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21 – 30 of over 4000Md Shamirul Islam, Muslim Amin, Feranita Feranita and Osman M. Karatepe
This study aims to propose and examine a research model where work engagement mediates the impacts of high-involvement work practices (HIWPs) on bank employees' turnover…
Abstract
Purpose
This study aims to propose and examine a research model where work engagement mediates the impacts of high-involvement work practices (HIWPs) on bank employees' turnover intentions. Specifically, the paper assesses: (a) the effects of empowerment, information sharing, rewards and training on work engagement and turnover intention, (b) work engagement as a mediator of the effects of these HIWPs on turnover intention (c) and functional competence as a moderator of the effects of these HIWPs on work engagement.
Design/methodology/approach
An online survey was employed to gather data from 343 employees working in commercial banks in Bangladesh. The authors applied partial least squares structural equation modeling to assess the aforesaid linkages.
Findings
Empowerment and information sharing increase bank employees' work engagement, while training and rewards reduce their proclivity to leave. Work engagement partly mediates the relationships of empowerment and information sharing to turnover intention. Functional competence moderates the relationship between three HIWPs (empowerment, information sharing and rewards) on work engagement.
Originality/value
The paper examines the association between HIWPs and turnover intention, which has been subjected to little empirical inquiry among bank employees during a crisis (e.g. Covid-19 pandemic). The paper provides new insights into the underlying mechanism linking HIWPs and turnover intention and highlights the moderating effect of functional competence. Additionally, the study offers new knowledge on the impact of the pandemic on bank employees' HIWPs. Finally, this paper used data gathered from bank employees in Bangladesh, which is an underrepresented Asian country in the extant service research.
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This chapter is aimed at filling two important gaps in the large literature on high-involvement work system (HIWS). First, the existing literature tends to focus on North America…
Abstract
This chapter is aimed at filling two important gaps in the large literature on high-involvement work system (HIWS). First, the existing literature tends to focus on North America and Western Europe, and detailed information on HIWS outside of the two regions (especially Asia) is still limited. Second, while there is a large body of quantitative evidence, the literature is relatively scant on detailed account of exactly how specific HIWS practices are implemented in the real workplace. This chapter draws on our extensive field research at firms in Japan, the United States, and Korea, and presents real-world examples of HIWS of firms in Japan, Korea, and the United States. Our detailed account of the implementation of HIWS in the three countries points to an intriguing process of transnational diffusion of HIWS. Japanese firms as early experimenters of HIWS posed a challenge to U.S. firms in the global marketplace, resulting in the trans-pacific diffusion of HIWS which is modified to the U.S. corporate culture. Due to its geographical proximity and historical connections to Japan, Korean firms were initially heavily influenced by Japanese HIWS. However, with the rising link to the United States and Europe, Japanese influence appears to have been waning, and interest in U.S. style HIWS and European-style state-mandated works council has risen, suggesting that a hybrid model may be emerging in Korea.
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The authors wanted to look at the impact of both the overall HRM system and HRM sub-systems, in this case training, information, participation and autonomy.
Abstract
Purpose
The authors wanted to look at the impact of both the overall HRM system and HRM sub-systems, in this case training, information, participation and autonomy.
Design/methodology/approach
The authors tested four hypotheses on thousands of employees from 104 Spanish SMEs. Previous studies of high-involvement HRM systems were done in large US firms
Findings
The results showed women are more likely than men to reciprocate employer offerings of supportive HRM. They are also more likely to withdraw their commitment when the work environment is unsupportive. However, the results showed that the moderating effect of gender on the relationship between autonomy and affective commitment was not significant
Originality/value
The authors said that few previous studies had tried to explain the different impacts on men and women of perceived HRM practices. Their study was also unusual in investigating the impact of both the overall HRM system and HRM sub-systems, in this case training, information, participation and autonomy.
