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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]
  • Volition to transfer: mastering obstacles in training transfer
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose Purpose of this study is to seek a better understanding of the role of volition in the learning transfer system beyond the well-established concept of motivation to transfer. Design/methodology/approach Participants of a two-day leadership training were asked to complete two online questionnaires (t1 directly after training, t2 eight weeks after training). 891 managers answered the first questionnaire, 465 the second. Findings Confirmatory factor analysis suggests that motivation and volition to transfer are perceived as two different constructs. Hierarchical linear regression shows that additional variance in training transfer can be explained when volition to transfer is taken into account. Structural equation models and bootstrap analysis suggest that both motivation and volition to transfer mediate effects of supervisor support and trainer performance on training transfer. Research limitations/implications The results imply that besides motivation to transfer, volition to transfer may be a relevant construct in the transfer of training. It remains to be tested in how far these findings can be generalized to other training settings beside leadership trainings. Practical implications Organizations aiming at improving training transfer should focus on enhancing the participants’ motivation and volition to transfer. Both trainers and supervisors seem to promote transfer of training by influencing a trainee’s motivation to transfer and volition to transfer. Originality/value To the authors’ knowledge, this is the first study systematically to examine the role of volition in training transfer.
      Citation: Personnel Review
      PubDate: 2017-04-18T12:57:11Z
      DOI: 10.1108/PR-08-2015-0202
  • Antecedents of human resources outsourcing decision in Vietnam
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose This study explores the antecedents of the decision of whether to outsource human resources (HR). Two moderators are considered: the lack of in-house HR expertise and positive HR outcome. Design/methodology/approach This study uses data collected from 85 Vietnamese firms of different sizes. Regression analysis is used to examine the research hypotheses. Findings The strategic involvement of HR management is positively related to the decision to outsource HR. As expected, a positive significant relationship exists between cost reduction and the decision to outsource HR for non-core HR activities. For core HR activities, demand uncertainty relates positively to the decision to outsource HR, and the lack of HR expertise moderates the process of HR outsourcing. Research limitations/implications Although the focus on firms in Vietnam may help to control for cultural factors, it may also limit generalizability. Because of the limited number of samples, this study cannot compare results across different industries. Future research should focus on cross-cultural aspects of this issue or compare differences across industries. Practical implications This study provides HR managers with guidelines for making appropriate decisions regarding HR outsourcing. Vendors can exploit aspects of core versus non-core activities to provide professional services that satisfy the demands of firms. Originality/value Based on a theoretical approach, this work analyzes the decision to outsource HR in developing countries, an area that heretofore has received scant research attention.
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:50Z
      DOI: 10.1108/PR-11-2015-0307
  • Individual and organizational support: does it affect red tape, stress and
           work outcomes of police officers in the USA?
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose To examine whether management supports police officers adequately, or whether police have to rely on their individual attributes, specifically psychological capital, to cope with red tape and stress. Work outcomes/consequences examined were discretionary power, affective commitment and turnover intentions. Design/methodology/approach A cross-sectional design using a survey-based, self-report strategy was used to collect data from 588 police officers from USA, who are most engaged with the public. The data was analysed using AMOS and a structural model to undertake Structural Equation Modelling. Findings Two significant paths were identified: (a) Path 1: management support to red tape to discretionary power to affective commitment and turnover intentions, and (b) Path 2: supervisor relationships to psychological capital to stress to affective commitment and turnover intentions. Further, management support predicted psychological capital, red tape and police stressors. Red tape increased police stressors and turnover intentions. Research limitations/implications The use of self-report surveys is a limitation, causing common methods bias. Using Harmon’s one factor post-hoc test, the authors were able to provide some assurance that common method bias was of no major concern. Practical implications Originality/value As far as is known, this study is the first to examine, for police officers, how psychological capital impacts upon negative factors (stress and red tape) and enhances positive drivers for employees. Examining the impact of an individual attribute – PsyCap - provides an important piece of the organizational puzzle in explaining the commitment and turnover intentions of police officers. By examining the impact of both organizational AND individual factors, there is now more knowledge about the antecedents of police outcomes.
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:48Z
      DOI: 10.1108/PR-12-2015-0319
  • Financial performance and risk behavior of gender-diversified boards in
           the Chinese automotive industry: initial insights
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose Recent legislation in Europe and North America encourages women’s participation in corporate boards based on the belief that gender-diversified boards contribute positively to firm performance and increased competitiveness. Contrary to the West, the women’s participation rate in business has been traditionally high in China. The authors' main research aim is to find out whether gender-diverse corporate boards of Chinese automotive firms perform better financially than gender-homogeneous boards. Design/methodology/approach By drawing on data from the Chinese Government and Bloomberg, the authors compare and analyze the differences in financial performance (return on equity, asset growth, sales growth) and risk behavior (debt risk, R&D expenditure) of Chinese automotive firms with and without women on their corporate board. Findings We find significant evidence that firms with women on the board perform better across all three categories, with the exception of return on equity, for which we found no significant differences among the firms analyzed. Practical implications While women’s participation in corporate boards in China is low, the results of this study suggest to policy makers and firms alike to implement measures that support gender-diversified boards in order to take advantage of their potential to increase corporate performance. Originality/value So far, the performance of corporate boards of countries with a traditionally high share of female participation in the workforce has rarely been analyzed. Research focusing on the Chinese automotive industry is new and under-represented, although China is the largest automotive market worldwide and a key industry of the domestic economy. This investigation contributes to the literature stream on board diversity in as well as to industry-related studies. With the example of the Chinese automotive industry, it provides empirical evidence of better performance of firms with gender-diversified boards within the categories tested.
