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In the absence of previous work, this study investigates how the psychological contract (PC) influences the safety performance of construction workers in China.

The literature is first consulted to obtain a set of PC and safety performance measures that fits the specific situation of construction workers, which is then moderated by five construction experts. A questionnaire survey of 206 workers from 4 different construction sites is followed by a descriptive statistical analysis of the nature of the PC and level of the safety performance of the respondents. Finally, a regression analysis is used to ascertain the level of influence of the PS, and an analysis is made of the influence of PC on safety performance.

A set of PC and safety performance measures is identified that fits in the construction workers' specific situation. The PC of the respondents is found to be intact and well-performed, and their safety performance is maintained at a high level. Safety performance is highly influenced by the state of the PC, with the three dimensions of safety performance (safety result, safety compliance and safety participation) positively correlated with the three dimensions of the PC (normative, interpersonal and developmental).

Suggestions are made to improve safety production management and safety performance by providing adequate material and economic conditions, helping the workers establish good interpersonal relationships and realize their personal values.

Combining the goal-setting and job demands-resources (JD-R) theories, we examine how two project resources, collaborative project leadership and financial project resources, enhance high project performance in community-academic health partnerships.

With a sequential explanatory mixed-method research design, data were collected through a survey (N = 318) and semi-structured interviews (N = 21). A hypothesised three-path mediation model was tested using structural equation modelling with bootstrapping. Qualitative data were examined using thematic analysis.

Project workers’ hope, goal-commitment and -stress: (1) fully mediate the hypothesised relationship between highly collaborative project leadership and high project performance; and (2) partially mediate the relationship between financial project resources and high project performance. The qualitative data corroborate and deepen these findings, revealing the crucial role of hope as a cognitive-motivational facilitator in project workers’ ability to cope with challenges.

Project leaders should promote project workers’ goal commitment, reduce their goal stress and boost project performance by securing financial project resources or reinforcing workers’ hope, e.g. by fostering collaborative project leadership.

The findings contribute to the project management and JD-R literature by considering the joint effects of project workers’ hope and two commonly studied project resources (collaborative project leadership and financial project resources) on high project performance. Moreover, we demonstrate the importance of the goal-setting and JD-R theories for understanding complex health-promotion projects connecting academic to community work.

The purpose of this study is to investigate the complexity of how demands and stress are mitigated to enhance employee performance in remote working arrangements.

A time-lagged snowball sample of 223 full-time remote working adults in the United States participated in an online survey. Data were analyzed using R 4.0.2 and structural equation modeling.

Results suggest remote job resources involving organizational trust and work flexibility increase performance via serial mediation when considering information communication technology (ICT) demands and work–life interference (WLI). The findings provide insights into counterbalancing the negative aspects of specific demands and stress in remote work arrangements.

This study provides insights for managers to understand how basic job resources may shape perspectives on demands and WLI to impact performance. Specific to remote working arrangements, establishing trust with the employees and promoting accountability with their work flexibility can play an important part in people and their performance.

This study contributes theoretically to the literature by evidencing how components of the E-Work Life (EWL) scale can be used with greater versatility beyond the original composite measurement because of the job-demand resource (JD-R) framework and conservation of resources theory (COR). This study answers several calls by research to investigate how ICT demands and WLI play a complex role in work performance.

Although many employers continue to adopt various forms of worker participation or employee involvement, expected positive gains often fail to materialize. One explanation for the weak or altogether missing performance effects is that researchers rely on frameworks that focus almost exclusively on contingencies related to the workers themselves or to the set of tasks subject to participatory processes. This study is premised on the notion that a broader examination of the employment relationship within which a worker participation program is embedded reveals a wider array of factors impinging upon its success. I integrate labor relations theory into existing insights from the strategic human resource management literature to advance an alternative framework that additionally accounts for structures and processes above the workplace level – namely, the (potentially implicit) contract linking employees to the organization and the business strategies enacted by the latter. The resulting propositions suggest that the performance-enhancing impact of worker participation hinges on the presence of participatory or participation-supporting structures at all three levels of the employment relationship. I conclude with implications for participation research.

For ranking aggregation in crowdsourcing task, the key issue is how to select the optimal working group with a given number of workers to optimize the performance of their aggregation. Performance prediction for ranking aggregation can solve this issue effectively. However, the performance prediction effect for ranking aggregation varies greatly due to the different influencing factors selected. Although questions on why and how data fusion methods perform well have been thoroughly discussed in the past, there is a lack of insight about how to select influencing factors to predict the performance and how much can be improved of.

In this paper, performance prediction of multivariable linear regression based on the optimal influencing factors for ranking aggregation in crowdsourcing task is studied. An influencing factor optimization selection method based on stepwise regression (IFOS-SR) is proposed to screen the optimal influencing factors. A working group selection model based on the optimal influencing factors is built to select the optimal working group with a given number of workers.

The proposed approach can identify the optimal influencing factors of ranking aggregation, predict the aggregation performance more accurately than the state-of-the-art methods and select the optimal working group with a given number of workers.

To find out under which condition data fusion method may lead to performance improvement for ranking aggregation in crowdsourcing task, the optimal influencing factors are identified by the IFOS-SR method. This paper presents an analysis of the behavior of the linear combination method and the CombSUM method based on the optimal influencing factors, and optimizes the task assignment with a given number of workers by the optimal working group selection method.

This paper systematically reviewed research work on drivers of teamwork, which will reinforce construction work teams to enhance workers’ safety performance. This study adds to the existing but limited understanding of teamwork drivers on construction workers’ safety performance. This paper presents scholars and industry-based professionals with critical initiatives that have to be implemented in organisations to get positive results in safety while working in teams with an emphasis on systems drivers of teamwork on safety performance at the organisational level, which will help in providing information on the functioning of the teams and contribute towards improved safety performance of team workers.

