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Journal Cover Personnel Review
  [SJR: 0.472]   [H-I: 46]   [14 followers]  Follow
   Hybrid Journal Hybrid journal (It can contain Open Access articles)
   ISSN (Print) 0048-3486
   Published by Emerald Homepage  [335 journals]
  • A conservation of resources study of standard and contingent employees
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose The current study examines the differential effects of workplace stress and the use of social support by contingent versus standard employees. Design/methodology/approach Conservation of Resources (COR) theory is used to frame research questions. Using content analysis of forty interviews from individuals in the hospitality industry, differences between the levels of stress reported by contingent and standard employees as well as differences in their use of social support networks to offset stress is examined. Findings Contingent employees report experiencing more stress than do standard employees in the same profession. Furthermore, contingent employees seek out more social support than do standard employees. There was no difference between the two groups with respect to the desire for social support from three sources: vertical, horizontal, and customer groups. Originality/value This study extends the literature on contingent workers, the literature on how different types of employees deal with stress, as well as adding to the COR literature by showing that contingent employees experience and assuage their stress differently than do standard employees.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:53Z
      DOI: 10.1108/PR-08-2015-0228
  • Influence of human resource capital information disclosure on investors’
           share investment intentions: an Australian study
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose The study applies the strategic HRM perspective to investigate the schematic relationship between the dimensions of human resource (HR) capital information and intentions to use such information in individual investors’ decisions relating to investing equity into the banking industry. Design/methodology/approach A two-stage empirical study was conducted in 2010 using a four part HR capital disclosure questionnaire, which was developed and validated in stage-1 (N=145) of the study. In stage-2 (N=157), current or previous shareholders in one of the Australian Banking Sector Corporations participated in the study. The collected data was analysed using confirmatory factor and logistic regression analyses. Findings The findings of this explorative study highlight that the individual investors’ perception on the importance of performance management dimension of HR capital information has varied impacts on their intentions to use such information in investment decisions to buy, hold on to or sell stocks. Practical implications This study has made an important contribution to the strategic HRM and behavioral finance literature that the human capital information facilitates the propensity to avoid regrets in selling shares too early (dispositional effect bias) to achieve utility benefits in future which is different from the findings of financial information disclosure study. Originality/value A recent critical review of HR disclosure indicated that most of the published articles on HR capital have used company annual reports for data source. However, this is the first study attempted to understand the impact of HR capital disclosure information on investment intentions from individual investors’ schema rather than drawing data from company annual reports.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:48Z
      DOI: 10.1108/PR-07-2014-0166
  • Perceptions of discrimination and distributive injustice among people with
           physical disabilities: in jobs, compensation and career development
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose This study examines whether disabled workers perceive negative workplace experiences in terms of discrimination. The aim of this paper is to study the effects of perceived distributive injustice at work, regarding three dimensions - job assignment, compensation and career development opportunities - on perceived discrimination and explore the mediation role of perceived discrimination in the relationship between perceived distributive injustice and the job dissatisfaction. Design/methodology/approach Research hypotheses are tested with a questionnaire administered to 107 disabled employees working in public and private spanish organizations. Findings The results indicate that physically disabled people perceive distributive injustice and discrimination at work regarding job assignment, compensation and career development opportunities in Andalusian organisations, and this perception of discrimination leads to feelings of dissatisfaction. This study confirms the triple dimensionality of two of the variables studied: perceived distributive injustice at work and perceived discrimination at work. Originality/value Few studies have focused on disability-related issues from a human resources management (HRM) viewpoint. This study focuses on job assignments, compensation and career development and shows that the perception of discrimination mediates the relation between the perception of distributive injustice at work, and job dissatisfaction. That is, perceived distributive injustice in the organisation leads physically disabled employees to compare their situation with that of their non-disabled peers and thus to perceive discrimination regarding job assignment, compensation and career development opportunities. As a result, they become dissatisfied with their jobs. The results obtained allow us to extend the organisational justice framework, achieving a more thorough understanding of the perception of both injustice and discrimination.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:47Z
      DOI: 10.1108/PR-04-2015-0098
  • Learning processes and job satisfaction in the Spanish wine sector: the
           moderating effect of organizational size and employees’ educational
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose The purpose of this paper is to analyse relationship learning processes (LP) – group learning (GL) and training processes (TP) – and job satisfaction, by taking into consideration the mediating role of organizational size (OZ) and employee's educational level (EEL). Design/methodology/approach Data were collected from the Spanish wine sector. The survey was addressed to the workers, and 230 valid questionnaires were obtained. The authors have proven their model of research through a model of structural equations, that is, by means of the partial least squares technique. Findings This paper proposes that LP play a significant role in determining the effects on job satisfaction, and OZ and EEL mediate the relationship between group learning and job satisfaction. Research limitations/implications Owing to certain features of the sample and the use of measurement scales, the final results should be considered with caution. Further research in other contexts using qualitative methods is needed to validate these findings. Practical implications When seeking to improve employee job satisfaction, practitioners should take into account the link between LP and job satisfaction. It is especially necessary to consider the diversity in learning groups. Originality/value This paper provides an empirical analysis of the relationship between LP and job satisfaction and checks the mediation of organizational size and worker education of workers between group learning and job satisfaction.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:44Z
      DOI: 10.1108/PR-01-2015-0013
  • The role of leaders in achieving organisational outcomes
