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1 – 10 of 658Md Karim Rabiul, Ahmad Edwin Mohamed, Ataul Karim Patwary, Tan Fee Yean and Siti Zaitun Osman
Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and…
Abstract
Purpose
Drawing on self-concept theory, this study evaluates the mediating effects of employees' psychological states on the relationship between human resources (HR) practices and employee engagement.
Design/methodology/approach
Through random sampling, 434 customer-contact frontline employees from five-star hotels in Malaysia participated in the cross-sectional survey.
Findings
The results produced by the Smart-PLS (partial least squares) indicate that HR practices positively and significantly influence employees' psychological states of safety, meaningfulness and availability. All these psychological states also exert positive influences on employee engagement (organisational and work engagement). Safety and availability mediate the links between HR practices and employee engagement, but not meaningfulness.
Practical implications
HR practices and employees' psychological states are necessary in ensuring positive employee outcomes and improving customer service provision.
Originality/value
The findings contribute to the further extension of self-concept theory and employee engagement by incorporating the mediating roles of employees' psychological states in the relationships between HR practices and employee engagement.
研究目的
以自我概念理論為依據,本研究擬評估僱員的心理狀態、如何在人力資源做法與員工敬業度之間的聯繫上起著仲介的效應。
研究方法
透過隨機抽樣法,434名在馬來西亞五星級酒店工作、接觸顧客的一線員工被選參與一個橫斷面調查。
研究結果
以SmartPLS (偏最小平方)取得的研究結果顯示、人力資源做法正面地影響著員工的安全感、工作給予的意義和感知的組織支援;而且,這些心理狀態,均會對員工的敬業度(對組織的自豪感及對工作的投入)起著正面的影響。另外,安全感和感知的組織支援在人力資源做法與員工敬業度之間的聯繫上、起著仲介之效應;唯工作給予的意義則沒有這個效應。
研究的原創性
研究結果進一步伸展了自我概念理論及員工敬業度方面的論述,這是由於本研究把員工心理狀態所扮演的中介角色,納入人力資源做法與員工敬業度的聯繫中。
研究給予的啓示
若要確保積極的員工成果及提供更佳的顧客服務,有效的人力資源做法和正面的員工心理狀態是不可或缺的。
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Isaac A. Lindquist, Joseph A. Allen and William S. Kramer
Stand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can…
Abstract
Purpose
Stand-up meetings have received attention for their functional effectiveness in the workplace, but they can also cause affective reactions among attendees. These reactions can affect workplace attitudes and alter the way that employees view and perform their work to the benefit or detriment of the organization.
Design/methodology/approach
Following the tenets of the job characteristics model (JCM), a study was conducted on relevant stand-up meetings' effects on beliefs about the meaningfulness of one's work and subsequent motivation. Further analysis explored the effects that meeting load (i.e. the number of meetings) has on the outcomes of meetings.
Findings
Consistent with hypotheses, stand-up meeting relevance has an indirect effect on work motivation through work meaningfulness. Meeting load moderates both the indirect effect, such that the effect is stronger at higher numbers of meetings, and the direct effect on work meaningfulness in the opposite direction, as the effect is strongest with fewer meetings.
Practical implications
Organizations should ensure that stand-up meetings are relevant to all attendees and hold the meetings at an appropriate regularity for the best outcomes.
Originality/value
This work examined the stand-up meeting. Most prior meetings research has focused on meetings as a whole or other subtypes and examine meeting relevance and contribution to employee motivation through the lens of JCM.
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Kujtim Hameli and Bujamin Bela
This study aims to examine the relationship between high commitment human resource management (HCHRM) practices and employee well-being in the food service industry, with a focus…
Abstract
Purpose
This study aims to examine the relationship between high commitment human resource management (HCHRM) practices and employee well-being in the food service industry, with a focus on the mediating roles of job demands and psychological conditions.
Design/methodology/approach
A survey was conducted among 296 frontline employees in the food service industry, and the data were analyzed using structural equation modeling (SEM) in AMOS ver26.
Findings
The results showed that HCHRM practices do not directly affect employee well-being. However, psychological conditions play a crucial role in mediating the relationship between HCHRM practices and employee well-being. Specifically, the psychological conditions of meaningfulness and availability significantly predicted work engagement and mediated the relationship between HCHRM practices and employee well-being. On the other hand, job demands did not mediate the relationship between HCHRM practices and employee well-being.
Research limitations/implications
Although the study addressed common method variance, the cross-sectional nature of the data limits the ability to infer causal relationships among variables. Future studies could adopt a longitudinal research design to investigate the causal relationships among variables. In addition, the study recommends that managers in the food service industry adopt HCHRM practices and provide necessary psychological conditions to promote employee well-being.
