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1 – 10 of over 43000Benedict Ogbemudia Imhanrenialena, Ozioma Happiness Obi-anike, Chikodili Nkiru Okafor and Ruby Nneka Ike
This paper aims to investigate work–life balance and job satisfaction in the emerging virtual work environments among women in patriarchal Nigerian society.
Abstract
Purpose
This paper aims to investigate work–life balance and job satisfaction in the emerging virtual work environments among women in patriarchal Nigerian society.
Design/methodology/approach
Data were collected with structured and semi-structured questionnaire from 316 participants who signed up for online affiliate marketing programs in Nigeria. The data were analysed with descriptive statistics, while the hypotheses were tested with partial least squares structural equation modelling.
Findings
The outcomes indicate insignificant conflict in the interface between remotely working from home and the discharge of family care responsibilities among married Nigerian women. Also, the women derive significant job satisfaction from virtual work settings. Outcomes from the semi-structured interviews indicate that Nigerian women receive more support in indoor household chores than outdoor household chores while performing virtual work duties from home locations with housemaids being the highest source of such support.
Originality/value
This study extends work–life balance literature from the traditional work environments to the emerging virtual work settings in Africa by providing empirical evidence that the emerging virtual work settings do not result in work–family conflict but rather yield significant job satisfaction among Nigerian women.
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Mary Beth Watson‐Manheim, Katherine M. Chudoba and Kevin Crowston
“Virtual” is a potent buzzword, freely applied to many situations, with many meanings. In this exploratory study, we develop a more precise understanding of “virtual” to describe…
Abstract
“Virtual” is a potent buzzword, freely applied to many situations, with many meanings. In this exploratory study, we develop a more precise understanding of “virtual” to describe changing work environments. Specifically, we propose a framework to classify work environments based on the type of discontinuities involved. Discontinuities are gaps or a lack of coherence in aspects of work. The framework allows us to compare research across different topics and work settings. We use the framework to classify 75 published articles on virtual work environments or earlier, related research streams. We observed that many studies were simultaneously addressing existing or emerging continuities, factors or strategies for overcoming discontinuities. The focus of “virtual” is on changes in the work environment; however, our analysis suggests the need to be equally aware of factors that have not changed and which may become more critical with the introduction of discontinuities.
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Benedict Ogbemudia Imhanrenialena, Wilson Ebhotemhen, Ibe Benjamin Chukwu, Ozioma Happiness Obi-Anike and Anthony Aziegbemin Ekeoba
This paper aims to explore how women’s compassionate leadership behaviors relate to physical isolation, trust building and turnover intention in virtual work environments in…
Abstract
Purpose
This paper aims to explore how women’s compassionate leadership behaviors relate to physical isolation, trust building and turnover intention in virtual work environments in Nigeria.
Design/methodology/approach
The authors collected quantitative data through two-wave surveys from 428 respondents in virtual work environments across public and private organizations in Nigeria. The proposed hypotheses were tested using partial least squares structural equation modeling.
Findings
The outcomes from the test of hypotheses suggest that women’s compassionate managerial leadership behaviors negatively relate to physical isolation among virtual workers. Conversely, a positive link was found between women’s compassionate managerial leadership behaviors and trust building. Further, an inverse association was found between women’s compassionate managerial leadership behaviors and turnover intention among virtual workers.
Practical implications
Based on the findings, organizations may consider deploying more women managers to virtual work schedules to address trust, isolation and turnover intention challenges. Also, HR practitioners may consider training male managers in virtual work on how to restructure their relationships with subordinates to reflect compassionate attributes so that subordinates can feel safe sharing their worries with them for timely support. Policy-wise, relevant government agencies that are saddled with the responsibility of emancipating women from career-inhibiting patriarchal practices in Africa (i.e. confining women to the house) should encourage women to embrace the homeworking model, which holds great career potential for women.
Originality/value
As a response to the current calls for research on the suitable leadership style for virtual work environments, this study empirically demonstrates that women’s innate compassionate leadership behaviors significantly address physical isolation, trust and turnover intention challenges in virtual work settings. To the authors’ knowledge, this is the first study that explores the link between these variables. As such, this study substantially enriches the literature on gender in management.