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose This study provides an empirical insight into the association between the leadership style of top management (using Stogdill and Coons’(1957) consideration and initiating leadership styles), the approach to using controls (Using Simons’ (1995) interactive and diagnostic use of controls), and two organisational outcomes (business unit performance and employee organisational commitment). Design/methodology/approach Data was collected through a survey 120 middle-level managers of Australian service organisations. Findings The findings reveal that both the consideration and initiating leadership styles were associated with the diagnostic approach to using controls, while the initiating style was also associated with the interactive approach to using controls. In addition, the diagnostic approach to using controls was found to be associated with both organisational performance and EOC. The authors conclude that the diagnostic approach to using controls mediates the association between both the consideration and initiating styles of leadership with organisational performance and EOC. Practical implications The findings provide practitioners with an important initial insight into the role of leaders in enhancing the achievement of organisational outcomes. From a practical perspective, organisations should consider these findings when recruiting. Specifically, organizations should work towards ensuring that their top level managers possess such personal leadership traits. This could be achieved either through installing appropriate recruitment procedures and/or through the implementation of management training programs. Originality/value The study contributes to the literature by considering the interrelationship between two perspectives of the role of leaders, the leadership style, and the use of controls
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:38Z
      DOI: 10.1108/PR-11-2015-0284
  • Moderators of the personality-performance relationship: an investigation
           of job meaning and autonomy
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose This study investigates whether job meaning and job autonomy moderate the relationship between emotional stability and organizational citizenship behavior (OCB). Design/methodology/approach One hundred and ninety supervisor-subordinate dyads completed three surveys. Linear and curvilinear analyses were used to assess the data. Findings Results indicate emotionally stable individuals are more likely to perform OCBOs in low autonomy and/or low job meaning situations than are employees low in emotional stability. Conversely, individuals who have high autonomy and/or high meaning jobs are likely to engage in OCBOs regardless of personality. Research limitations/implications As a survey-based research study, causal conclusions cannot be drawn from this study. Results suggest future research on the personality-performance relationship needs to more closely consider context and the potential for curvilinear relationships. Practical implications Managers should note that personality may significantly affect job performance and consider placing individuals in jobs that best align with their personality strengths. Originality/value This study sheds light on factors which may have led to erroneous conclusions in the extant literature that the relationship between personality and performance is weak.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:26Z
      DOI: 10.1108/PR-02-2016-0040
  • Regulatory foci and expatriate adjustment
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose This study examines the relationship between regulatory foci and expatriate adjustment and further compares the differences in the aforementioned relationship between promotion focus and prevention focus. Design/methodology/approach This study adopts a convenient sampling method to survey expatriates who work for multinational enterprises and have been expatriated for at least 6 months. Findings Based on an analysis of 158 Taiwanese expatriates in Mainland China, Thailand, India, Saudi Arabia, and so forth, this study found that promotion focus was positively related to the expatriates’ office interaction adjustment and work adjustment; and prevention focus was positively related to the expatriates’ general adjustment, office interaction adjustment, and work adjustment. Moreover, expatriates’ prevention focus accounted for more variance in the expatriates’ general adjustment, office interaction adjustment and work adjustment than did that of expatriates’ promotion focus. Originality/value Personality traits are regarded as among the most important antecedents of expatriate cross-cultural adjustment. This study suggests that expatriates’ regulatory foci could perhaps explain their adjustment issues in the host country. However, it seems no study has explored the role played by expatriates’ regulatory foci in expatriate adjustment.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:25Z
      DOI: 10.1108/PR-03-2015-0077
  • Interactive effects of perceived time pressure, work-family balance
           satisfaction (SWFB), and leader-member exchange (LMX) on creativity
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose Drawing on role theory, the paper aims to investigate a curvilinear relationship between employee’s perceived overall time pressure and creativity. Apart from this, it explores a three-way interaction of perceived time pressure, satisfaction with work-family balance (SWFB), and leader-member exchange (LMX) on creativity. Design/methodology/approach The paper reports a quantitative study of 251 employees from a European company. An online survey was used to collect data. The proposed hypotheses were tested using moderated hierarchical regression analysis. Findings Results demonstrate a U-shaped curvilinear relationship between perceived time pressure and creativity. Results further confirm the proposed three-way interaction of perceived time pressure, SWFB and LMX as joint predictors of creativity. Research limitations/implications The cross-sectional research design limits the ability to demonstrate causality. Moreover, the data were collected from a single source causing concern for common method bias. Nonetheless, recent research suggests that common method bias cannot create an artificial interaction effect. Originality/value This study is one of the rare attempts to examine a curvilinear relationship between perceived time pressure and creativity. Moreover, it contributes to the work-family literature by providing the first empirical examination of the linkage between SWFB and creativity. Furthermore, the authors find a three-way interaction between time pressure, SWFB and LMX, and creativity. These findings broaden our understanding of how personal and contextual factors interact to foster creativity.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:24Z
      DOI: 10.1108/PR-04-2015-0085
  • Gender moderation of intrinsic research productivity antecedents in South
           African academia
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose Ascription theory together with human capital theory both predict that, over time, the scarcity of knowledge and skills in increasingly complex working contexts will ‘crowd out’ the influence of arbitrary characteristics such as gender. The purpose of this paper was to test the extent job performance determinants of research productivity differ by gender in their contributions to research productivity, in the South African developing country context, in which gender and other forms of historical discrimination were previously endemic. Design/methodology/approach Research output was measured as published journal articles indexed by Thomson Reuters Institute for Scientific Information (ISI); ProQuest’s International Bibliography of the Social Sciences (IBSS) and the South African Department of Higher Education and Training, as well as conference proceedings publications, conference papers presented and published books and book chapters. Structural Equation Modelling, with critical ratio and Chi-squared tests of path moderation were used to test theory predicting gender (sex) differences moderate the potential influence of certain intrinsic determinants of job performance on research productivity, as a form of academic job performance. Findings Gender is found to moderate the relationship between experience and research productivity, with this relationship stronger for men, who are also found to have higher research output. This is considered a paradox of sorts, as English and African home languages, which proxy racial differences in societal and economic disadvantage and unequal opportunity, are not significantly associated with research output differences. Findings further suggest none of the tested intrinsic effects are moderated by gender, contesting theory from general work contexts. Research limitations/implications This research applied a cross-sectional design, and did not apply causal methods, instrumental variables or controls for endogeneity. Nevertheless, these are limitations shared with most research in the human resources field, which is constrained by the type of data available in organisational contexts. Further research might do well to investigate non-intrinsic influences on research productivity which may be vulnerable to differences in societal gender roles. Originality/value This research offers a novel perspective of research productivity and gender inequality in a developing country context of increasing diversity, which might offer useful insights into other contexts facing increasing diversity in higher education. The problem of gender-based inequality in research productivity is empirically identified, and little evidence is found to support the notion that intrinsic effects, including core self-evaluations, are at the heart of this problem. Arguably, these findings reduce the problem space around gender inequality in research productivity, in a context in which other forms of disadvantage might no longer manifest in research productivity inequality.