Subjects -> BUSINESS AND ECONOMICS (Total: 3830 journals)
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HUMAN RESOURCES (103 journals)                     

Showing 1 - 101 of 101 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 37)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 4)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 35)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 24)
Accounting Forum     Hybrid Journal   (Followers: 31)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 46)
Advances in Accounting     Hybrid Journal   (Followers: 14)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 33)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 9)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 25)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 48)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 331)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 10)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 32)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 19)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 22)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 6)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 7)
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 65)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 27)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 31)
Human Resource Development Review     Hybrid Journal   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 90)
Human Resource Management Journal     Hybrid Journal   (Followers: 85)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 64)
Human Resource Research     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 2)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 20)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 8)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 12)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 57)
International Journal of Human Resource Studies     Open Access   (Followers: 17)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 31)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 50)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 36)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 8)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal   (Followers: 1)
Journal of Global Responsibility     Hybrid Journal   (Followers: 5)
Journal of HR intelligence     Open Access   (Followers: 1)
Journal of Human Capital     Full-text available via subscription   (Followers: 13)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 24)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 7)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 9)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 13)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 19)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 76)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access   (Followers: 2)
Personnel Review     Hybrid Journal   (Followers: 16)
Professions and Professionalism     Open Access   (Followers: 9)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 14)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 6)
Review of Accounting Studies     Hybrid Journal   (Followers: 27)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 12)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 9)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Strategic HR Review     Hybrid Journal   (Followers: 9)


Similar Journals
Journal Cover
Personnel Review
Journal Prestige (SJR): 0.586
Citation Impact (citeScore): 2
Number of Followers: 16  
Hybrid Journal Hybrid journal   * Containing 3 Open Access Open Access article(s) in this issue *
ISSN (Print) 0048-3486 - ISSN (Online) 1758-6933
Published by Emerald Homepage  [362 journals]
  • Servant leadership and mistreatment at the workplace: mediation of trust
           and moderation of ethical climate
    • Authors: Inam Ul Haq, Usman Raja, Imtiaz Alam, Dirk De Clercq, Sharjeel Saleem
      Abstract: With a foundation in social exchange theory, this study examines the relationship between servant leadership and three types of workplace mistreatment – bullying, incivility and ostracism – while also considering a mediating role of trust in the leader and a moderating role of the ethical climate. Three time-lagged sets of data (N = 431) were collected among employees working in various sectors. Servant leadership relates significantly to trust in the leader, as well as to workplace bullying, incivility and ostracism. In turn, trust in the leader mediates the relationship between servant leadership and all three types of workplace mistreatment. The results also indicate the presence of moderated mediation, in that the indirect effect of servant leadership on workplace mistreatment is moderated by the ethical climate. This study adds to extant research by examining the mediating mechanism of trust in leaders with servant leadership and workplace mistreatment, along with interactive effects of ethical climate.
      Citation: Personnel Review
      PubDate: 2021-04-13
      DOI: 10.1108/PR-04-2019-0172
      Issue No: Vol. 50, No. 3 (2021)
  • Board busyness and firm productivity
    • Authors: Ameneh Bazrafshan, Reza Hesarzadeh
      Abstract: Prior studies provide mixed evidence on the association of board busyness and firm productivity. Thus, this paper empirically analyzes how board busyness affects firm productivity. To measure board busyness, this paper computes the percentage of directors on a board who sit on three or more boards. Furthermore, to calculate firm productivity, the paper employs data envelopment analysis. Findings demonstrate that the association of board busyness and firm productivity (association) is generally negative and statistically significant but economically insignificant. In this respect, the findings reveal that the association is negative (positive) and both statistically and economically significant for firms having higher monitoring (advising) needs. Moreover, the findings demonstrate that regulatory oversight (1) weakens the general negative association; (2) changes the direction of association from negative to positive, for firms having higher monitoring needs; and (3) does not influence the association, for firms having higher advising needs. Taken together, the findings indicate that the association of board busyness and firm productivity is conditional to monitoring/advising needs and regulatory oversight. As such, the findings enrich the current debates on the association. Furthermore, the findings offer novel perspectives to enrich the regulatory frameworks of countries which are constraining multiple directorships.
