and the need for organizations to address it is increasing in the post-pandemic context. Although Artificial Intelligence (AI) is increasingly…

Abstract

Purpose

The importance of mental wellbeing and the need for organizations to address it is increasing in the post-pandemic context. Although Artificial Intelligence (AI) is increasingly being adopted in HRM functions, its adoption and utility for enabling mental wellbeing is limited. Building on the Open System Theory (OST) and adopting the technology-in-practice lens, the authors examined the roles of human and technology agencies in enabling mental wellbeing.

Design/methodology/approach

The study was conducted in two stages; in Stage 1, the authors adopted a case methodology approach to examine the feasibility of a technology company's offerings to assess mental wellbeing. In Stage 2, the authors followed the grounded theory approach and interviewed 22 key stakeholders and HR leaders of diverse organizations. The authors used Gioia's approach to analyze the data.

Findings

The study demonstrates the interdependence and inseparability of human activity, technological capability and structured context. Specifically, the authors observe that AI adoption is pushing the boundaries of how organizations could support employees' mental health and wellbeing. These technological advancements and adoption are likely to facilitate the evolution of agentic practices, routines and structures.

Research limitations/implications

This study carries two important implications. While the advent of cutting-edge technologies appears to affect employees' mental wellbeing, the study findings indicate the assistive role of technology in supporting mental wellbeing and facilitating changes in organizational practices. Second, the ontology of technology-in-practice shows how human–machine agencies gain newer relevance from the interactions that unite them. Specifically, per OST, technology (from an external context) can potentially change how mental wellbeing practices in organizations are managed. The authors extend the existing literature by suggesting that both human agents and internal contexts effectively limit the potential of technology agents to change existing structures significantly.

Originality/value

The authors address the need for more research on the technology-management interface, and the boundaries of technology-enabled wellbeing at work. While AI-HRM scholarship has primarily relied on micro-level psychological theories to examine impact and outcomes, the authors borrow from the macro-level theories, such as the OST and the technology-in-practice to explain how AI is shifting the boundaries of human and machine agencies for enabling mental wellbeing.

Details

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

Keywords

Article
Publication date: 23 March 2023

Pham Tien Thanh and Nguyen Thu Ha

Because employees’ positive attitudes and behaviors are important to ensure organizational performance, organizations attempt to carry out human resource practices to shape these…

Abstract

Purpose

Because employees’ positive attitudes and behaviors are important to ensure organizational performance, organizations attempt to carry out human resource practices to shape these attitudes and behaviors. This paper aims to examine this issue by focusing on the effects of training and development (TD) on employee engagement (EE), satisfaction (ES) and retention (ER).

Design/methodology/approach

For empirical analysis, the authors use structural equation modeling and data collected from employees in a developing economy.

Findings

TD is positively and directly associated with EE, ES and ER. In addition, EE is found to mediate the indirect effects of TD on ES and ER.

Practical implications

The findings suggest some practical implications for TD activities to enhance employees’ positive attitudes and behaviors.

Originality/value

To the best of the authors’ knowledge, this research is among the early attempts to examine the direct and indirect effects of TD on EE, ES and ER in a developing economy. The findings add to the growing literature suggesting that TD can contribute to the improvement of employees’ positive attitudes and behaviors.

Details

European Journal of Training and Development, vol. 48 no. 3/4
Type: Research Article
ISSN: 2046-9012

Keywords

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