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:23Z
      DOI: 10.1108/PR-04-2015-0088
  • Exploring the implications of the influence of organisational culture on
           work-life balance practices: evidence from Nigerian medical doctors
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose Whilst significant evidence of western work-life balance (WLB) challenges exists, studies that explore sub-Saharan Africa (SSA) are scarce. This article explores how organisational culture in Nigerian medical organisations influences doctors’ WLB and examines the implications of supportive and unsupportive cultures on doctors’ WLB. Design/methodology/approach The paper uses qualitative data gleaned from semi-structured interviews of 60 medical doctors across the six geo-political zones of Nigeria in order to elicit WLB challenges within the context of organisational culture. Findings The findings show that organisational culture strongly influences employees’ abilities to use WLB policies. Unsupportive culture resulting from a lack of support from managers, supervisors, and colleagues together with long working hours influenced by shift-work patterns, a required physical presence in the workplace, and organisational time expectations exacerbate the challenges that Nigerian medical doctors face in coping with work demands and non-work related responsibilities. Our findings emphasise how ICT and institutions also influence WLB. Originality/value The paper addresses the under-researched SSA context of WLB and emphasises how human resource management policies and practices are influenced by the complex interaction of organisational, cultural, and institutional settings.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:05Z
      DOI: 10.1108/PR-05-2015-0138
  • The two faces of envy: perceived opportunity to perform as a moderator of
           envy manifestation
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose The purpose of this study was to investigate, with a Pakistani sample, the destructive and constructive behavioral intentions associated with benign and malicious envy in the context of perceived opportunity to perform. Design/methodology/approach The authors conducted two cross sectional studies to test our hypotheses. In study 1 data were obtained from students (n=90), whereas in study 2 they used an executive sample (n=83). Findings The primary motivation of benign envy was to bring oneself up by improving performance on the comparison dimension whereas the primary motive of malicious envy was to pull the envied other down. The relationship between malicious envy and behavioral ‘pulling down’ intentions of derogating envied other was conditional on perceived opportunity on the comparison dimension. Consistent with a motive to improve self-evaluation, this study also found that perceived opportunity to perform interacted with benign envy to promote performance intentions on an alternative dimension. Further, malicious envy was also associated with self-improving performance intentions on the comparison dimension, conditional upon perceived opportunity to perform Practical implications Envy, depending on its nature, can become a positive or negative force in organizational life. The pattern of effects for opportunity structure differs from previous findings on control. The negative and positive effects of malicious envy may be managed by attention to opportunity structures. Originality/value This study supports the proposition that benign and malicious envy are linguistically and conceptually distinct phenomena, and is the first to do so in a sample from Pakistan, a non-Western and relatively more collectivistic culture. The authors also showed that negative and hostile envy-based behaviors are conditional upon the perceived characteristics of the context.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:02Z
      DOI: 10.1108/PR-12-2014-0279
  • When innovation requirements empower individual innovation: the role of
           job complexity
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose The purpose of this research is to contribute to the field’s understanding of how to raise individual innovation. Specifically, the authors aim to contribute to an understanding of the interplay of job characteristics and intrinsic motivation for individual innovation. Design/methodology/approach The study uses time-lagged survey data of a public service organization in Belgium. The analyses are based on more than 80 jobs and more than 1000 employees. Hierarchical linear modeling was adopted to test cross-level hypotheses. Findings Innovation requirements influence individual innovation efforts by psychologically empowering employees, but the extent to which psychological empowerment translates into individual innovation depends on job complexity. Originality/value A more nuanced understanding is developed of when innovation requirements empower individual innovation, by acknowledging the role of job complexity in this relationship. The current findings contribute to a multilevel integrative understanding of the interplay of the job context and intrinsic motivation.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:32:00Z
      DOI: 10.1108/PR-10-2014-0219
  • Examining the effects of corporate social responsibility and ethical
           leadership on turnover intention
    • Abstract: Personnel Review, Volume 46, Issue 3, April 2017.
      Purpose The study applies the self-concept theory and conservation of resources theory to develop a model that explains how corporate social responsibility (CSR) and ethical leadership both influence turnover intention through work engagement and burnout. Design/methodology/approach A survey of employees from banking industry in Taiwan and the research hypotheses were empirically tested by two-step structural equation modeling (SEM) and regression analysis. Findings The empirical findings indicate that CSR and ethical leadership are both related to work engagement positively and burnout negatively. Turnover intention is affected by work engagement negatively and burnout positively. While the relationship between CSR and work engagement is positively moderated by ethical leadership, the relationship between burnout and turnover intention is negatively moderated by self-efficacy. Research limitations/implications This study confirms that both CSR and ethical leadership play critical roles for influencing turnover intention through the mediation of work engagement and burnout. The moderating effects of ethical leadership and self-efficacy are also presented in this study. Practical implications The authors' findings bring some suggestions for managers who want to prevent high turnover intention from spreading all over their organization. Specifically, CSR and ethical leadership should be taken into account when managers develop their strategies to reduce turnover intention. Originality/value This study analyzes how turnover intention takes shape from ethical perspectives and through which work-related state of mind (such as burnout, work engagement) can turnover intention be eventually affected.