      Citation: Personnel Review
      PubDate: 2021-04-12
      DOI: 10.1108/PR-07-2019-0375
      Issue No: Vol. 50, No. 3 (2021)
  • How perception of training impacts organizational citizenship behavior:
           power distance as moderator
    • Authors: Khawaja Jehanzeb
      Abstract: The purpose of this study is to examine the relationship between perception of training, organizational commitment and organizational citizenship behavior. Moreover, the study examines the moderating role of power distance on the relationship between perception of training and organizational commitment. Using stratified sampling technique, the data were obtained from 379 employees working at branches of public and private banks located in five metropolitan cities in Pakistan. To test the established hypotheses, structural equation modeling technique was adopted using Analysis of Moment Structures (AMOS) 21.0. The findings stated a significant relationship between perception of training and organizational citizenship behavior, but there was no relationship found between perception of training and organizational commitment. Moreover, organizational commitment partly mediated the relationship between perception of training and organizational citizenship behavior. The results also described that power distance moderates the relationship between perception of training and organizational commitment. The results of the study can be beneficial for banking sector and strategy makers who have extended vision and anticipate organizational citizenship behavior from their employees. The study also offers the scope and space for the prospective researchers and scholars to carry out further research. There is extensive literature available on the relationship between perception of training, organizational commitment and organizational citizenship behavior. However, it is observed that very few studies took the opportunity to examine the moderating role of power distance on the relationship between perception of training and organizational commitment, particularly in the context of Pakistan. Therefore, this study can be considered as original and have a great value in understanding the developed relationships in the scenario of Pakistan.
      Citation: Personnel Review
      PubDate: 2021-04-12
      DOI: 10.1108/PR-07-2020-0566
      Issue No: Vol. 50, No. 3 (2021)
  • Contexts of organizational learning in developing countries: the role of
           training programmes in Egyptian public banks
    • Authors: Mohamed Mousa, Hiba Massoud, Rami Ayoubi
      Abstract: Little research into organizational learning in the public sector in developing countries' is known. In this paper, the authors investigated the context of organizational learning in the public banks in Egypt. An ethnographic field research was employed by spending a month inside each of two public banks in Egypt. The ethnographic experience was operationalised by using direct observations of learning processes, procedures and practices, semi-structured interviews with learning specialists and focus group discussions with bankers. The authors used thematic analysis to determine the main themes in the previous data collection methods of ethnographic approach. The findings confirmed a lack of clear focus for the organizational learning practices employed by the banks, which highlights issues of seriousness in undertaking and/or tackling organizational learning, and increased doubts in relation to the added value of the different forms of formal trainings bankers participate in. To enhance the culture and maintain effective functioning of formal organizational learning, the authors suggest considering the following three categories of barriers: purpose-related barriers, implementation and evaluation barriers. Despite the generalisability caveats associated with the organizations studied, the authors believe that this paper contributes to the existing theory of organizational learning as it provides insights and understanding on the purpose, frame, conduct and results of organizational learning in the public sector. More specifically, the study is unique and is different from previous relevant studies as it relies on ethnographical approach in exploring how organizational leaning practices are perceived in public banks in developing countries.
      Citation: Personnel Review
      PubDate: 2021-04-06
      DOI: 10.1108/PR-06-2020-0453
      Issue No: Vol. 50, No. 3 (2021)
  • Curvilinear effects of work engagement on job outcomes
    • Authors: Juliana N. Kibatta, Olorunjuwon Michael Samuel
      Abstract: The purpose of this paper is to examine the non-linear effects of work engagement (WE) on the job outcomes’ creative performance (CRP), extra-role customer service (ERCS) and turnover intention (TI). Data were collected from 405 millennial frontline employees (FLEs) working in the hospitality industry in Kenya. Structural equation modeling was used to examine the hypothesized relationships. The results yielded support for one relationship. WE was found to have a significant non-linear relationship with TI. This finding provides evidence of a ceiling to the positive impact of WE on reduced TI. WE and CRP and ERCS were however found to be non-significant and linear, and significant and linear, respectively. A large number of studies have evidenced positive individual and organizational outcomes associated with WE. This study however, is important, as the “dark side” of WE is empirically examined, therefore providing a different perspective of the concept. The study findings affirm that management must exercise caution with excess levels of WE among millennial FLEs as this may lead to unfavourable outcomes. In this research, the assumption of linearity is challenged. Empirical evidence for the need to systematically explore non-linear associations for a more nuanced understanding of the relationships between variables is provided. Moreover, this study is among the few in which the presence of curvilinear relations between WE and job outcomes is examined in a non-Western context.
