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1 – 10 of over 4000Nobutaka Ishiyama and Hideki S. Tanaka
This study aims to examine the relationship between self-perceived talent status (SPTS) and positive employee outcomes (work engagement and organisational commitment), mediated by…
Abstract
Purpose
This study aims to examine the relationship between self-perceived talent status (SPTS) and positive employee outcomes (work engagement and organisational commitment), mediated by organisational justice (distributive and procedural justice). The authors define SPTS as employees’ self-conceptualisation of talent, formed by inferring the organisation’s initiatives regarding training and development opportunities and through informal recognition by others.
Design/methodology/approach
The authors measured SPTS using eight items on a five-point scale. Through an internet survey company, the authors initially surveyed 1,207 full-time employees from 300 Japanese companies with ≥ 300 employees. In the second round of the survey, conducted after approximately two weeks, 876 (82.9%) responses were collected from the initial 1,207 respondents, which were used for the final analysis.
Findings
SPTS was directly and positively related to work engagement, organisational commitment, distributive justice and procedural justice. In learning organisations, SPTS was positively but indirectly related to work engagement and organisational commitment, mediated by distributive justice. In non-learning organisations, SPTS was positively but indirectly related to work engagement and organisational commitment, mediated by procedural justice.
Practical implications
Given SPTS’s positive impact on employee outcomes, to eliminate the information asymmetry between organisations and talent due to strategic ambiguity, organisations should increase SPTS by helping talents perceive the plethora of development opportunities in the talent pool.
Originality/value
The results demonstrate the utility of SPTS for improving employee outcomes based on strategic talent management (TM) mechanisms including talent rewards, talent development opportunities and promotions. Furthermore, the results demonstrate that distributive justice plays an important role in the build-based TM context of learning organisations.
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Ambreen Sarwar, Atif Khan Jadoon, Mumtaz Anwar Chaudhry, Ayesha Latif and Maria Faiq Javaid
Child malnutrition is a grave concern for Pakistan, as the country has one of the highest incidences of child stunting in the developing world. The present study examines the…
Abstract
Purpose
Child malnutrition is a grave concern for Pakistan, as the country has one of the highest incidences of child stunting in the developing world. The present study examines the relative significance of parents' education on a child's nutritional status in Pakistan.
Design/methodology/approach
For analysis, the study has used data from Phase 7 of the Pakistan Demographic and Health Survey (PDHS) (2017–2018). Since the dependent variable ranges from 0 to 1 (1 indicates not a stunted child, while 0 represents a stunted child), binary logistic regressions are used for the analysis.
Findings
The results show that mothers' and fathers' education positively contributes to a child's nutrition. However, mothers' education is considered more significant, especially in the long run. The mother's education categories are positive and significant in the long run, while only their higher education is positive and significant for the father's. Moreover, the magnitude of the effect also shows that the probability of stunting is less if the mothers are educated. The long-run coefficient for mothers' higher education is 0.752, while that of fathers' higher education is only 0.232.
Originality/value
The present study compares the importance of mothers' and fathers' education in child nutrition and concludes that the role of the mother is more crucial for child upbringing. There are rarely any studies that focus on the role of fathers' education in child nutrition and compare whose role, mothers' or fathers,' is more important for child well-being.
Peer review
The peer review history for this article is available at: https://publons.com/publon/10.1108/IJSE-06-2023-0483
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Paul Kojo Ametepe, Emetomo Uchefiho Otuaga, Chinwe Felicia Nnaji and Mustapha Sina Arilesere
This study aimed at investigating employee training, employee participation and organizational commitment (OC) and the moderating effect of workplace ostracism among bank…
Abstract
Purpose
This study aimed at investigating employee training, employee participation and organizational commitment (OC) and the moderating effect of workplace ostracism among bank employees.
Design/methodology/approach
The study used a descriptive and cross-sectional design with the aid of a standard scale constructed into a questionnaire. Cluster, convenience and simple random sampling techniques were used to select 1,067 respondents, of which 870 were deemed fit for the study. The theories underpinning the study were the social exchange theory (SET) and social identity theory (SIT). Four hypotheses were developed and tested using hierarchical multiple regression analysis, and moderation using PROCESS macro.
Findings
The study found that employee training and employee participation had a significant positive relationship with organizational commitment, while organizational ostracism had a significant but negative relationship with organizational commitment among bank employees. The study also found that workplace ostracism moderated the relationship between organizational climate and organizational commitment The study recommended that organizational commitment requires management training their workforce, allowing employee participation in decisions, and minimizing or outrightly eradicating the practice of organizational ostracism. It is, therefore, concluded that workers place great value on training and participation in decision-making and frown at organizational ostracism.
Originality/value
This paper fills in the gaps left by the paucity of empirical investigation of the moderating role that workplace ostracism plays between employee training, employee participation and organizational commitment – a feat that is lacking in developing countries. It serves as a reminder to management to prevent or entirely eliminate workplace ostracism to allay an employee's impression of being a threat to an organization when commitment is low.