      Citation: Personnel Review
      PubDate: 2017-02-20T12:31:58Z
      DOI: 10.1108/PR-11-2015-0293
  • A longitudinal investigation of self-initiated expatriate organizational
    • First page: 182
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose The purpose of this study is to examine the process of SIE organizational socialization. Design/methodology/approach To assess the socialization process, data were collected at three points in time. Self-initiated expatriate English teachers were surveyed at three points in time. At Time 3, data from the principals of those teachers who completed surveys at Time 2 were also collected. Findings Organizational socialization tactics facilitate social integration and learning speed, which, in turn, are positively related to SIE adjustment. Moreover, SIEs who climbed the learning curve more quickly were only able to capitalize on their learning ability to promote performance when their calculative commitment was low. Originality/value First, in contrast with the majority of expatriate socialization studies that tend to focus on the proactive behaviors of expatriates, the authors examine the organizational socialization tactics of a local host organization. Second, they consider the role of calculative commitment, which is especially germane to the SIE context, on SIE performance. Third, this study contributes to the organizational socialization literature by recognizing that socialization is an on-going process that continues to influence employees even after they are no longer ‘newcomers’. Fourth, the authors assess adjustment directly rather than through proxy measures.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:31Z
      DOI: 10.1108/PR-05-2015-0149
  • Dynamic global careers: a new conceptualization of expatriate career paths
    • First page: 205
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose Most studies of expatriates have explored global careers as unfolding within organization-assigned expatriation (OE) or self-initiated expatriation (SIE) contexts in a predominantly linear fashion. The authors conceptualize that expatriates’ career progression is facilitated by frequent moves between domains, with an increasing overlap between OE and SIE contexts. Design/methodology/approach Underpinned by findings from extant literature, the authors review and integrate studies of expatriation and careers to conceptualize an OE-SIE career continuum. Findings The authors debunk the idea that organization-assigned expatriates (OEs) and self-initiated expatriates (SIEs) are a type of expatriate per se, but instead is indicative only of their career orientation in terms of where they choose to sit on the OE-SIE career continuum at any point in time. Specifically, individuals pursuing global careers in international labor markets include up to eight types of expatriate who retain varying degrees of OE vs SIE characteristics dependent on the point they choose along the continuum. Practical implications The tension that dynamic global careers cause for MNEs is not necessarily ‘bad’, and that by accepting and accommodating changes in career orientation MNEs will be able to make clearer and more consistent global staffing decisions. Originality/value The authors provide a new, improved conceptualization of linear and non-linear global careers and of the challenges global career actors face throughout their career development both at home and abroad. They further show that while career orientation explains why expatriates engage in various types of international work experiences, their typology adds explication of the various types of expatriate who pursue global careers.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:30Z
      DOI: 10.1108/PR-06-2015-0175
  • Career patterns of young highly skilled migrants from South-East Europe in
           Austria: investigating accumulation and use of career capital
    • First page: 222
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose Highly skilled migrants from transition economies are often employed in jobs that do not fit their qualifications. Using a Bourdieuian perspective, this paper aims to analyse how individuals develop their career development by accumulating and using career capital upon migration. Design/methodology/approach An interpretative approach was chosen to depict the career patterns of 18 highly skilled migrants from South-East Europe. Semi-structured interviews were used to gather data about their career experiences in Western Europe and their home countries. Findings Findings reveal four different career patterns that show how individuals develop their careers and adjust to the work environment by accumulating and using career capital. Building up country-specific work-related social contacts and gaining work experience in local companies were found to represent key elements in their adjustment process. Additionally, the findings show that organisational support facilitates the processes of individual adjustment. Originality/value This paper emphasises that individuals do not always have to assimilate to the work environment of the host country but can also bargain the value of their career capital in their adjustment process. Contrasting with previous literature this perspective presents a novelty.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:34Z
      DOI: 10.1108/PR-05-2015-0148
  • The relationship between life-domain interactions and the well-being of
           internationally mobile employees
    • First page: 237
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose The study is among the first to explore the relations between the life-domain interactions (i.e. interactions between the personal and professional lives) of internationally mobile employees (IMEs) and their well-being and to examine whether these links are different for assigned expatriates (AEs) and self-initiated expatriates (SIEs). Design/methodology/approach Questionnaire data were collected from 284 IMEs including 182 SIEs and 102 AEs. Two measures of IMEs’ well-being were used: subjective, namely satisfaction with life, and psychological well-being, which refers to self-acceptance, personal growth, and reaching for life goals. Life-domain interactions were measured from a conflict and an enrichment perspectives, each in two directions: Work Life → Personal Life (WL→PL) and Personal Life → Work Life (PL→WL). Findings Regression analyses confirm that (1) IMEs’ life-domain conflicts (WL→PL and PL→WL) have an adverse impact on their subjective and psychological well-being, (2) IMEs’ life-domain enrichments account for their subjective well-being over and above what is explained by their life-domain conflicts, (3) the relationship between WL→PL conflicts and subjective well-being is more negative among SIEs than among AEs. Research limitations/implications Practical implications This study underscores the need for both employers and IMEs to take action not only to reduce conflicts but also to promote enrichments between their personal and their professional lives. It is of particular importance to reduce the WL→PL conflict of SIEs, often left to fend for themselves, because it has a significant negative impact on their subjective well-being. Originality/value This study innovates in using conservation of resources (COR) theory and recent theoretical work linking this theory with the interplay between personal and professional lives to understanding SIEs’ and AEs’ well-being.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:35Z
      DOI: 10.1108/PR-05-2015-0142
  • Leadership and dynamic capabilities: the role of HR systems
    • First page: 255
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose The purpose of this paper is to analyze the antecedents of the development of dynamic capabilities from an HRM perspective, considering the leading role of leadership styles and their potential impact on the orientation of HR systems and a firm’s capabilities. Design/methodology/approach The authors designed an empirical study of a sample of 107 Spanish industrial firms, asking HR, Production and Marketing managers to assess the CEO’s leadership styles, the system of HRM practices applied in their organizations and dynamic capabilities. They applied multiple regressions and mediation analysis. Findings The authors' results suggest that both transactional and transformational leadership styles are positively associated with dynamic capabilities (sensing, seizing and reconfiguration), directly and indirectly, through their effects on HR systems. Research limitations/implications This paper approaches dynamic capabilities by using cross sectional data. A longitudinal analysis would enrich this study. Also, the data aggregation in this paper does not allow to check different HR orientations from different Departments. Finally, other HRM practices and strategic orientations could be assessed. Practical implications This paper highlights the need to develop CEOs who are able to combine leadership behaviors in such a way that they promote HR systems (Skill-Based Development vs. Job-Based Development) and to use them as mediating mechanisms and in order to generate greater dynamic capabilities in the organization. Originality/value The authors are proposing that HRM can be applied to leverage a firm’s competitive advantage, as HR systems mediate for obtaining different dynamic capabilities. Secondly, it could be concluded that any CEO should combine or display traits of both forms of leadership styles (transformational and transactional) in order to develop the full range of dynamic capabilities. Finally, this paper can provide some insights into the way dynamic capabilities can be measured and approached, through HRM microfoundations.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:34Z