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Responding to Colbert’s (2004) call for research examining the complexity of work systems’ effect on performance, and following Meyer and Dunphy’s (2014, 2015) work determining…
Abstract
Purpose
Responding to Colbert’s (2004) call for research examining the complexity of work systems’ effect on performance, and following Meyer and Dunphy’s (2014, 2015) work determining the general manner by which the complex mechanism of strategy choice and its implementation effect corporate performance, the purpose of this paper is to specify and test a model of the effects of workplace factors affecting employee responses to the demand for increased knowledge in using technology.
Design/methodology/approach
Drawing on the literature on the resource-based view of strategy and the knowledge-based (KB) view of human resource management system implementation, theory is developed, and hypotheses are generated, regarding employee attitudes toward skill development, technology, employment security, and feedback and their impact on competence and impact. Meaningfulness, self-determination, work conditions, and intensity are controlled for. Data from a sample of 888 employees, 24 managers, and corporate executives across eight Detroit-area automotive supplier firms are used to test the model using structural equation modeling.
Findings
Individual psychological states of competence and impact are positively and strongly associated with KB psychological climates that foster and condition positive beliefs about the importance of learning new skills and about the effects of the diffusion of new technologies on employees.
Research limitations/implications
The complexity of the interactions of management implementation of workplace practices on employee performance still needs more sorting out. Only unionized employers pursuing high-involvement work systems were studied. Other types of employers would have very different workplace climates.
Practical implications
Only unionized employers pursuing high-involvement work systems were studied. Other types of employers would have very different workplace climates.
Social implications
In order to have employees be receptive to changing technology and the resulting, increased demands for knowledge and skill, employers have to provide long-term employment security.
Originality/value
The results provide the specific manner by which employers can increase employee receptiveness to increase workplace knowledge and training to have more impact on their performance.
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Gul Afshan, Muhammad Kashif, Firdous Khanum, Mansoor Ahmed Khuhro and Umair Akram
Based on the conservation of resources theory, this study aims to investigate high involvement work practices (HIWP) as an antecedent to burnout with a mediating role of perceived…
Abstract
Purpose
Based on the conservation of resources theory, this study aims to investigate high involvement work practices (HIWP) as an antecedent to burnout with a mediating role of perceived work–family (WF) imbalance. Moreover, this study examines whether humble leadership moderates the relationship between HIWP and WF imbalance.
Design/methodology/approach
Using a time-lagged survey approach, data are collected from 200 employees working in the Indian services sector organizations.
Findings
The findings demonstrate that HIWP has a direct negative effect on burnout and an indirect effect via WF imbalance. Also, humble leadership moderates the relationship between HIWP and WF imbalance.
Originality/value
By studying the pessimistic view of HIWP in the Indian context, this study contributes to the scant studies available on its effect on burnout in collectivistic societies. Furthermore, humble leadership's moderating role in the relationship between HIWP and WF imbalance is unique to this study.
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Andrea Ollo-López, Alberto Bayo-Moriones and Martin Larraza-Kintana
– The purpose of this paper is to study how high-involvement work systems (HIWS) affect job satisfaction, and tries to disentangle the mechanisms through which the effect occurs.
Abstract
Purpose
The purpose of this paper is to study how high-involvement work systems (HIWS) affect job satisfaction, and tries to disentangle the mechanisms through which the effect occurs.
Design/methodology/approach
The authors use data for a representative sample of 10,112 Spanish employees. In order to test the mediation mechanism implied by the hypotheses, the authors follow the procedure outlined in Baron and Kenny (1986). Given the nature of the dependent variables, ordered probit models were estimated to study the effect of HIWS on the mediating variables (job interest, effort and wages), and regression models were estimated to analyze the effect of HIWS on the final attitudinal variable (job satisfaction).
Findings
Empirical results show that HIWS results in higher levels of effort, higher wages and perceptions of a more interesting job. Moreover, greater involuntary physical effort reduces job satisfaction while higher wages, greater voluntary effort, involuntary mental effort and having an interesting job increase job satisfaction. The net effect of these opposing forces on job satisfaction is positive.