Originality/value
This study extends the current literature on HCHRM and employee well-being in the food service industry by providing new insights into the mediating role of psychological conditions. The findings suggest that HCHRM practices can indirectly promote employee well-being through the enhancement of psychological conditions. These insights could help managers in the food service industry to design effective HRM strategies that foster employee well-being and reduce turnover.
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Tapas Bantha, Umakanta Nayak and Subhendu Kumar Mishra
This study aims to examine the association between workplace spirituality (WPS) and individual’s work engagement (WE) and also the mediating effect of individual’s psychological…
Abstract
Purpose
This study aims to examine the association between workplace spirituality (WPS) and individual’s work engagement (WE) and also the mediating effect of individual’s psychological conditions [psychological meaningfulness (PSYM), psychological safety (PSYS) and psychological availability (PSYA)] on this relationship.
Design/methodology/approach
Grounded on Kahn’s personal engagement theory, a model has been developed with WPS as an independent variable, individual’s psychological conditions (PSYM, PSYS and PSYA) as the mediators and individual’s WE as the dependent variable. Based on the online responses from 510 millennial employees working in Fortune 500 manufacturing and service industries operating in India, analysis has been undertaken using confirmatory factor analysis, Pearson correlation and PROCESS macro of Hayes (2017).
Findings
WPS has been noted to influence individual’s WE positively and there is a partial mediation of PSYM, PSYS and PSYA on this relationship.
Research limitations/implications
The present study is able to extend the scope of Kahn’s personal engagement theory.
Practical implications
Leaders and HR administrators can use the framework to ensure positive engagement levels for the millennial workforce. It will also help to reduce job dissatisfaction and burnouts at the workplace.
Originality/value
The present study contributes to understanding WE through the lens of WPS. It adds to the existing knowledge by explaining the mediation of the psychological conditions between spirituality and WE among millennials working in India. To the best of the authors’ knowledge, this study can be considered one of the first studies that has attempted to understand the role of WPS and psychological conditions on WE levels of millennials.
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Pallavi Srivastava, Trishna Sehgal, Ritika Jain, Puneet Kaur and Anushree Luukela-Tandon
The study directs attention to the psychological conditions experienced and knowledge management practices leveraged by faculty in higher education institutes (HEIs) to cope with…
Abstract
Purpose
The study directs attention to the psychological conditions experienced and knowledge management practices leveraged by faculty in higher education institutes (HEIs) to cope with the shift to emergency remote teaching caused by the COVID-19 pandemic. By focusing attention on faculty experiences during this transition, this study aims to examine an under-investigated effect of the pandemic in the Indian context.
Design/methodology/approach
Interpretative phenomenological analysis is used to analyze the data gathered in two waves through 40 in-depth interviews with 20 faculty members based in India over a year. The data were analyzed deductively using Kahn’s framework of engagement and robust coding protocols.
Findings
Eight subthemes across three psychological conditions (meaningfulness, availability and safety) were developed to discourse faculty experiences and challenges with emergency remote teaching related to their learning, identity, leveraged resources and support received from their employing educational institutes. The findings also present the coping strategies and knowledge management-related practices that the faculty used to adjust to each discussed challenge.
Originality/value
The study uses a longitudinal design and phenomenology as the analytical method, which offers a significant methodological contribution to the extant literature. Further, the study’s use of Kahn’s model to examine the faculty members’ transitions to emergency remote teaching in India offers novel insights into the COVID-19 pandemic’s effect on educational institutes in an under-investigated context.
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Vindhya Weeratunga, Deborah Blackman, Fiona Buick and Anthony Cotton
The purpose of this paper is to improve the understanding of the applicability of employee engagement theories in a South Asian country, Sri Lanka, and determine whether…
Abstract
Purpose
The purpose of this paper is to improve the understanding of the applicability of employee engagement theories in a South Asian country, Sri Lanka, and determine whether engagement theories are universally applicable beyond the Western countries in which they have been developed and tested.
Design/methodology/approach
A heterogeneous sample of 451 private-sector employees in Sri Lanka was used. A mixed-method design was adopted; quantitative findings were compared with previous studies conducted in Western countries, and qualitative findings enabled a more nuanced understanding of employee engagement in the Sri Lankan context.
Findings
Despite cultural differences between Sri Lanka and Western countries, the antecedents of engagement did not manifest differently in a consistent way. Combined results suggest that the different manifestations of engagement in Sri Lanka cannot be attributed solely to cultural variance.
Research limitations/implications
The authors used cross-sectional data and tested only four antecedents of engagement.
Practical implications
This study highlights the importance of multinational organisations' awareness of how employee engagement manifests across different contexts and going beyond cultural adaptation when developing context-specific engagement strategies.