      Citation: Personnel Review
      PubDate: 2021-04-05
      DOI: 10.1108/PR-10-2019-0547
      Issue No: Vol. 50, No. 3 (2021)
  • Career adaptability, job crafting and subjective career success: the
           moderating roles of lone wolf personality and positive perfectionism
    • Authors: Yasir Mansoor Kundi, Sandrine Hollet-Haudebert, Jonathan Peterson
      Abstract: Using career construction theory, the authors empirically examine the mechanism by which career adaptability promotes employee subjective career success (career satisfaction and career commitment) through job crafting. A moderated mediation model is tested using survey data from 324 full-time business professionals in France. Hypotheses are tested using structural equation modeling (SEM). he authors found that job crafting mediated the relationship between career adaptability and subjective career success (career satisfaction and career commitment). The positive effect of career adaptability on job crafting was greater under higher levels of lone wolf personality and positive perfectionism, as was the indirect effect of career adaptability on subjective career success via job crafting. data are cross-sectional in nature. Robust theoretical contentions and affective means of identifying common method variance (CMV) are addressed and evaluated. High levels of career adaptability may be a useful strategy for promoting employee job crafting and subjective career success. In addition, individuals with lone wolf personality and positive perfectionism should be given opportunities to craft their jobs in the workplace. This research confirms a moderated mediation model positioning job crafting as a mediator of career adaptability's effects on employee subjective career success and lone wolf and positive perfectionism as moderators of such effects. This study suggests that job crafting and career-focused personality traits are important factors that influence the relationship between career adaptability and subjective career success.
      Citation: Personnel Review
      PubDate: 2021-04-02
      DOI: 10.1108/PR-04-2020-0260
      Issue No: Vol. 50, No. 3 (2021)
  • The effect of work–family conflict and hindrance stress on nurses'
           satisfaction: the role of ethical leadership
    • Authors: Carla Freire, Cláudia Bettencourt
      Abstract: The main aim of this study is to explore the moderating role of ethical leadership on the indirect effect of work–family conflict on nurses' job satisfaction via hindrance stress. A questionnaire was answered by 224 nursing professionals working in public and private health institutions. A mediation–moderation model was estimated, and the results thereof indicated that work–family conflict has an indirect negative effect on satisfaction through the mediation mechanism of hindrance stress. Results also show that ethical leadership enhances this mediated relationship. The cross-sectional data limited the generalization of results. Future research should develop longitudinal studies, which will allow for conclusions to be drawn with regard to inferences of causality. It is recommended that health organizations should develop ethical training for their leaders. By doing so, they will address two issues: the conciliation between work and family as well as the reduction of job stress, which will subsequently improve job satisfaction. The originality of this empirical study lies in the exploration of the moderating role of ethical leadership in the indirect effect of work–family conflict, which, in turn, impacts on job satisfaction via the hindrance stress experienced by nurses. The study is innovative in the sense that it seeks to gain a greater understanding of the moderation–mediation mechanisms of the variables under study.
      Citation: Personnel Review
      PubDate: 2021-04-02
      DOI: 10.1108/PR-05-2020-0379
      Issue No: Vol. 50, No. 3 (2021)
  • Relationship of perceived supervisor support, self-efficacy and turnover
           intention, the mediating role of burnout
    • Authors: Rola Chami-Malaeb
      Abstract: The purpose of this paper is to study the effect of two positive organizational factors: the perceived supervisor support (PSS) and the self-efficacy (SE) on nurses' burnout (BO), which concurrently affect the turnover intention (TI) and the mediating role of BO in this relationship. A cross-sectional survey-based study of a sample of 552 Lebanese registered nurses from 19 Lebanese hospitals was conducted. The authors’ findings confirm that PSS and SE both reduce the level of BO and the turnover intention significantly. The higher the perceived supervisors' support and the nurses' SE, the less they experience BO. BO has partially mediated the relationship of the PSS and SE on TI. This study reveals that supervisors' support is well perceived by Lebanese nurses, whose s is relatively high, while their levels of BO are considered moderate. However, BO levels vary proportionally with demographic variables, namely age, work experience, gender, marital status and education. This study provides new evidence on the relationship between PSS, SE and BO and turnover intention of Lebanese nurses. It is unique in studying the role of nurses' SE with regard to BO and TI and improving the quality of nurses' work life. It shows the significance of the supervisors' role in supporting the psychological state of nurses. The context of the study, Lebanon, is also novel as it differs from advanced economies institutionally, culturally and in legal frameworks that govern the employee–supervisor relationships.