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Kabiru Oyetunde, Rea Prouska and Aidan McKearney
This paper examines the circumstantial state of mediated work to develop a conceptual framework exemplifying the determinants of voice of workers in triangular employment…
Abstract
Purpose
This paper examines the circumstantial state of mediated work to develop a conceptual framework exemplifying the determinants of voice of workers in triangular employment relationships. These workers are in work context involving two or more firms – agency/platform and clients/client firms.
Design/methodology/approach
Paralleling employee voice research in the triangular employment relationship context, the authors theorised the influencing forces at four levels to propose 12 distinct antecedents of triangular workers' voice. External level (2) – legal employer ambiguity and legal regulation and protection; employment context level (3) – availability and presence, assignment duration and autonomy; firm level (3) – institutional complexity, cost and control and governance structure conflicts; individual level (4) – perceived relative equity, voice skill, self-identity and transition opportunity.
Findings
The triangular workers' voice determinants framework provides a comprehensive outlook on how the external, employment context, firm and individual forces influence voice of workers in triangular employment relationships.
Research limitations/implications
Emanating from the framework are propositions that can be empirically tested for validation. Hence, as with conceptual papers, this paper is limited by non-empirical testing.
Practical implications
Managers of workers in these employment relationships should be cognizant of the different levels of forces that can influence their voice.
Originality/value
This paper contributes to the employee voice literature by presenting a four-level framework that demonstrate a holistic view of how triangular workers' voice is influenced.
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Mohamed Mousa, Beatrice Avolio and Valentín Molina-Moreno
Through focusing on the Peruvian context, this paper aims to identify the main determinants of the continuity of entrepreneurial activity among women artisans.
Abstract
Purpose
Through focusing on the Peruvian context, this paper aims to identify the main determinants of the continuity of entrepreneurial activity among women artisans.
Design/methodology/approach
The empirical sample comprises semi-structured interviews with 28 women artisans in Peru during their participation in a fair organized by the Peruvian Ministry of Culture in Lima (Peru). Thematic analysis was subsequently used to determine the main ideas in the transcripts from the interviews conducted.
Findings
The findings empirically identified the following job-related (number of work hours, perceived income, future of artisanal jobs), functional (availability and relevance of workstations, the necessity to travel) and socio-cultural determinants (government support, perceived recognition, level of affiliation with Peruvian traditions) as the main drivers of the continuity of entrepreneurial activities among women artisans.
Originality/value
This paper contributes by filling a gap in the literature on women entrepreneurship and artisan entrepreneurship in which empirical studies of Latin American women artisans continuing with their entrepreneurial activities have been limited so far.
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Bunga Astria Paramashanti, Yhona Paratmanitya, Ignasia Ika Kusumaningtyas, Tri Mei Khasana, Anafrin Yugistyowati and Tri Siswati
This study aims to examine the association between minimum dietary diversity (MDD) and the concurrence of stunting and overweight (CSO) among children aged 6–23 months.
Abstract
Purpose
This study aims to examine the association between minimum dietary diversity (MDD) and the concurrence of stunting and overweight (CSO) among children aged 6–23 months.
Design/methodology/approach
A cross-sectional study was conducted in Sedayu Subdistrict, Bantul District, Daerah Istimewa Yogyakarta. The authors assessed the concurrence of stunting (height-for-age Z-score below −2 standard deviations SD) and overweight/obesity (Body mass index BMI-for-age Z-score above +2 SD) among a total of 189 children aged 6–23 months as the primary outcome. The authors defined MDD as consuming at least four out of seven food groups using a single 24-h recall. The authors also included other covariates, including sociodemographic characteristics, exclusive breastfeeding history and complementary feeding practices. To identify the factors associated with CSO, this study conducted multiple logistic regression across the study variables using STATA 16.1.
Findings
In the adjusted model, children who met the MDD criterion were associated with a reduced risk of CSO (adjusted odds ratios [OR]: 0.14; 95%confidence interval CI: 0.03–2.43). Compared to boys, girls were more likely to experience CSO (adjusted OR: 5.23; 95%CI: 1.02–26.9). Middle economic status was a protective factor for CSO (adjusted OR: 0.10; 95%CI: 0.01–0.98). This study did not find a significant relationship between CSO and the child’s age, low birth weight, exclusive breastfeeding, energy intake, protein intake, parental education and parental occupation.
Practical implications
This study suggests future programs and policies that promote dietary diversity to reduce the risk of CSO.
Originality/value
This study reveals the association between MDD and the coexistence of stunting and overweight.
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Nadia Yusuf, Yussra Jamjoom and Karima Saci
The purpose of this study is to investigate the relationship between socioeconomic factors and entrepreneurial orientation (EO) across genders. The study also highlights the…
Abstract
Purpose
The purpose of this study is to investigate the relationship between socioeconomic factors and entrepreneurial orientation (EO) across genders. The study also highlights the impact of cognitive and motivational factors on the EO in Saudi Arabia.
Design/methodology/approach
This is a quantitative analysis based on the Adult Population Survey of 2016 conducted by the Global Entrepreneurship Monitor among a sample of 4,053 in the Kingdom of Saudi Arabia.