Research limitations/implications
The use of secondary data posits some constrains in aspects such as the type of measures or the failure to control for personal traits. Additionally, the non-longitudinal nature of the data set implies that some relationships cannot be considered causal in the intended direction.
Practical implications
Managers should implement HIWS since in general they increase job satisfaction. A significant portion of this positive effect is channeled through perceptions of interesting job, higher wages and increased effort demands. Managers should pay attention to implementation issues.
Originality/value
The paper contributes to enrich the understanding of the relationship between the HIWS and job satisfaction, proposing a model that aims to disentangle the mediating mechanisms through which HIPWS affect job satisfaction. Unlike previous attempts, this model integrates opposing views about the positive or negative effects associated with HIWS.
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Lu Zhang and David Morand
The purpose of this paper is to investigate the relationship between status-leveling symbols (i.e. the symbols used by organizations to remove, blur, or downplay hierarchical…
Abstract
Purpose
The purpose of this paper is to investigate the relationship between status-leveling symbols (i.e. the symbols used by organizations to remove, blur, or downplay hierarchical distinctions) and employees’ work attitudes, as mediated through perceptions of trust, justice, and leader-member exchange. The study intends to provide some empirical support relative to the role of symbolic-leveling symbols as a social influence process in the workplace.
Design/methodology/approach
In this study, the authors developed a measure of organizational status leveling by focussing on three symbols – physical space, dress, and forms of address. Data were collected from 147 employees who were enrolled in a part-time MBA program. The paper used path analysis to test the hypotheses.
Findings
Results fully supported the theoretical model except the mediating role of justice perceptions in the relationship between status-leveling symbols and affective commitment.
Practical implications
The results of the study provide guidance for design of physical workspaces and setting or reinforcing norms regarding forms of address and dress codes. Such practices need to be integrated with other high-involvement HR practices so as to create and sustain the culture desired by the organization.
Originality/value
The paper is the first to measure status-leveling symbols in organizations, and the first to investigate the linkages between symbolic-leveling symbols and relevant work-related outcomes.
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Stefano Biazzo and Roberto Panizzolo
Argues that the way work organization in lean production environments is assessed depends heavily on the choice of the variables that are adopted to ascertain the degree of…
Abstract
Argues that the way work organization in lean production environments is assessed depends heavily on the choice of the variables that are adopted to ascertain the degree of innovation in the workplace. Many studies evaluate the change in work organization observing only those elements which are functional for the just‐in‐time production principles while excluding crucial dimensions that characterize the working situation from the worker’s perspective. Moreover, besides the choice of the variables employed to ascertain the degree of innovation in work organization, the method adopted for measuring these variables would seem to be critical if one wishes to bring to light what is hidden behind the popular terms like team, empowerment, problem‐solving groups, quality circles, etc. Suggests that only a research approach which is able to give “thick descriptions” of workplaces can reveal the “reality of working” within lean production systems.
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This study determines the effects of high-involvement work practices (HIWPs) and servant leadership (SL) on job crafting (JC). It also investigates the effect of JC on innovative…
Abstract
Purpose
This study determines the effects of high-involvement work practices (HIWPs) and servant leadership (SL) on job crafting (JC). It also investigates the effect of JC on innovative work behavior (IWB). It further examines the mediating role of JC in the relationship between HIWPs and IWB, as well as between SL and IWB based on self-determination theory and conservation of resources theory.
Design/methodology/approach
Data were collected in two waves with a one-week interval (Time 1 and Time 2) from 138 nurses from seven public hospitals in Baghdad through survey design. The data analysis was done through structural equation modeling using smart partial least squares.
Findings
This study reveals that HIWPs and SL have significant effects on JC, while JC has a significant relationship with IWB. It also shows that JC has a significant mediating role in the relationship between HIWPs and IWB. Finally, the relationship between SL and IWB is significantly mediated by JC.
Originality/value
This study contributes to the extant literature by revealing the direct effects of JC on IWB. It further unveils the mediating effect of JC on the nexus between HIWPs and IWB, as well as between SL and IWB. This mediating effect has been overlooked in the empirical literature.
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