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Ibrahim Osman Adam, John Effah and Richard Boateng
The purpose of this paper is to understand how higher education institutions (HEIs) in developing countries can migrate their physical administrative work environment to a virtual…
Abstract
Purpose
The purpose of this paper is to understand how higher education institutions (HEIs) in developing countries can migrate their physical administrative work environment to a virtual platform to improve information management.
Design/methodology/approach
The paper employs an interpretive case study approach and a combined lens of activity and agency theories to understand how a developing country HEI attempted to improve its information management by migrating from a physical to a virtual administrative work environment.
Findings
The findings show how contradictions caused by role conflicts, administrative staff’s fear of elimination and external consultants’ limited understanding of administrative rules and procedures can hamper work environment virtualisation. Such challenges should be resolved in order to achieve a successful virtual work environment that supports timely and accurate information management.
Research limitations/implications
The study is limited by its single case perspective in one developing country. However, future studies can compare the experiences of HEIs from developed and developing countries in order to account for contextual differences.
Practical implications
The study provides practitioners with insight into how to address conflicts between employees (as potential users) and external consultants during virtual system development and implementation. In particular, role conflict, fear of eliminating some administrative staff and consultants’ limited understanding of administrative work procedures should be resolved for successful work environment virtualisation.
Originality/value
The study is the first attempt to offer rich insight into the challenges associated with administrative work environment virtualisation for improved information management in HEIs, through the principal-agent relationship.
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Silke Bartsch, Ellen Weber, Marion Büttgen and Ariana Huber
The COVID-19 pandemic has, besides the health concerns, caused an unprecedented social and economic crisis that has particularly hit service industries hard. Due to extensive…
Abstract
Purpose
The COVID-19 pandemic has, besides the health concerns, caused an unprecedented social and economic crisis that has particularly hit service industries hard. Due to extensive safety measures, many service employees have to work remotely to keep service businesses running. With limited literature on leadership and virtual work in the service context, this paper aims to report on leadership effectiveness regarding employees' work performance in virtual settings brought on by the COVID-19 pandemic.
Design/methodology/approach
Drawing on the input–process–outcome (IPO) framework, this research investigates the effectiveness of leadership on service employees' work performance mediated by work-related tension, autonomy, and group cohesiveness. Furthermore, this study explores moderating effects of the service provider's digital maturity. To test the derived model, the authors collected survey data from 206 service employees who, due to the COVID-19 pandemic, unexpectedly had to transform to a virtual work environment. The authors analyzed the data using partial least squares structural equation modeling (PLS-SEM).
Findings
The results indicated that it took task- and relation-oriented leadership behavior to maintain service employees' work performance in a virtual environment during crisis situations. Further, results indicated mediating effects of service employees' individual job autonomy and team cohesiveness; surprisingly, work-related tension did not impact employees' work performance. Results offered service businesses guidance on how to effectively lead in times of crisis when service employees predominantly work in virtual environments.
Originality/value
This is the first empirical study to show how leadership affects service employees' work performance in a virtual work environment during crisis times. Thus, the study contributes to the scarce literature on the impact of leadership in service firms that have to operate in such a setting.
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Somaye Rahimi, Abasalt Khorasani, Morteza Rezaeizadeh and John Waterworth
Given the growing popularity of virtual human resources development (VHRD) in organizations and among human resource development (HRD) professionals, it is highly essential to…
Abstract
Purpose
Given the growing popularity of virtual human resources development (VHRD) in organizations and among human resource development (HRD) professionals, it is highly essential to deeply examine the nature and scope of the affective dimensions of the VHRD approach. Over the past decade, VHRD has become an important part of the HRD process.
Design/methodology/approach
The present study used an integrative literature review to investigate the nature of VHRD in the literature, present a descriptive analysis of the literature and categorize the existing VHRD research.
Findings
The results indicated three major themes, namely, VHRD and socialization, VHRD and learning and VHRD and the psychological characteristics of the work environment. In addition, a new conceptual model was developed based on the findings.
Research limitations/implications
This study has reviewed the main concepts of VHRD. The potential actions which HRD researchers can take to address the identified challenges are discussed.