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:47Z
      DOI: 10.1108/PR-10-2015-0274
  • Human Resource flexibility and performance in the hotel industry: the role
           of organizational ambidexterity
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose The purpose of this paper is to explore if human resource flexibility (HR flexibility) facilitates the development of organizational ambidexterity, which in turn has positive effects on firm performance. Design/methodology/approach The research hypotheses are tested by partial least squares (PLS) with data from a sample of 100 Spanish hotels. Findings The results confirm a total mediator effect of organizational ambidexterity on the relationship between HR flexibility and performance. However, it was not possible for us to check that such flexibility directly influences performance. This may be due to the fact that human resource flexibility has a gradual effect on the development of organizational ambidexterity. Research limitations/implications The results of this study contribute to the knowledge on the impact of human resource flexibility on performance. This paper thus stresses the strategic role that human resources play within organizations, insofar as their flexibility makes it possible to develop a highly relevant organizational capability such as ambidexterity. The study’s limitations are the analysis technique utilized (it assumes linearity between latent variables) and that the research only explores the hotel industry. Practical implications Human resource managers need to consider that HR flexibility contributes to developing organizational ambidexterity and the ability to combine the learning of exploration and exploitation affects the firm’s performance and, therefore its competitiveness. Originality/value The results of this study can contribute to broaden the knowledge about the impact of human resource flexibility on performance. In fact, the studies on HR flexibility performed so far have focused on analyzing the role played by that flexibility as a mediator variable between high performance work system (HPWS) and performance. This work goes one step further, trying to examine the extent to which human resource flexibility influences the ability to undertake exploitation and exploration processes at the same time. This paper thus stresses the strategic role that human resources play within organizations, insofar as their flexibility makes it possible to develop a highly relevant organizational capability as is ambidexterity.
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:46Z
      DOI: 10.1108/PR-12-2015-0315
  • Factors affecting cultural intelligence and its impact on job performance:
           role of cross-cultural adjustment, experience and perceived social support
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose The study examines the impact of social intelligence (SQ) and emotional intelligence (EQ) on cultural intelligence (CQ). Further, the mediating role played by cross-cultural adjustment (CCA) in between CQ and job performance relationship. Furthermore, the role play by experience and perceived social support between CQ and CCA has also been assessed. Design/methodology/approach Data has been collected from 342 managers working in nationalized banks in J&K (India). Exploratory factor analysis has been used for scale purification. Data has been validated using confirmatory factor analysis and hypotheses have been tested through structural equation modeling. Findings The study reveals that EQ and SQ significantly affect CQ. In addition CCA mediates between CQ and job performance relationship. Lastly, perceived social support and experience moderates the relationship between CQ and CCA. Implications and limitations of the study have also been discussed. Research limitations/implications The study is cross-sectional in nature. The study has been conducted in Indian context cultural context, which can be extended to other Asian countries. Practical implications The study enhances the knowledge about CQ as an effective intercultural competency. Organization can use CQ scale as a selection tool. Originality/value The study empirical examined the relationship between predictors and outcomes of cultural intelligence. Further, the study examine the moderated mediation effect of the interaction of CQ and experience and CQ and perceived social support through CCA on job performance.
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:45Z
      DOI: 10.1108/PR-12-2015-0313
  • Task-oriented work characteristics, self-efficacy, and service-oriented
           organizational citizenship behavior: a cross-level analysis of the
           moderating effect of social work characteristics and collective efficacy
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose Border management, barring illegal foreign workers, and immigrant counseling are three major functions of the National Immigration Agency of Taiwan. These functions are composed of traditional “job” as well as social “work” characteristics. In other words, these functions have shifted from a “position”-based job design to an “overall operation”-based work design that incorporates environmental and situational factors. The purpose of this study was to examine frontline immigration workers in Taiwan in order to determine how the motivational (task-oriented) and social work (social-oriented) characteristics (SWCs) of the immigration work design model influence immigration workers’ organizational citizenship behaviors (OCB). Design/methodology/approach The authors collected 312 questionnaires, of which 304 were valid, with 230 completed by men and 74 by women. Findings The results revealed that SWCs and collective efficacy at the group level had significantly positive effects on collective efficacy and service-oriented OCB, respectively. Task-oriented work characteristics (TOWCs) had positive effects on self-efficacy and thus on individual level service-oriented OCB, and self-efficacy also had positive effects on individual service-oriented OCB. Both SWCs and collective efficacy had a contextual effect on individual-level outcome variables. Furthermore, the combination of SWCs with self-efficacy had cross-level effects on individuals’ service-oriented OCB. Originality/value These findings can enhance people’s understanding of how the social and motivational power of work characteristics can encourage employees to exhibit service-oriented OCB. This implies that the National Immigration Agency can stimulate individual self-motivation and affect group-level efficacy and service-oriented OCB through the environmental context and social relationship characteristics of border affairs brigades (branches).