      Citation: Personnel Review
      PubDate: 2021-04-02
      DOI: 10.1108/PR-11-2019-0642
      Issue No: Vol. 50, No. 3 (2021)
  • The ethics of people analytics: risks, opportunities and recommendations
         This is an Open Access Article Open Access Article

    • Authors: Aizhan Tursunbayeva, Claudia Pagliari, Stefano Di Lauro, Gilda Antonelli
      Abstract: This research analyzed the existing academic and grey literature concerning the technologies and practices of people analytics (PA), to understand how ethical considerations are being discussed by researchers, industry experts and practitioners, and to identify gaps, priorities and recommendations for ethical practice. An iterative “scoping review” method was used to capture and synthesize relevant academic and grey literature. This is suited to emerging areas of innovation where formal research lags behind evidence from professional or technical sources. Although the grey literature contains a growing stream of publications aimed at helping PA practitioners to “be ethical,” overall, research on ethical issues in PA is still at an early stage. Optimistic and technocentric perspectives dominate the PA discourse, although key themes seen in the wider literature on digital/data ethics are also evident. Risks and recommendations for PA projects concerned transparency and diverse stakeholder inclusion, respecting privacy rights, fair and proportionate use of data, fostering a systemic culture of ethical practice, delivering benefits for employees, including ethical outcomes in business models, ensuring legal compliance and using ethical charters. This research adds to current debates over the future of work and employment in a digitized, algorithm-driven society. The research provides an accessible summary of the risks, opportunities, trade-offs and regulatory issues for PA, as well as a framework for integrating ethical strategies and practices. By using a scoping methodology to surface and analyze diverse literatures, this study fills a gap in existing knowledge on ethical aspects of PA. The findings can inform future academic research, organizations using or considering PA products, professional associations developing relevant guidelines and policymakers adapting regulations. It is also timely, given the increase in digital monitoring of employees working from home during the Covid-19 pandemic.
      Citation: Personnel Review
      PubDate: 2021-03-23
      DOI: 10.1108/PR-12-2019-0680
      Issue No: Vol. 50, No. 3 (2021)
  • Leaders' trait signaling effect on followers' psychological contract
    • Authors: Erum Ishaq, Usman Raja, Dave Bouckenooghe, Sajid Bashir
      Abstract: Using signaling theory and the literature on psychological contracts, the authors investigate how leaders' personalities shape their followers' perceptions of the type of psychological contract formed. They also suggest that leaders' personalities impact their followers' perceived contract breach. Furthermore, the authors propose that power distance orientation in organizations acts as an important boundary condition that enhances or exacerbates the relationships between personality and contract type and personality and perceived breach. Data were collected through multiple sources in Pakistan from 456 employees employed in 102 bank branches. Multilevel moderated path analyses provided reasonably good support for our hypotheses. The leaders' personalities impacted the relational contracts of their followers in the cases of extraversion and agreeableness, whereas neuroticism had a significant relationship with the followers' formation of transactional contracts. Similarly, agreeableness, neuroticism and conscientiousness had significant relationships with perceived breach. Finally, the power distance of the followers aggregated at a group level moderated the personality-contract type and personality-perceived breach relationships. This research advances understanding of psychological contracts in organizations. More specifically, it shows that the personality of leader would have profound impact on the type of contract their employees form and the likelihood that would perceive the breach of contract. This research extends existing personality-psychological contract literature by examining the role of leaders' personalities in signaling to employees the type of contract that is formed and the perception of its breach. The role of power distance organizational culture as a signaling environment is also considered.