This study aims to systematically examine the existing body of knowledge on drivers of teamwork by analysing 53 publications from the years 1997–2021. The Scopus search engine was used to conduct a systematic review and germane publications were collated.

According to the findings of the review, since 1997, there has been a burgeoning concern in the research of drivers of teamwork and its impact on workers’ safety performance. After performing a systematic review, 37 drivers of teamwork were identified. The top five drivers are effective communications, team workers’ relations, leadership, shared knowledge and information, and team training. Moreover, it was noted that the United States and Australia have been the international regions of focus for most of the research in the area of drivers of teamwork from the years 1997–2021. The 37 drivers of teamwork are distributed into six major socio-technical components: people drivers; culture drivers; metrics drivers; organisational and management practices and procedures drivers; infrastructure drivers and technology drivers.

The results reported present research scholars and professional practitioners with an overview of the drivers of teamwork that could be implemented in the construction industry to streamline potential implementations and improve safety performance of construction workers.

A list of teamwork drivers has been developed to ratify potential empirical research in the area of construction safety. The results would contribute to the existing but restricted understanding of drivers of teamwork in the construction industry.

Drawing upon social cognitive theory (SCT), the authors aimed to examine the relationship between supervisors' knowledge-oriented leadership (KOL) style and knowledge workers' performance. The authors further investigated the conditional indirect effects of KOL on workers' performance through knowledge management (KM) engagement at different levels of workers' empowerment.

The authors used a time-lagged field survey and collected data from 212 knowledge workers and their 72 supervisors working in 15 knowledge-intensive firms across Pakistan.

The results showed that supervisors' KOL positively affected knowledge workers' performance both directly and through KM engagement. Similarly, the effect of KM engagement on workers' performance was stronger for those who experienced higher levels of empowerment. Finally, the indirect effects of KOL on workers' performance through KM engagement were stronger for higher levels of empowerment.

The study provided theoretical implications, specifically in a non-Western work context where KOL is relatively less explored. Additionally, the authors examined the concept of empowerment, using SCT, as a boundary condition, providing evidence for empowerment as a contingency factor that fosters employees' performance.

This study aims to explore the influences of contingent workers on organizations’ innovation performance and develop a framework examining how innovation performance benefits from the utilization of contingent workers. Built up on a strategic human resource (HR) flexibility model, the importance of coordination flexibility of contingent worker skills and behaviors is highlighted.

Structural equation modeling is used to test the proposed hypotheses by using data collected from 163 paired surveys in Taiwan. The results provide support on the hypotheses.

The findings in this study highlight the coordination flexibility of contingent worker skills and behaviors, adaptive capability and knowledge integration on innovation performance in highly competitive industries. This study provides evidence linking coordination flexibility of contingent worker skills and behaviors and organizational innovation performance, and can contribute to the strategic HR management literature.

Coordination flexibility of contingent worker skills and behaviors contributes positively to innovation performance. According to the findings, managers should pay more attention on the contingent workers’ coordination practices to enhance organizational innovation performance in the manufacturing firms. In addition to the managerial implications, research limitations and future research directions are also discussed.

Knowledge management in the public sector is relatively an ignored avenue of research and practice that has recently been given attention. Knowledge management initiatives in the public sector are now not limited to the developed countries anymore. The public sectors of various developing countries including Pakistan have developed knowledge management functions to address the problems of low organizational commitment (higher turnover rates) and knowledge-workers’ performance. Consequently, the purpose of this paper is to examine the mediation role of organizational commitment in the relationship between knowledge management practices and knowledge-worker performance.

The data were gathered from 341 knowledge workers of the public sector health department of Punjab Province, Pakistan, where knowledge management unit initiative has been taken. It was then analyzed using the structural equation modeling.

Organizational commitment partially mediates the relationship between knowledge management practices and knowledge-work performance.

The public sector policy makers are strongly advised to implement knowledge management units and practices in order to enhance knowledge-work performance as well as organizational commitment.

First, the model on the mediating role of organizational commitment has never been examined before. Second, the data collection from the public Health Department of Pakistan, a developing country, is relatively rare because the public sector knowledge management studies have mostly been conducted in developed countries. Finally, this study extends the literature on knowledge management in the public sector that is the developing theme in knowledge management discipline while adding knowledge management as a toolkit to enhance knowledge-workers’, organizational commitment and knowledge-work performance.

The purpose of this paper is to investigate the competence, performance, and trainability of older workers of higher educational institutions in Malaysia.

Survey methods were used in this study. The survey measures were adopted from Rothwell (2002) and Sarmiento et al. (2007) for performance and competence, respectively, while trainability measurements were adopted from Maurer et al. (2008). The sample of 325 respondents consisted older workers in the higher education sector aged between 55 and 60 years old.

Based on the assessments made by the older workers themselves and their superiors, it is found that the older workers are competent, performing well, and are trainable. The administrative older staff, however, were rated lower by the superior as compared to the academic older staff. This may be due to the fact that most of the assessors are academicians. Regardless of the category of the staff, performance of older workers is positively related to their competence and trainability.

Competence and trainability are important factors as they are found related to performance. This study focuses on education sector. It would be interesting to include older workers from other sectors because the education sector is perceived to be less physically demanding.

This study provides valuable insights into considering of revising the retirement age of academician in higher education sector even higher. Age seems to be an advantage to this group of employees.

This study is unique and significant because it focuses on important sector, i.e. higher education. It would reduce the knowledge gap in performance management of older workers especially in higher education sector.