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:44Z
      DOI: 10.1108/PR-08-2015-0234
  • Political skill, participatory decision-making and organizational
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose Research has demonstrated that political skill is associated with leadership effectiveness. However, the field still lacks understanding of how political skill makes leaders more effective. This study aims to contribute to the political skill literature by investigating a specific mechanism through which political skill may relate to follower commitment. Design/methodology/approach The study population was drawn from 148 supervisors and 988 subordinates from top, middle, and operational levels in the business organizations. Findings SEM analysis showed political skill was positively related to participatory decision-making (PDM) and PDM was positively related to organizational commitment (OC). Furthermore, political skill indirectly predicted OC via PDM. In addition, the direct relationship between political skill and OC was not significant, suggesting “full” mediation. . Finally, politically skilled leaders’ desire to encourage followers to participate in decision-making was amplified by their ability to build strong, beneficial alliances and coalitions, resulting in increased social capital and even greater influence. Practical implications Involving subordinates in decision processes is likely to inspire trust and confidence, promote credibility, help develop a favorable relationship with the leader, and enhance pride of participation in the organization Originality/value The findings in the present study are of great importance for future research on political skill. It may change the approach for testing the validity of the theory by focusing on influence tactics. This approach will, in the authors' view, constitute the future research avenue for research on political skill
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:40Z
      DOI: 10.1108/PR-10-2015-0268
  • Building employability through graduate development programs: a case study
           in an Australian Public Sector organisation
    • Abstract: Personnel Review, Volume 46, Issue 4, June 2017.
      Purpose Graduate development programs are a well-established strategy for recruiting graduates into the sector at the start of a life-time public service career. There are indications, however, that public sector careers are becoming less secure and less long-term in keeping with overall career trends across all sectors, a trend that has seen the emergence of employment contracts based on employability rather than job security. This study explores a graduate development program offered by a state-based Australian public sector organisation to identify the extent to which it reflects and supports the shift to an employability-based contract from the perspective of program participants. Design/methodology/approach Semi-structured interviews were conducted with twenty-three participants from three intakes of a public sector graduate development program. Data was analysed through identification of first and second order themes as well as cross case comparison. Findings Findings indicate that the one-year development program partially supports an employability-based contract. The organisation could not promise ongoing employment and job security but did assist participants to develop skills and competencies for the future through its formal training and development program. Work unit support for employability was however much more variable and depended to a large extent on line managers. Research limitations/implications The study was conducted in a single organisation and only included current and past program participants who were still employed in the public sector. Practical implications The success of the program was largely dependent on job placement and level of line manager support. Addressing these areas through better program design and management can support the development of future leaders through opportunities for enhanced employability. Originality/value The study extends current research on employability by exploring how a public sector organisation provides support for graduates in a developmental program from a participant perspective.
      Citation: Personnel Review
      PubDate: 2017-04-13T11:20:25Z
      DOI: 10.1108/PR-12-2015-0321
  • Exploring the implications of the influence of organisational culture on
           work-life balance practices: evidence from Nigerian medical doctors
    • First page: 454
      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
  • Moderators of the personality-performance relationship: an investigation
           of job meaning and autonomy
    • First page: 474
      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
  • The two faces of envy: perceived opportunity to perform as a moderator of
           envy manifestation
    • First page: 490
      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
  • Regulatory foci and expatriate adjustment
    • First page: 512
      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
  • Examining the effects of corporate social responsibility and ethical
           leadership on turnover intention
    • First page: 526
      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
  • Influence of human resource capital information disclosure on investors’
           share investment intentions: an Australian study
    • First page: 551
      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
  • Gender moderation of intrinsic research productivity antecedents in South
           African academia
    • First page: 572
      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
  • The role of leaders in achieving organisational outcomes
    • First page: 593
      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
  • When innovation requirements empower individual innovation: the role of
           job complexity
    • First page: 608
      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
  • Learning processes and job satisfaction in the Spanish wine sector: the
           moderating effect of organizational size and employees’ educational
    • First page: 624
      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
  • A conservation of resources study of standard and contingent employees
    • First page: 644
      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
  • Interactive effects of perceived time pressure, work-family balance
           satisfaction (SWFB), and leader-member exchange (LMX) on creativity
    • First page: 662
      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
  • Perceptions of discrimination and distributive injustice among people with
           physical disabilities: in jobs, compensation and career development
    • First page: 680
      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
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
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Fax: +00 44 (0)131 4513327
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