      Citation: Personnel Review
      PubDate: 2021-03-16
      DOI: 10.1108/PR-09-2019-0472
      Issue No: Vol. 50, No. 3 (2021)
  • Change ubiquity: employee perceptions of change prevalence from three
    • Authors: Paulette L. Brazzale, Helena D. Cooper–Thomas, Jarrod Haar, Roy K. Smollan
      Abstract: The purpose of this paper is to address assumptions about the prevalence of change in human resource management (HRM) and organizational change literature, providing evidence from employee perceptions across three countries. The results indicate change was commonplace even before the pandemic disruptions of 2020. Given this study's exploratory, employee perspective, a cross-sectional self-report survey was used. Three survey panel samples were collected in 2017: US (n = 718), Australia (n = 501) and New Zealand (n = 516). Analysis of variance was used to test whether the prevalence of change differed significantly between countries or specific groups of employees. An analysis of comments on change types and emotional response provides further insights. The paper provides evidence of the ubiquity of change: 73% of employees are experiencing change at work and 42% perceived it as moderate to massive, with little variation between countries. Employees commonly experience more than one change, with those experiencing large amounts of change reporting predominantly negative emotional impacts. The research provides a snapshot across three countries during a prosperous and relatively stable period, providing a point of comparison for the turbulent times we have faced in 2020” as the publication date will be 2021 the current text may not work as well. Since change can be arduous, the authors recommend that HRM researchers consider change prevalence as a contextual factor, and practitioners heed employee reactions to change, particularly during periods of significant change. In providing foundational evidence of change ubiquity in contemporary workplaces, this paper enables more accurate discussions regarding change.
      Citation: Personnel Review
      PubDate: 2021-03-09
      DOI: 10.1108/PR-04-2019-0211
      Issue No: Vol. 50, No. 3 (2021)
  • The role of human resource professionals (HRPs) in managing workplace
           bullying: perspectives from HRPs and employee representatives in Australia
    • Authors: Nikola Djurkovic, Darcy McCormack, Helge Hoel, Denise Salin
      Abstract: The purpose of this paper is to examine the perspectives of human resource professionals (HRPs) and employee representatives (ERs) on the role of HRPs in managing workplace bullying. Individual interviews were conducted with 12 HRPs and five ERs from a wide range of industries. Interview questions were open-ended and sought to gain insight on the views of the individual interviewees. The findings address the role of HRPs in bullying scenarios and in the prevention of bullying. Regarding the role of HRPs in bullying, the responses of the participants suggest confusion and ambiguity, with a variety of roles being described ranging from a support-based role through to a protector of management. The participants also noted the importance of the HRP task of policy development, while a distrust of HRPs in bullying scenarios was mentioned. Regarding the effective management and prevention of bullying, the findings demonstrate that HRPs are viewed as having a central role through their particular responsibilities of creating and nurturing a positive organisational culture, as well as through engaging employees in the development of anti-bullying policies. HRPs believe that they can contribute significantly to reducing workplace bullying through organisational culture (including educating staff and as role models of behaviour) and by engaging staff in the design of anti-bullying policies. This paper contributes to the literature on workplace bullying by examining within the Australian context the perspectives of HRPs and ERs on how HRPs can prevent and manage workplace bullying.
      Citation: Personnel Review
      PubDate: 2021-03-09
      DOI: 10.1108/PR-07-2020-0502
      Issue No: Vol. 50, No. 3 (2021)
  • Managing voluntary collective turnover: the impact of a cynical workplace
    • Authors: Michelle Brown, Christina Cregan, Carol T. Kulik, Isabel Metz
      Abstract: Voluntary collective turnover can be costly for workplaces. The authors investigate the effectiveness of high-performance work system (HPWS) intensity as a tool to manage voluntary collective turnover. Further, the authors investigate a cynical workplace climate (CWC) as a boundary condition on the HPWS intensity–voluntary collective turnover relationship. The unit of analysis is the workplace, with human resource (HR) managers providing data on HPWS practices in Time 1 (T1) and voluntary collective turnover two years later. Aggregated employee data were used to assess the cynical workplace climate. Hierarchical regression analysis was used to test the hypotheses. This study’s results demonstrate a negative relationship between HPWS intensity and voluntary collective turnover when there is a low cynical workplace climate. The authors find that in a high cynical workplace climate, HPWS intensity is ineffective at managing voluntary collective turnover. This study’s results show that HPWS intensity needs to be well received by the workforce to be effective in reducing voluntary collective turnover. To increase the chances of HPWS intensity reducing voluntary collective turnover, workplaces need to assess the level of employee cynicism in their workplace climates. When the climate is assessed as low in cynicism, the workplace can then consider implementing an HPWS. The authors explain why the HPWS intensity–voluntary collective turnover relationship varies across workplaces. As HR practices are subject to interpretation, workplaces need to look beyond the practices in their HPWS and focus on employee receptivity to HR practices.