Originality/value
This is among the first studies on an Asian country to examine whether cultural differences impact the antecedents of engagement to empirically test Kahn's (1990) theory of engagement and the motivational process of the job demands-resources theory in a single study and to use a heterogeneous sample and mixed-methods design. The authors challenge the centrality of national culture as a determinant of employee engagement and highlight the importance of considering other contextual factors when examining employee engagement in different countries.
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Md karim Rabiul, Karim Rashed and Harun O.R. Rashid
This study examines the role of psychological safety as an antecedent to meaningful work and as a mediator between transformational leadership (TFL) and meaningful work…
Abstract
Purpose
This study examines the role of psychological safety as an antecedent to meaningful work and as a mediator between transformational leadership (TFL) and meaningful work. Additionally, it explores customer incivility as a precursor to psychological safety and as a moderator in the relationship between psychological safety and meaningful work.
Design/methodology/approach
Data from 368 hotel employees in Bangladesh were purposively sampled and analyzed using SmartPLS.
Findings
Psychological safety positively predicted meaningful work and served as a mediator in the nexus between TFL and meaningful work. Additionally, customer incivility was identified as a negative predictor of safety and acted as a moderator, reversing the association between psychological safety and meaningful work.
Practical implications
TFL exhibits mixed correlations, being negatively associated with meaningful work but positively linked to psychological safety. Therefore, workplaces should prioritize cultivating a psychologically safe environment and minimizing customer incivility to increase meaningful work.
Originality/value
The results add value to the conservation of resources and self-concept theories by examining the mediating role of psychological safety and the moderating influence of customer incivility from the perspective of hotel employees.
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Kong Zhou, Wen-jun Yin, Xiaofei Hu, Xi Ouyang, Chenglin Gui and Beijing Tan
This study examined the dynamical and positive effects of leader consultation on employee proactivity from a motivational perspective.
Abstract
Purpose
This study examined the dynamical and positive effects of leader consultation on employee proactivity from a motivational perspective.
Design/methodology/approach
Survey data were collected twice a day from 107 employees in a week by using an experience sampling method.
Findings
On a daily basis, leader consultation had a positive effect on employees’ state work engagement, which in turn promoted employees’ proactivity. Moreover, authoritarian leadership weakened the positive relationship between leader consultation and employees’ state work engagement.
Originality/value
The findings provided a new perspective regarding the potential dynamic motivational effect of leader consultation on employees and generated interesting implications for paradoxical leadership theory.
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Khalid Rasheed Memon and Bilqees Ghani
The purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of…
Abstract
Purpose
The purpose of this study is to investigate and articulate the performance appraisal process as a tool, used for the development of voice behavior through the fostering of trustworthiness and empowering culture in the organization.
Design/methodology/approach
Data has been collected through survey instruments, filled by employees and their coworkers. The study proposes and tests a new model based on the relationship between performance appraisal and voice behavior through the moderation-mediation mechanism. Data analysis has been performed using SEM through SMART PLS 3.
Findings
Results show that a strong and positive relationship exists between performance appraisal and voice behavior through the mediating variable of psychological empowerment. The moderators, empowering leadership and perceived fairness have played vital role in boosting psychological empowerment and strengthening the relationship with performance appraisal.
Research limitations/implications
The study presents the performance appraisal system as one of the antecedents of employees' voice behavior generated through psychological empowerment (mediator) and perceived fairness and empowering leadership (moderators) since the appraisal system is to be implemented through the leader.
Originality/value
The study presents a unique and innovative idea while it tries to explore and measure the different effects/impacts of the relationship between performance appraisal and voice behavior.
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Yuan Sun, Zhu Mengyi and Anand Jeyaraj
This paper aims to investigate whether and how enterprise social media (ESM) affordances affect employee agility.
Abstract
Purpose
This paper aims to investigate whether and how enterprise social media (ESM) affordances affect employee agility.
Design/methodology/approach
Adopting self-determination theory (SDT), this study examines a model in which the four ESM affordances (i.e. visibility, association, editability and persistence) impact employee agility through the three basic psychological needs satisfaction (i.e. perceived autonomy, perceived relatedness and perceived competence) of employees. Mplus 7.4 was used to analyze survey data gathered from 304 employees who used ESM in the workplace.
Findings
The authors’ findings show that all four ESM affordances contribute to perceived relatedness and perceived competence; visibility and association affordances also have positive impacts on perceived autonomy; and all three psychological needs satisfaction positively impact employee agility.
Originality/value
First, this study adapted SDT to explore how ESM influences employee agility. Second, this study enriches the relevant research on the antecedents of employee agility and also provides new evidence and theoretical support for employee agility. Third, this study effectively expands the antecedents and outcomes of employee basic psychological needs satisfaction in the domain of ESM and agility.
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