      DOI: 10.1108/PR-05-2015-0146
  • Authentic leadership and its impact on extra role behaviour of nurses: the
           mediating role of psychological capital and the moderating role of
    • First page: 277
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose The objective of this paper is to examine the relationship between authentic leadership (AL) and employee extra role behaviour (ERB) while determining the mediating effect of psychological capital (PC) and moderating effect of autonomy on that relationship. Design/methodology/approach Data were collected from 42 small and medium sized hospitals in the state of Uttarakhand, India. The sample for the study included 520 nurses and their 163 supervisors. Process macro (Hayes) was used to examine the mediating role of PC and the moderating role of autonomy in the relationship between AL and ERB. Findings Results indicate that AL is positively linked to ERB of followers. Further, PC was found to mediate the relationship between AL and ERB while autonomy acted as a moderator between PC and ERB. Practical implications Findings of the study would help hospital managements understand the importance of technical and behavioural training of nursing staff and supervisors. The paper draws the attention of hospital administrators towards the need for formulating policies that are less restrictive and allow for greater autonomy to the nursing staff. Further, this study highlights the importance of an effective leadership approach like AL in service oriented organizations such as healthcare institutions. Originality/value This study contributes to existing research on AL and ERB by showing that PC and autonomy are important and relevant variables that affect the degree of influence that AL has on employee ERB.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:37Z
      DOI: 10.1108/PR-05-2015-0140
  • Thriving of older workers
    • First page: 297
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose This article reports on two studies on thriving, the joint experience of vitality and learning, among workers aged 50 or above in the Netherlands. Design/methodology/approach The first study draws on the analysis of 920 surveys and links thriving to personality and employability. The second study is qualitative in nature and is based on semi-structured in-depth interviews with 13 interviewees who were all interviewed three times at different points in time as they transitioned from unemployment to employment. Findings The study found that neuroticism, extraversion and consciousness were related to thriving, while openness and agreeableness were not. Secondly, the study tested the link between thriving and self-perceived employability and found that thriving is positively related to employability. The study looked at how thriving changes when unemployed individuals become employed. The findings suggest that thriving does indeed changes when the environment changes. Originality/value This study contributes to the dispositional perspective on thriving by examining in what way individuals differ from one another in their predisposition to thrive by the use of the five personality traits. In addition, it adds to the literature by looking at thriving during transition periods. It extends previous research and highlights the importance of contextual features.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:27Z
      DOI: 10.1108/PR-07-2015-0195
  • On the road to happiness at work (HAW): transformational leadership and
           organizational learning capability as drivers of HAW in a healthcare
    • First page: 314
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose This research aims to investigate the relationship between transformational leadership, organizational learning capability and happiness at work, and offers a new measure for happiness at work Design/methodology/approach The authors used confirmatory factor analysis to test the theoretical model in order to check the psychometric properties of HAW. They examined a sample of 167 medical staff working in allergy units, which represents a response rate of 25%. Findings The research showed that happiness at work can be measured using the proposed new measurement scale, and that transformational leadership predicts happiness at work through the mediating role of organizational learning capability. Practical implications The results suggest that hospital managers and heads of allergy services should consider the effects of transformational leadership, under certain learning conditions, to enhance happiness at work. Originality/value This research is the first that examines the effects of transformational leadership and organizational learning capability on happiness at work, a higher order construct that has been implemented closely following previous research.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:28Z
      DOI: 10.1108/PR-06-2015-0186
  • On the association between perceived overqualification and adaptive
    • First page: 339
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose The purpose of this research was to offer an autonomous motivation perspective to explore the relationship between perceived overqualification and adaptive work behavior and examine job autonomy as a factor that may moderate the association. Design/methodology/approach The hypotheses were tested in two culturally, demographically, and functionally diverse samples: Sample 1 was based on North American community college employees (N = 215); sample 2 was based on full-time workers, employed in a Chinese state-owned enterprise specializing in shipping (N = 148). Findings In Study 1, perceived overqualification was negatively related to self-rated adaptive behavior. A follow-up Study 2 extended these findings by demonstrating that perceived overqualification was negatively related to supervisor-rated adaptive work behavior when job autonomy was low, rather than high. Research limitations/implications The results of this research offer an autonomous motivation perspective to explain why perceived overqualification relates to adaptive behavior and suggests a job design approach to encourage adaptive behaviors of people who feel overqualified – a sizable segment of the current workforce. Originality/value This is one of the first studies to explore adaptive behavior of workers who feel overqualified – an outcome that has not been examined in this domain. The findings further point out what can be done to encourage adaptive behaviors among overqualified employees.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:29Z
      DOI: 10.1108/PR-05-2015-0134
  • Flexible working arrangements and strategic positions in SMEs
    • First page: 355
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose Under the Australian Fair Work Act 2009, employees can request flexible working arrangements (FWAs) from their employers. Provision of FWAs is costly to small and medium enterprises (SMEs). They can however, use FWAs to achieve competitive advantage. This study investigates strategic positions associated with FWA availability in SMEs. It also examines the effects of size and industry sector on FWA availability in SMEs. Design/methodology/approach With a sample of 1541 cases comprising micro, small and medium firms from the Australian Bureau of Statistics’ (ABS) Business Longitudinal Database (BLD), binary regression models were used to analyse the relationships between FWAs and the independent variables: strategic position, firm–size and industry of operation. Findings Flexible working hours, flexible leave arrangements and roster/shift selection were used by SMEs pursuing a strategy focused on human resources. In contrast, a strategic focus on cost correlated negatively with paid parental leave and flexible rosters/shifts. SMEs pursuing innovation were unlikely to provide flexible leave while job sharing was less visible in SMEs focusing on quality. An industry effect was evident with working from home unlikely for firms in industry sectors where employees had to be present at work. Micro- and small-sized firms were less likely than medium firms to provide FWA to their employees. Originality/value SMEs with competitive positions based on human capital could use FWAs to attract the required skills. Employees in SMEs that compete on cost may benefit from FWAs in the form of temporary and casual positions.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:29Z