      Citation: Personnel Review
      PubDate: 2021-03-05
      DOI: 10.1108/PR-12-2019-0703
      Issue No: Vol. 50, No. 3 (2021)
  • Trendsetters of HRM: a systematic review of how professional service firms
           manage people
    • Authors: Dmitri Sokolov, Elena Zavyalova
      Abstract: Human resource management in professional service firms (PSF) is one of the most important instruments for promoting sustainable competitive advantage. Despite the major growth of scholars' interest in human resource management (HRM) issues in PSF, the body of knowledge in this field remains highly fragmented and diversified. The purpose of this paper is to systematize key evidence on the use of HRM practices in PSF. The paper is based on a systematic literature review of 90 peer-reviewed journal papers. The review revealed typical ability-, motivation- and opportunity-enhancing practices used by PSF and outlined how these HRM practices may differ among various PSF. The paper provides scholars with an updated and comprehensive research landscape and development process in this important field, thereby contributing to greater research interest and enthusiasm for future research.
      Citation: Personnel Review
      PubDate: 2021-03-02
      DOI: 10.1108/PR-08-2018-0314
      Issue No: Vol. 50, No. 3 (2021)
  • Does job stress enhance employee creativity' Exploring the role of
           psychological capital
    • Authors: Azka Ghafoor, Jarrod Haar
      Abstract: Using the conservation of resource theory, the purpose of this paper is to investigate the potentially positive influence of job stress on creativity through the resource caravan approach. The influence of job stress directly and as a moderator of psychological capital (PsyCap) is explored. Finally, the influence of stress on creativity is investigated as a boundary condition that impacts on the PsyCap-creativity relationship via job satisfaction. Relationships were tested on two samples: (1) an international employee cohort (n = 269) and (2) a New Zealand employee sample (n = 475) and similar effects were found in both studies. PsyCap was found to influence job satisfaction and creativity, with job satisfaction partially mediating this direct effect. Job stress has a positive moderation effect with PsyCap toward creativity, supporting Conservation of Resources theory, which suggests that high PsyCap individuals would have the psychological resources to leverage stress beneficially, making their behaviors more creative. Significant moderated mediation effects indicate complex indirect effects with PsyCap on creativity (via job satisfaction) increasing as job stress gets higher. This study calls for researchers' attention toward potentially positive influences of stress when considered in combination with high psychological resources. Practical implications focus manager's and leader's attention toward the enhancement of employees' psychological resources for its stress and creativity related benefits. The findings provide new theoretical support for understanding how stress can positively influence creativity. The use of two samples improves confidence in these findings.
      Citation: Personnel Review
      PubDate: 2021-03-02
      DOI: 10.1108/PR-08-2019-0443
      Issue No: Vol. 50, No. 3 (2021)
  • How work–life conflict affects employee outcomes of Chinese
           only-children academics: the moderating roles of gender and family
    • Authors: Huiping Xian, Carol Atkinson, Yue Meng-Lewis
      Abstract: China's controversial one-child policy has been blamed for creating an ageing population, a generation of employees without siblings and a 4-2-1 family structure that places eldercare responsibility, primarily on women. Current understanding of how this affects contemporary employees' work–life interface is lacking. This study examined the moderating roles of family structure and gender in the relationships between work–life conflict (WLC), job satisfaction and career aspiration for university academics. Online and self-administered surveys were used to collect data, which involved 420 academic staff in three Chinese research universities. Our results revealed that WLC is positively related to career aspiration, and this relationship is stronger for academics with siblings and, within the only-children group, significantly stronger for women than for men. WLC is also negatively related to job satisfaction, and this relationship is stronger for only-children academics. Results were limited by a cross-sectional sample of modest size. Nevertheless, this study contributes to the understanding of gender roles and changing family structure in the work–life interface of Chinese academics. Our findings have implications for both universities seeking to improve staff well-being and for wider society. A number of support mechanisms are proposed to enhance the ability of only children, especially women, to operate as effective members of the labour market. Our results showed that only-children academics face a unique set of difficulties across career and family domains, which have been previously neglected in literature.