Findings
The results showed significant differences in most EO dimensions between genders. It was found that EO is positively related to gender, with more women intending to start a venture than men in the Kingdom of Saudi Arabia. Self-efficacy, motivation and social welfare motivational factors for EO are positively associated with the gender of the respondents.
Practical implications
This paper illustrates the urgency to establish programs that support self-efficacy, motivation and social welfare to promote entrepreneurship among women in the Kingdom.
Originality/value
The study highlights the impact of cognitive and motivational factors on EO among females in Saudi Arabia.
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Mahesh Subramony and Mark S. Rosenbaum
The purpose of this study is to address United Nations’ sustainable development goals (SDGs) 8 and 9 from a service perspective. SDG 8 is a call to improve the dignity of service…
Abstract
Purpose
The purpose of this study is to address United Nations’ sustainable development goals (SDGs) 8 and 9 from a service perspective. SDG 8 is a call to improve the dignity of service work by enhancing wages, working conditions and development opportunities while SDG 9 calls upon nations to construct resilient infrastructures, promote inclusivity and sustainability and foster innovation.
Design/methodology/approach
This study uses a bibliometric review to extract important themes from a variety of scholarly journals.
Findings
Researchers tend to investigate policy-level topics, such as national and international standards related to working conditions, while ignoring the experiences or well-being of workers occupying marginalized and low-opportunity roles in service organizations. Service researchers, educators and practitioners must collaborate to improve the state of service industries by conducting participatory action research, promoting grassroots organizing/advocacy, implementing digitized customer service and addressing workforce soft skills deficiencies.
Research limitations/implications
The authors consider how service work can be transformed into respectable employment and present four specific ways nations can enhance their service industries.
Practical implications
Economic planners can view SDGs 8 and 9 as a framework for understanding and promoting the well-being of service employees and accelerating the productivity and innovation levels of the service sector.
Originality/value
The United Nations’ SDGs are examined from a services perspective, which increases their significance in service-dominated economies.
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Fuzhong Chen, Guohai Jiang and Mengyi Gu
Under the background of low consumer financial knowledge and accumulated credit card liabilities, this study investigates the relationship between financial knowledge and…
Abstract
Purpose
Under the background of low consumer financial knowledge and accumulated credit card liabilities, this study investigates the relationship between financial knowledge and responsible credit card behavior using data from the 2019 China Household Finance Survey (CHFS). From the perspective of consumer economic well-being, this study defines accruing credit card debt to buy houses and cars when loans with lower interest rates are available as irresponsible credit card behavior.
Design/methodology/approach
This study uses probit regressions to examine the association between financial knowledge and responsible credit card behavior because the dependent variable is a dummy variable. To alleviate endogeneity problems, this study uses instrument variables and Heckman’s two-step estimation. Furthermore, to explore the potential mediators in this process, this study follows the stepwise regression method. Finally, this study introduces interaction terms to examine whether this association differs in different groups.
Findings
The results indicate that financial knowledge is conducive to increasing the probability of responsible credit card behavior. Mediating analyses reveal that the roles of financial knowledge occur by increasing the degree of concern for financial and economic information and the propensity to plan. Moderating analyses show that the effects of financial knowledge on responsible credit card behavior are stronger among risk-averse consumers and in regions with favorable digital access.
Originality/value
This study measures responsible credit card behavior from the perspective of the consumer’s well-being, which enriches practical implications for consumer finance. Furthermore, this study explores the potential mediators influencing the process of financial knowledge that affects responsible credit card behavior and identifies moderators to conduct heterogeneous analyses, which helps comprehensively understand the nexus between financial knowledge and credit card behavior. By achieving these contributions, this study helps to curb the adverse effects of irresponsible credit card behavior on consumers’ well-being and the economic system and helps policymakers promote financial knowledge to fully prevent irresponsible credit card behavior.
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Leodoro J. Labrague, Sulaiman Al Sabei, Omar Al Rawajfah, Ikram Ali Burney and Raeda Abu AlRub
This study aims to examine the level of intention to pursue formal nursing leadership roles among millennial nurses and to identify the different factors that may play a role in…
Abstract
Purpose
This study aims to examine the level of intention to pursue formal nursing leadership roles among millennial nurses and to identify the different factors that may play a role in their intentions to pursue such roles.
Design/methodology/approach
This study used a multi-center, cross-sectional research design. Registered nurses born between 1980 and 2000 (n = 1,377) who worked in 23 acute care hospitals in Oman were included in this study. Data were analyzed using descriptive statistics and multiple linear regression. Data were collected between July 2019 and January 2020.
Findings
Nearly 70% of millennial nurses researched their intention for career advancement to assume nursing leadership responsibility. Factors associated with nurses’ intention to pursue formal nursing leadership roles were the type of nursing degree held (having a bachelor of science in nursing degree), type of hospital facility affiliation (teaching hospital), previous leadership experience, structural empowerment (access to support, opportunity and resources), work satisfaction and job burnout.
Originality/value
Millennial nurses, who represent the largest segment of the nursing workforce, have begun assuming nursing management and leadership roles; however, little is known about the factors affecting their intentions to pursue these roles. The findings of this study revealed different factors (both modifiable and nonmodifiable) influencing millennial nurses’ intentions to pursue formal leadership roles.
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