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Article
Publication date: 21 February 2020

Jie Li, Tomoki Sekiguchi and Jipeng Qi

The literature on job crafting has paid scant attention to the role of skill variety, one dimension of job characteristics, as a predictor of employee job crafting. By…

Abstract

Purpose

The literature on job crafting has paid scant attention to the role of skill variety, one dimension of job characteristics, as a predictor of employee job crafting. By integrating regulatory focus and social exchange perspectives with job crafting literature, the authors investigate how skill variety promotes employee job crafting and the moderating roles of employee's promotion focus and procedural justice climate.

Design/methodology/approach

The authors conducted two questionnaire surveys, one with a sample of 205 employees from a variety of organizations in China, and the other one with a sample of 265 employees within 44 work groups at a state-owned enterprise in China, to examine the hypotheses.

Findings

Results suggest that a high level of skill variety within a job promotes employee job crafting, that such an effect is stronger when the employee's promotion focus is high rather than low, and that procedural justice climate mitigates the negative influence of a low level of promotion focus.

Originality/value

The authors' findings suggest that both self-regulatory and social exchange mechanisms play a critical role in promoting employee job crafting when individuals are engaged in jobs that entail a high level of skill variety.

Details

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

Keywords

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Article
Publication date: 7 August 2017

Mohan Pyari Maharjan and Tomoki Sekiguchi

Based on the international human resource management perspective, this paper aims to explore and explain the human resource (HR) practices of Japanese multinational…

Abstract

Purpose

Based on the international human resource management perspective, this paper aims to explore and explain the human resource (HR) practices of Japanese multinational companies (MNCs) operating in India.

Design/methodology/approach

This paper applies a qualitative methodology. The study is based on 17 semi-structured interviews that were conducted within the subsidiaries of 10 Japanese MNCs in India.

Findings

The respective HR practices are differently influenced by cultural and institutional factors. Cultural similarity, unique social context and the evolving labor market shape the HR practices of Japanese MNCs in the Indian context.

Research limitations/implications

The generalizability of findings might be limited because of the nature of methodology. Future research could collect additional qualitative data and conduct quantitative studies to test the findings of this research.

Practical implications

A unique combination of HR practices could be formed by addressing the changes in the local institutional environment and retaining the core philosophy of the parent company.

Originality/value

This research adds value to the transfer-adaptation dichotomy by presenting how institutional and cultural factors differently influence the transfer of respective HR practices.

Details

Journal of Asia Business Studies, vol. 11 no. 3
Type: Research Article
ISSN: 1558-7894

Keywords

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Article
Publication date: 4 March 2020

Debjani Ghosh, Tomoki Sekiguchi and Yuka Fujimoto

The purpose of this paper is to develop an additional perspective on when and why intrinsic motivation predicts employee engagement by presenting a contextual boundary of…

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2253

Abstract

Purpose

The purpose of this paper is to develop an additional perspective on when and why intrinsic motivation predicts employee engagement by presenting a contextual boundary of psychological detachment in relation to the relationship between intrinsic motivation, employee creativity and employee engagement of workers.

Design/methodology/approach

Data were collected from 288 full-time Japanese workers using an online survey. The study used a bootstrap method (Preacher and Hayes, 2008) to test mediation, and a Hayes method (2013) to test moderation and a first-stage moderated mediation model.

Findings

Employee creativity mediated the relationship between intrinsic motivation and employee engagement, and the relationship between intrinsic motivation and creativity was moderated by psychological detachment. Additionally, the indirect effect of intrinsic motivation on employee engagement via creativity was moderated by psychological detachment.

Research limitations/implications

The cross-sectional design may have limited the empirical inferences; however, the proposed model was based on robust theoretical contentions, and the study included an unrelated “marker variable” (neuroticism) as an effective means of identifying common method variance (CMV), thus mitigating the limitation of the design.

Practical implications

This study has shown that intrinsically motivated employees who practice psychological detachment from work achieve higher creativity and stronger employee engagement.

Originality/value

Based on the unconscious thought theory (UTT), job demand resource theory (JD-R), recovery processes (i.e. effort-recovery model) and self-determination theory (SDT), this paper adds to the literature by demonstrating the mediating and moderating mechanisms driving intrinsic motivation and employee engagement relationship.

Details

Personnel Review, vol. 49 no. 9
Type: Research Article
ISSN: 0048-3486

Keywords

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Article
Publication date: 18 October 2021

Zhuo Zhang, Tomoki Sekiguchi and Jie Li

The purpose of this paper is to investigate women managers’ work values in the Chinese sociocultural context and to explain how these work values affect their career…

Abstract

Purpose

The purpose of this paper is to investigate women managers’ work values in the Chinese sociocultural context and to explain how these work values affect their career success. This paper also explores how social and cultural factors affect Chinese women’s work value formation process.

Design/methodology/approach

Using a grounded theory approach, the authors collected and analyzed data through in-depth interviews with 12 women managers in the banking industry in northeast China.

Findings

The analysis identified eight dimensions of Chinese women’s work values and how they affect women’s career success in the Chinese context. The authors also found that although both social and cultural factors affect women’s work values, the effect of traditional Chinese culture is still profound.

Originality/value

The study extends the literature on Chinese women’s work values and provides a better understanding of traditional Chinese culture’s effect on contemporary Chinese women, particularly in developing cities.