      Citation: Personnel Review
      PubDate: 2021-03-01
      DOI: 10.1108/PR-05-2020-0330
      Issue No: Vol. 50, No. 3 (2021)
  • Performance management systems promote job crafting: the role of
           employees' motivation
    • Authors: Domenico Berdicchia, Enrico Bracci, Giovanni Masino
      Abstract: The purpose of this paper is to examine the influence of performance management systems (PMSs) and their perceived accuracy on job crafting behaviors via motivation. By adopting a research design based on three waves, a mediation model was tested using survey data from 12 municipalities in Italy. Perceived PMS accuracy positively influences “approach” job crafting behaviors through intrinsic motivation and “avoidance” job crafting behaviors through extrinsic motivation. Organizations interested in promoting job crafting should ensure that PMSs are designed and implemented in a way that increases perceived PMS accuracy among employees. The results of this study enrich the literature on job crafting by underlining the role of PMSs as an antecedent of job crafting and by clarifying how different motivational processes may intervene in this relationship.
      Citation: Personnel Review
      PubDate: 2021-03-01
      DOI: 10.1108/PR-05-2020-0361
      Issue No: Vol. 50, No. 3 (2021)
  • Linking performance pressure to employee work engagement: the moderating
           role of emotional stability
    • Authors: Yasir Mansoor Kundi, Shakir Sardar, Kamal Badar
      Abstract: The purpose of this paper is to investigate the mediating role of threat and challenge appraisals in the relationship between performance pressure and employees' work engagement, as well as the buffering role of emotional stability, as a personal characteristic, in this process. Data were collected using a three-wave research design. Hypotheses were examined with a sample of 247 white-collar employees from French organizations. Performance pressure is appraised as either threat or challenge. Challenge appraisal positively mediated the performance pressure and work engagement relationship, whereas threat appraisal negatively mediated the performance pressure and work engagement relationship. Emotional stability moderated these effects, suggesting performance pressure was appraised as a challenge rather than a threat, which then enhanced employee work engagement. This study has shown that employees with high emotional stability who perceived performance pressure as a challenge achieved stronger employee work engagement. Building on Lazare's theory of stress and Mitchell et al. 's theorization, this research demonstrates mediating and moderating mechanisms driving the role of performance pressure on employee work engagement relationships.
      Citation: Personnel Review
      PubDate: 2021-02-26
      DOI: 10.1108/PR-05-2020-0313
      Issue No: Vol. 50, No. 3 (2021)
  • Does it pay to be bad' An investigation of dark triad traits and job
           performance in India
    • Authors: Nishant Uppal
      Abstract: The current paper proposes a curvilinear relationship between the dark triad traits (Machiavellianism, psychopathy and narcissism) and job performance. In addition, it examines the moderation effect of traitedness on the dark triad–job performance relationship. Drawing on data from 382 participants in a financial services firm in India, the authors conducted a two-phase study to examine the curvilinear and moderation effects. Results confirmed that the relationship between dark triad traits and job performance is positive at the lower end of dark triad traits but flattens out as the dark triad traits intensify. The authors discuss theoretical and practical implications and offer suggestions for future research.
      Citation: Personnel Review
      PubDate: 2021-02-26
      DOI: 10.1108/PR-07-2019-0391
      Issue No: Vol. 50, No. 3 (2021)
  • The influences of abusive supervision on job satisfaction and mental
           health: the path through emotional labor
    • Authors: I-An Wang, Szu-Yin Lin, Yeong-Shyang Chen, Shou-Tsung Wu
      Abstract: The purpose of the study is to empirically test and explore the influences of abusive supervision on subordinates' job satisfaction and mental health. Specifically, the authors focus on the mediation effects of emotional labor and compare the discrepancies between surface acting and deep acting. Time-lagged data were obtained from 239 employees in the hospitality industry in Taiwan. The hypothesized model was tested using structural equation modeling with Mplus 7.4. Results showed that abusive supervision is not only negatively related to employees' job satisfaction and mental health but also positively associated with employee surface acting and negatively associated with deep acting. For mediating effects, surface acting mediates the relationships between abusive supervision and employee job satisfaction, while deep acting mediates the relationship between abusive supervision and mental health. Abusive supervision is detrimental; it should be reduced in the workplace. Also, frontline employees can be provided with training programs to improve their deep acting strategies, which lead to better job satisfaction and mental health. This research is among the first to examine the link between abusive supervision and both employee job satisfaction and mental health in the hospitality industry and extends the authors’ knowledge by demonstrating the mediating effects of surface acting and deep acting.