      DOI: 10.1108/PR-04-2015-0089
  • Ethical leadership, self-efficacy and job satisfaction in China: the
           moderating role of guanxi
    • First page: 371
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose This study investigates how employee perceptions of the ethical conduct of their leaders affect their job satisfaction in the context of the workplace in China. The authors posit that guanxi, which is a complex relational phenomenon deeply-rooted in Chinese tradition, may act as a substitute for ethical leadership in the Chinese workplace. Design/methodology/approach A conceptual model which explicitly incorporates guanxi as a moderator in explaining the relationship between ethical leadership and job satisfaction is developed. This model is then tested using data from a sample (n=388) of professional employees in nine organisations in Beijing, China. Findings The results show that, as expected, self-efficacy positively and strongly mediates the ethical leadership-job satisfaction relationship. However, guanxi negatively moderates the overall effect of ethical leadership on job satisfaction with the effect being larger in Chinese owned enterprises compared to foreign owned enterprises. The findings suggest that employee relationship with their leaders may act as a substitute for ethical leadership in the Chinese workplace. Research limitations/implications The main question which this research uncovers is whether the Western-based conceptualisation of ethical leadership is applicable in different cultural contexts. The authors' research shows clearly that in the case of China, guanxi plays a substituting role and reduces the effects of ethical leadership on job satisfaction. Future research could investigate the effects of ethical leadership in different cultural contexts. Practical implications The substituting effect of guanxi on the ethical leadership-job satisfaction relationship suggests that Western firms need to consider culture as an integral contextual factor in explaining employee job satisfaction when they operate in a different cultural context. Originality/value The explicit consideration of guanxi as an influencing factor of the effects of ethical leadership on job satisfaction in the context of the workplace in China and the testing of this relationship via a moderated mediation approach is novel.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:27Z
      DOI: 10.1108/PR-08-2015-0226
  • Employer brand scale development and validation: a second-order factor
    • First page: 389
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose This paper aims to conceptualise, develop and validate a scale to measure the employer brand from the perspective of existing employees. Design/methodology/approach The methodology entailed the compilation of a literature review and conduction of qualitative interviews to generate items. Five employer brand dimensions have been derived through Exploratory Factor Analysis (EFA) and further validated through Confirmatory Factor Analysis (CFA) by using a separate data of 313 employees. Also, the employer brand has been specified as a second-order factor that is determined by five first-order factors. Findings A final 23-item EB scale covering five dimensions of the employer brand has been developed. The dimensions identified are: a healthy work atmosphere, training and development, work-life balance, ethics and corporate social responsibility, and compensation and benefits. Also, the higher order measurement model suggests that employer brand is most influenced by the ‘healthy work atmosphere’ dimension. These dimensions reflect the perceptions of existing employees regarding their organisation. The scale is found to be psychometrically sound for measuring the employer brand. Practical implications The scale is useful for both researchers and practitioners. A deeper insight into the dimensions may help managers to identify their impact on organisational outcomes like employee satisfaction, employee retention, commitment and productivity. Also, organisations can measure the perceptions of employees for identifying improvement gaps and developing effective attraction and retention strategies. The scale also provides researchers with a sought-after conceptualisation of employer brand. Originality/value The authors believe that the study is the first of its kind wherein the employer brand has been modelled as a second order factor from the perspective of the existing employees.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:32Z
      DOI: 10.1108/PR-03-2015-0065
  • Volunteer management beyond prescribed best practice: a case study of
           Portuguese non-profits
    • First page: 410
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose This paper seeks to complement and test prescriptive volunteer management proposals by examining how volunteers are actually managed and exploring factors other than prescribed best practice to assess volunteer management effectiveness. Design/methodology/approach The authors use qualitative methods to study five Portuguese nonprofit organisations, selected for having active volunteer programmes while presenting diverse sizes, organisation styles and levels of reliance upon volunteers. Interviews were conducted between February and August 2011 with board representatives, volunteer managers and volunteers. Findings This paper assesses volunteer management practices in these organisations, and further identifies a number of interrelated dimensions affecting volunteer programme success, namely: centrality, formalisation, professional support, sustainability, and a minimum set of practices. It also uncovers weakness points that inhibit further development, including lack of a strategic approach and limited capacity to diversify sources of financing. Research limitations/implications This is an exploratory study, with a limited number of cases and interviews. Practical implications This study may help volunteer managers focus their attention in aspects other than prescribed management practice. Although a minimum set of identified practices are vital, the dimensions it uncovers have a pivotal role in the success of volunteer programmes. Originality/value This set of intertwined dimensions has not been specifically addressed in the literature. They go beyond the more conventionally prescribed volunteer management practices, and provide a promising framework for analysing the effectiveness and sustainability of volunteer management.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:36Z
      DOI: 10.1108/PR-04-2014-0081
  • The moderating effect of religiosity on ethical behavioural intentions: an
           application of the extended theory of planned behaviour to Pakistani bank
    • First page: 429
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.
      Purpose This paper investigates Pakistani bank front-line employees’ intentions to behave ethically by using the Extended Theory of Planned Behaviour (ETPB) into which religiosity (i.e. religious activity, devotion to rituals and belief in doctrine) is integrated as a moderating variable. Design/methodology/approach The authors collected 234 self-administered questionnaires and analysed them using SmartPLS 2.0, a second generation structural equation modelling technique. Findings This paper demonstrates that the ETPB can explain intentions to behave ethically. Moral norms (i.e. the rules of morality that people believe they ought to follow) and perceived behavioural control (i.e. people's perceptions of their ability to perform a given behaviour) are the best predictors of ethical behavioural intentions. The effects of injunctive norms (i.e. perceptions of which behaviours are typically approved or disapproved in an organisation) and of perceived behavioural control on behavioural intent are moderated by religiosity Practical implications Leading by example, providing ethics training, empowering employees and encouraging the expression of religiosity are proposed as ways to foster an ethical culture in the workplace. Originality/value Even though numerous empirical studies have utilised variants of the TPB to explain consumer behaviour, its applicability to ethical behaviour in the workplace has scarcely been explored. Moreover, its tests in non-western contexts are scant. This study demonstrates the applicability of the ETPB in a broader circumstantial and cultural context and enriches it with religiosity, a pertinent characteristic of billions of people around the world. Finally, this is one of the very few ethics studies focusing on banking, an industry fraught with allegations of moral breaches.
      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:33Z
      DOI: 10.1108/PR-10-2015-0256
  • Pierre Bourdieu, Organisation, and Management
    • First page: 449
      Abstract: Personnel Review, Volume 46, Issue 2, March 2017.

      Citation: Personnel Review
      PubDate: 2017-01-25T12:01:32Z
      DOI: 10.1108/PR-08-2016-0203
  • Benefit flexibility and benefit satisfaction: does employee’s
           personality matter?