Details

Journal of Asia Business Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1558-7894

Keywords

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Book part
Publication date: 12 June 2020

Masaki Hosomi, Tomoki Sekiguchi and Fabian Jintae Froese

While mentoring plays an important role in Japanese working places, formal mentoring programs have only recently been introduced. This chapter provides an overview of the…

Abstract

While mentoring plays an important role in Japanese working places, formal mentoring programs have only recently been introduced. This chapter provides an overview of the development of mentoring in Japan and presents a conceptual model to comprehend mentoring in Japan and beyond. The chapter begins with the illustration of how the characteristics of Japanese organizations and Japanese-style human resource management (HRM) promoted the naturally occurring informal mentoring in the Japanese workplace in early years. In response to the stagnating economy and declining demographics during the last few decades, many Japanese firms adopted Western-style HRM practices, including formal mentoring programs. We provide statistical data to demonstrate the widespread adoption of formal mentoring programs in recent years. We then report the results of the systematic review of the academic literature on mentoring in Japan, suggesting that research on mentoring in Japan is still in the early stage. Based on the historical overview, current data and the systematic review of the academic literature, we develop a conceptual model of how the socio-cultural and economic context as well as organizational characteristics influence the adoption of Japanese-style naturally occurring informal mentoring and/or Western-style formal mentoring practices. We conclude this chapter with practical and theoretical implications.

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Article
Publication date: 20 February 2007

Tomoki Sekiguchi

The purpose of this paper is to propose a contingency perspective that describes the relative importance of person‐job (PJ) fit and person‐organization (PO) fit as…

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8528

Abstract

Purpose

The purpose of this paper is to propose a contingency perspective that describes the relative importance of person‐job (PJ) fit and person‐organization (PO) fit as selection criteria for hiring various types of employees.

Design/methodology/approach

Drawing on the theories of psychological contracts, human capital and cosmopolitan‐local perspective, propositions are developed regarding the relative importance of PJ fit and PO fit in specific hiring situations.

Findings

The propositions developed in this paper suggest that PJ fit will be more important than PO fit when organizations hire employees to form transactional psychological contracts, to obtain general human capital, and/or who are categorized as cosmopolitans. On the other hand, it is suggested that PO fit will be more important than PJ fit when organizations hire employees to form relational psychological contracts, to develop firm‐specific human capital, and/or who are likely to become locals.

Research limitations/implications

Further empirical and theoretical work should be conducted to elaborate the contingency perspective. A more comprehensive contingency theory of person‐environment (PE) fit could include other types of PE fit, other contingency variables, and cover a wider range of management practices.

Practical implications

Organizations should be aware of the trade‐off between PJ fit and PO fit in the selection process, and carefully examine what type of employees they will hire in order to determine the relative weights of PJ fit and PO fit as selection criteria.

Originality/value

This paper is the first attempt to consider the different types of employees and employment relationships that determine the relative importance of PJ fit and PO fit in selecting employees. It is done through incorporating different theoretical perspectives.

Details

Journal of Managerial Psychology, vol. 22 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

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Article
Publication date: 7 August 2017

Vijay Pereira, Ashish Malik and Fabian Jintae Froese

This paper aims to explore the importance of the role of national business systems (NBS) in shaping human resource management (HRM) and organisational behaviour (OB…

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680

Abstract

Purpose

This paper aims to explore the importance of the role of national business systems (NBS) in shaping human resource management (HRM) and organisational behaviour (OB) practices in the context of Asian countries. To this end, this paper presents a comparative overview of different NBS in selected Asian countries and how these variously impact HRM and OB at two levels and contexts, i.e. within and cross-national.

Design/methodology/approach

The paper presents a topical review of the literature to unravel the complexity and challenges associated with studying this rich and complex area.

Findings

The findings suggest there is significant complexity in studying the impact of NBS on HRM and OB at a holistic and multi-level unit of analysis. The multiplicity of factors and levels of analysis, even at a level of within country analysis, highlights the sophisticated, in-depth and detailed nature of scholarship needed to unbundle and get a fuller understanding of this topic.

Research limitations/implications

Although recent research presents a within and cross-national analysis of NBS and its impact on HRM and OB practices from diverse Asian countries such as India, Japan, Indonesia and Malaysia, recent research offers only a focused analysis of few targeted HRM and OB practices, rather than a collective or a bundle of HRM practices.

Practical implications

The contributions point to several practical implications for HR managers as well as managers from other fields, covering several national and cross-national comparisons.

Originality/value

This paper offers a substantial contribution in the understanding of how various HRM and OB practices are embedded in a nation’s business system and through a variety of historical and cultural influences.

Details

Journal of Asia Business Studies, vol. 11 no. 3
Type: Research Article
ISSN: 1558-7894

Keywords

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Article
Publication date: 20 February 2007

Michael J. Morley

The purpose of the paper is to introduce the special issue that brings together six papers exploring aspects of person‐organization fit.

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18349

Abstract

Purpose

The purpose of the paper is to introduce the special issue that brings together six papers exploring aspects of person‐organization fit.

Design/methodology/approach

This overarching paper contextualizes the theme and introduces the selected papers.

Findings

The findings in this paper vary according to the core theme of each of the six contributions.

Originality/value

Combined the papers explore new avenues of enquiry in the person‐organization (P‐O) fit domain and showcase international theoretical and empirical work on the P‐O fit construct.

Details

Journal of Managerial Psychology, vol. 22 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

Content available
Article
Publication date: 25 January 2011

Downloads
874

Abstract

Details

Journal of Managerial Psychology, vol. 26 no. 1
Type: Research Article
ISSN: 0268-3946

Content available
Article
Publication date: 6 November 2009

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725

Abstract

Details

Journal of Managerial Psychology, vol. 24 no. 8
Type: Research Article
ISSN: 0268-3946

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