Originality/value
This integrative literature review could provide a roadmap for future research. Based on this model, the VHRD position is within the organizational context and different tools and processes in constant interaction are introduced. Finally, a general view of the VHRD approach was provided, which can help human resources experts deal with a wide range of technologies in the organization.
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Luis L. Martins and Marieke C. Schilpzand
Global virtual teams (GVTs) – composed of members in two or more countries who work together primarily using information and communication technologies – are increasingly…
Abstract
Global virtual teams (GVTs) – composed of members in two or more countries who work together primarily using information and communication technologies – are increasingly prevalent in organizations today. There has been a burgeoning of research on this relatively new organizational unit, spanning various academic disciplines. In this chapter, we review and discuss the major developments in this area of research. Based on our review, we identify areas in need of future research, suggest research directions that have the potential to enhance theory development, and provide practical guidelines on managing and working in GVTs.
Debmalya Mukherjee, Susan C. Hanlon, Ben L. Kedia and Prashant Srivastava
“Organizational identification” refers to a perception of “oneness” with an organization. The purpose of this paper is to provide a model of organizational identification for…
Abstract
Purpose
“Organizational identification” refers to a perception of “oneness” with an organization. The purpose of this paper is to provide a model of organizational identification for virtual team workers and examine the role of cultural dimensions in a virtual setting. Specifically, it poses individualism‐collectivism and uncertainty avoidance as potential situational contingencies that may affect the determinants of an organizational identification relationship in a virtual work setting.
Design/methodology/approach
The proposed research framework delineates how cultural dimensions relate to virtual work‐associated individual (interpersonal trust, need for affiliation) and environmental (spatial and cultural dispersion, ICT‐enabled communication) factors and organizational identification. Several testable propositions emerge.
Findings
This study provides a foundation for empirical studies that examine the linkages among organizational identification, virtual work, and environment‐related factors and cultural variables.
Practical implications
This study has particular implications for managing virtual teams, as well as specific suggestions for a typology of virtual team members. The typology supports a consideration of expected levels of organizational identification, depending on virtual team member types.
Originality/value
Scholars have devoted very little attention to exploring what factors drive or impede organizational identification in cross‐cultural virtual teams. This paper attempts to fill that void by linking the immediate determinants and the contingency role of cultural variables or organizational identification in the context of virtual work.
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Carlos Flavian, Miguel Guinalíu and Pau Jordan
The purpose of this paper is to examine, among the possible causes, whether trust in the leader is one of the most relevant factors on the success of a virtual work team by…
Abstract
Purpose
The purpose of this paper is to examine, among the possible causes, whether trust in the leader is one of the most relevant factors on the success of a virtual work team by analyzing different antecedents of the trust and its consequences.
Design/methodology/approach
The influence that certain physical and behavioral characteristics of the leader (attractiveness, empathy and justice) exert on the degree of trust is evaluated. On the other hand, the influence of trust on the efficiency of the team, in terms of organizational citizenship behavior and commitment, is analyzed. To test the model, a survey was conducted on real work teams and the data were analyzed through a model of structural equations.
Findings
The results support the hypotheses and consequently, the relevance of trust in the leader. Specifically, the leader’s physical and behavioral characteristics have a significant effect on the trust in the leader. This trust results in greater organizational efficiency.
Originality/value
Despite the undisputable growth in the number of companies using virtual teams, it is also true that many of these teams fail to perform. In this sense, this paper analyzes if certain factors related to leadership can be relevant when influencing the efficiency of a virtual work team. This paper contributes to a better understanding of the internal processes within a virtual team in order to maximize the chances of success in this type of organizations.
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Organizations are increasing their reliance on virtual relationships in structuring operations for a global environment. Like all teams, virtual teams require a solid foundation…
Abstract
Organizations are increasing their reliance on virtual relationships in structuring operations for a global environment. Like all teams, virtual teams require a solid foundation of mutual trust and collaboration, if they are to function effectively. Identifying and applying appropriate team building strategies for a virtual environment will not only enhance organizational effectiveness but will also impact positively on the quality of working life for virtual team members.
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