    • First page: 2
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose Although previous studies have analyzed the affective reaction of employees towards benefits, results remain inconclusive. In this paper, we pay specific attention to the flexibility of benefit systems and analyze whether the effect of this flexibility on employee’s benefit satisfaction is moderated by employees’ personality traits. Design/methodology/approach The data of this study have been collected from a sample of 874 employees working in Spanish firms, through survey. The data were analyzed using partial least squares modeling. Findings The results of this study show how self-efficacy has a negative moderating effect on the relation between benefit flexibility and benefit level satisfaction. Similarly, we find a negative moderating effect of internal locus of control on the relationship between benefit flexibility and benefit determination satisfaction. Research limitations/implications Future studies should consider other personality traits that have an even stronger moderating effect. Practical implications This paper sheds some light on how the flexibility of benefit systems can be an effective source of satisfaction and what kind of employees can be more satisfied with them. For human resource managers, it is necessary to know how differently employees react to human resource practices in order to be able to effectively adjust these practices to the appropriate employees. Originality/value This work contributes to human resource literature by analyzing some personality traits that may condition the effectiveness of benefit systems. In this sense, it responds to recent calls asking for more studies aimed at analyzing the role of the employees on the effectiveness of human resource practices.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:56Z
      DOI: 10.1108/PR-04-2015-0082
  • Perceived employability of Hong Kong employees: its antecedents, moderator
           and outcomes
    • First page: 17
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose The purpose of this paper is to develop and test a model that investigates volition and self-efficacy as antecedents, and work engagement and job satisfaction as outcomes of perceived employability. It also evaluates the moderating role of job insecurity on the relationships between perceived employability and the two employee outcomes. Design/methodology/approach The data were collected via a random sampling survey on living conditions of Hong Kong citizens in 2014. The final sample consists of 414 Chinese working adults. The authors employ structural equation modeling (SEM) and moderated regression analysis to test the hypotheses. Findings Results show that volition and self-efficacy are positively related to perceived employability, and perceived employability in turn positively relates to work engagement and job satisfaction. Besides, perceived employability fully mediates the effect of volition, and partially mediates the effect of self-efficacy, on the two outcome variables. The authors also find that job insecurity acts as a significant moderator on the relationships between perceived employability and the outcomes. Research limitations/implications Limitations of this study include self-reported data, cross-sectional research design, and selected respondents with a large proportion of recent immigrants. By delineating the process through which perceived employability affects employees’ work engagement and job satisfaction, this study provides some implications for research and practice. Originality/value This study introduces a conceptual model that includes both antecedents and consequences of perceived employability. It examines the relationships among volition, perceived employability and work engagement, which has not been studied before. By identifying job insecurity as an important moderator, it reveals a boundary condition of perceived employability on employee outcomes.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:33:01Z
      DOI: 10.1108/PR-01-2015-0015
  • Using situational judgment tests (SJTs) in training: development and
           evaluation of a structured, low-fidelity scenario-based training method
    • First page: 36
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose Situational judgment tests (SJTs) are widely used in personnel selection but have not been empirically explored as methods of training design. The purpose of this study was to evaluate SJT-based training as a workplace training design method which utilizes active learning and structured feedback to enhance learning of both procedural and declarative knowledge. Design/methodology/approach Volunteers (N=416) were randomly assigned to full-length lecture-based training or abbreviated lecture-based training followed by 15-minutes of SJT-based training. Knowledge of training content was assessed at pre-test and three weeks after training. Findings SJT-based trainees showed greater improvement on declarative and procedural knowledge than those in traditional training. Research limitations/implications Our results indicate that integrating the SJT methodology into training delivery may lead to greater mastery of declarative and procedural knowledge relative to exclusive use of lecture-based training methods. Practical implications Findings suggest that the relatively inexpensive, low-fidelity scenario-based training methodology we detail may increase retention of training material compared to more traditional training methods. Originality/value This is the first study to incorporate SJT-methodology into the design of training content and to demonstrate that such content can produce greater retention of both declarative and procedural content.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:58Z
      DOI: 10.1108/PR-05-2015-0137
  • Predicting top management approval and team performance in technology
           industry: moderating effects of work exhaustion
    • First page: 46
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose To complement previous research on team performance, this study analyzes the development of team performance and top management approval at the team level. In the proposed model, team performance and top management approval are influenced by the team leader’s charisma, teamwork exhaustion, and goal clarity via the full mediation of team planning. The effects of the leader’s charisma and goal clarity on team planning are moderated by teamwork exhaustion. Design/methodology/approach Empirical testing of this model based on hierarchical regression modeling, by investigating team personnel in high-tech firms, confirms the applicability of team planning among these firms’ work teams. Findings A team leader’s charisma and goal clarity positively relate to team planning, while teamwork exhaustion is not associated with team planning. Team planning further positively relates to team performance and top management approval respectively. A team leader’s charisma negatively moderates the relationship between teamwork exhaustion and team planning, while goal clarity positively moderates the relationship between teamwork exhaustion and team planning. Originality/value While previous literature has focused in depth on team planning and its antecedents and outcomes, there still exists an important gap regarding potential moderation in the formation of team planning. This study provides some important findings that complement previous literature by examining three fresh exogenous determinants for explaining team planning, their interaction effects, and how they indirectly relate to team performance and top management approval via the full mediation of team planning.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:53Z
      DOI: 10.1108/PR-01-2015-0007
  • Creative industries work across multiple contexts: common themes and
    • First page: 68
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose This article examines the precarious nature of creative industries work in Australia, Canada and the Netherlands, with a focus on job security, initial and on-going training and education, and access to benefits and protection,. Design/methodology/approach The article reports from a largely qualitative study featuring an in-depth survey answered by 752 creative workers in the three locations. Findings Survey data identified common themes including an increase in non-standard forms of employment and the persistence of precarious work across the career lifespan; criticism of initial education and training with particular reference to business skills; the need for and challenges of lifelong professional learning; and lack of awareness about and access to benefits and protection. Respondents also reported multiple roles across and beyond the creative industries. Practical implications The presence of common themes suggests avenues for future, targeted creative workforce research and signals the need for change and action by creative industries educators, policy makers and representative organizations such as trade unions. Originality/value While precarious labour is common across the creative industries and has attracted the attention of researchers worldwide, a lack of comparative studies has made it difficult to identify themes or issues that are common across multiple locations.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:54Z
      DOI: 10.1108/PR-08-2015-0220
  • The unintended consequences of role modelling behaviour in female career
    • First page: 86
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose Much of the literature identifies the positive nature of role models in career progression. In this paper the authors take the contrary perspective and explore whether role modelling behaviour of senior female managers can be unintentionally interpreted as negative, with an associated negative impact on career progression decisions of female managers. Design/methodology/approach To address this issue the authors took a grounded theory approach and thirty in-depth interviews were conducted with female middle-level managers in a wide range of Irish organisations. Findings The results of the interviews illustrate that role-modelling behaviour has the potential to negatively, rather than positively affect female career progression choices. Practical implications The unintended consequences of role modelling behaviour of senior female managers both highlights the concept of negative role-modelling behaviour, and identifies its impact on female managerial career progression. Originality/value This paper offers new insights into the construction of the global role model by introducing two new elements – the realistic role model and the departed role model.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:59Z
      DOI: 10.1108/PR-06-2015-0177
  • Workplace bullying complaints: lessons for ‘good HR practice'
    • First page: 100
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose Current research provides an incomplete picture of the challenges facing Human Resource Personnel (HRP) tasked with managing a workplace bullying complaint. The purpose of this paper is to provide an holistic model of the complaint management process in order to advance the theorising of HRP’s role in this important process, and the challenges they face in undertaking it. Design/methodology/approach Cases of workplace bullying heard before the legal system were analysed – a novel data source in research on workplace bullying. Thematic analysis was undertaken on the case determinations to identify the challenges HRP faced that prevented the complaint’s resolution. Findings The analysis indicated two key phases in the complaints management process with five associated challenges. The first two challenges related to HRP’s ability to assess the complaint’s substance. HRP’s ability or inability to ‘sort out’ conflicting accounts and to follow process saw the complaint follow one of three ‘resolution pathways.’ Three further challenges were associated with HRP communicating the outcome to the complainant. Failure to overcome these challenges left the complainant aggrieved at the unfairness in which their complaint had been handled, triggering legal action. Originality/value This paper draws on a novel data source to provide an holistic model of the complaint management process related to workplace bullying which details the various components and challenges related to HRP throughout the process. Alongside advancing theory, this research has practical value for improving HR practice.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:59Z
      DOI: 10.1108/PR-04-2015-0107
  • Means, motive and opportunity: exploring board volunteering
    • First page: 115
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose This study investigates the factors that distinguish older volunteers who serve on nonprofit boards from those who only volunteer programmatically in order to better understand the conditions associated with serving on boards. Design/methodology/approach Surveys of 354 residents of southeastern North Carolina over age fifty. Measures include education, wealth, retirement status, Public Service Motivation (PSM), patterns of residential mobility, secular and religious organization meeting attendance, and volunteer activity in the past year. Data were analyzed using a Heckman Probit Selection Model. Findings Respondents who have higher levels of education, are retired, or have lived in the community for longer periods are more likely to report board volunteering, but are not any more likely to volunteer programmatically. Those with higher levels of PSM are more likely to report general volunteering, but are not any more likely to volunteer on boards. Two measures reveals divergent findings based on type of volunteering: moving frequently in one’s lifetime and attending weekly religious services are associated with a greater likelihood of programmatic volunteering but a reduced likelihood of serving as a board member. Research limitations/implications Limitations include self-reported, cross-sectional data, and a geographically restricted American sample that is older, more educated, and more likely to own a second home than average. Practical implications In order to better address board member recruitment, nonprofits should consider extending opportunities through strategies targeting retired community newcomers. Originality/value This study contributes an analysis of Public Service Motivation among nonprofit board members, and identifies factors that distinguish programmatic and board volunteers, in order to better understand the conditions associated with board service.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:33:00Z
      DOI: 10.1108/PR-01-2015-0012
  • The manager as employer agent: the role of manager personality and
           organizational context in psychological contracts
    • First page: 136
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose Managers develop psychological contracts (PCs) with staff as part of their people management responsibilities. A second-stage mediated moderation model explains how a manager’s personality influences the content and fulfillment of PCs in different organizational contexts. Design/methodology/approach Survey data from 749 managers at Australian organizations were collected and regression analyses were used to test the hypotheses. The Edwards and Lambert (2007) approach was used to analyze conditional indirect effects. Findings Managers high on Agreeableness, Conscientiousness and Extraversion are more likely to establish relational PCs with their staff than managers low on these personality traits. The effects of Agreeableness and Conscientiousness on the fulfillment of the PC occur through the ‘Relational PC’ variable. Once a relational PC is established, a manager’s ability to fulfill the PC is constrained by the extent to which polices and practices are formalized. Research limitations/implications Organizations may need to delegate more power and discretion to managers to enable them to fulfill employer obligations towards their staff, and/or clearly communicate to managers their boundaries in employment promises. In turn, managers need to be aware of personality’s influence on the creation and fulfillment of promises. Causality cannot be inferred because of the study’s cross-sectional data. Originality/value Research has focused on employees’ personality and perceptions of the PC. This study is the first to focus on managers’ personality and PC creation and fulfillment.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:56Z
      DOI: 10.1108/PR-04-2015-0087
  • What do we need for creativity? The interaction of perfectionism and
           overall justice on creativity
    • First page: 154
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.
      Purpose This study has two major research purposes, applying an interactive perspective. First, the authors examine the effects of perfectionism, specifically self-oriented and socially prescribed perfectionism on creativity. Understanding the distinctive effects of two dimensions of perfectionism (Leonard & Harvey, 2008), the authors propose the positive effect of self-oriented perfectionism on creativity while the negative effect of socially prescribed perfectionism on creativity. Second, the authors explore the role of overall justice by examining the direct and interacting effects of the two dimensions of perfectionism on creativity. Design/methodology/approach Data were collected using questionnaires distributed to employees and their direct supervisors located in South Korea. Hierarchal regression analyses were used to examine the main and moderating effects. Findings The authors' results demonstrated that self-oriented perfectionism was positively related to employee’s creativity; while, socially prescribed perfectionism was not significantly related to employee’s creativity. Furthermore, the study examined the critical context factor of overall justice in determining individual creativity. The result demonstrated that the positive relationship between self-oriented perfectionism and creativity was stronger when overall justice is low rather than high in line with trait activation theory. Research limitations/implications A cross-sectional design may be a concern. Future research needs to take a more careful approach to avoid this potential problem. Originality/value This study enriches our understanding of the two domains of perfectionism (self-oriented and social prescribed perfectionism) and overall justice as critical factors for creativity. Applying an interactive perspective, this study demonstrated how perfectionism and overall justice play important roles in influencing employees’ creativity independently and jointly.
      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:55Z
      DOI: 10.1108/PR-06-2015-0187
  • The rise of the global company, multinationals and the making of the
           modern world, by Robert Fitzgerald
    • First page: 168
      Abstract: Personnel Review, Volume 46, Issue 1, February 2017.

      Citation: Personnel Review
      PubDate: 2017-01-10T12:32:57Z
      DOI: 10.1108/PR-08-2016-0198
  • Personnel reviewers 2016
    • Pages: 171 - 180
      Abstract: Personnel Review, Volume 46, Issue 1, Page 171-180, February 2017.

      Citation: Personnel Review
      PubDate: 2017-01-20T11:18:46Z
      DOI: 10.1108/PR-02-2017-331
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