      Citation: Personnel Review
      PubDate: 2021-02-26
      DOI: 10.1108/PR-11-2018-0465
      Issue No: Vol. 50, No. 3 (2021)
  • Idealized influence and commitment: a granular approach in understanding
    • Authors: Leila Afshari
      Abstract: The purpose of this paper is to investigate the relationships between the idealized influence component of transformational leadership (TL) and employee organizational commitment in two different cultural contexts. Data were collected from the members of two manufacturing organizations, one in Australia and one in Iran. Questionnaires were distributed to all levels of the two organizations. In total, 189 completed questionnaires were returned from the two countries, representing a response rate of 56.7%. Structural equation modeling (SEM) was employed to test the hypotheses. The results demonstrated statistically significant relationships between two forms of idealized influence –attributed and behavior – and the employees' organizational commitment in the Iranian sample. However, in the Australian sample, only idealized influence behavior showed a significant impact on employee commitment. Furthermore, the findings showed that identified motivation mediates the relationship between idealized influence behavior and organizational commitment. The findings of the current research point to additional ways of increasing identified motivation that, in turn, enhances organizational commitment through leadership practices that are culturally informed. These findings are especially salient in culturally diverse and multinational organizations. This paper has arrived at a deeper explanation of the processes through which leader behavior can produce employee commitment by clarifying the mediation role of identified motivation between idealized influence behavior and organizational commitment.
      Citation: Personnel Review
      PubDate: 2021-02-25
      DOI: 10.1108/PR-03-2020-0153
      Issue No: Vol. 50, No. 3 (2021)
  • Developing job performance: mediation of occupational commitment and
           achievement striving with competence enhancement as a moderator
    • Authors: Chieh-Peng Lin, Chu-Mei Liu, Hui-Ting Chan
      Abstract: This study draws upon the theory of eudaimonic motivation to develop a model that explains job performance in high-tech industry. This study aims to clarify through what mediating mechanism employees' social interaction and self-efficacy can substantially influence their job performance. At the same time, competence enhancement is examined as a moderator that influences the effects of social interaction and self-efficacy. The hypotheses developed in this study were empirically tested by collecting three-source data from a leading international business company in Taiwan's high-tech industry. The survey data of this study were first analyzed using confirmatory factor analysis and hierarchical regression analysis for testing the hypotheses of the study. Post hoc tests were then performed using structural equation modeling and bootstrapping analysis for the purpose of double verifications. This study finds that social interaction and self-efficacy relate to job performance via the full mediation of occupational commitment and achievement striving. Besides, the relationship between social interaction and occupational commitment is positively moderated by competence enhancement, while the relationship between self-efficacy and occupational commitment is negatively moderated by competence enhancement. This work shows important findings that complement previous research on personnel performance and competence. First, this work confirms that social interaction and self-efficacy play critical roles for indirectly influencing job performance through the full mediation of occupational commitment and achievement striving among engineers in high-tech industry. Second, the moderating effects of competence enhancement on the relationships between social interaction and occupational commitment and between self-efficacy and occupational commitment are confirmed by this study.
      Citation: Personnel Review
      PubDate: 2021-02-25
      DOI: 10.1108/PR-04-2020-0296
      Issue No: Vol. 50, No. 3 (2021)
  • Getting nowhere, going elsewhere: the impact of perceived career
           compromises on turnover intentions
    • Authors: Dirk De Clercq
      Abstract: The purpose of this article is to investigate the unexplored relationship between employees' perceptions that they have made compromises in their careers (i.e. perceived career compromise) and their turnover intentions, as well as how it might be moderated by two personal factors (materialism and idealism) and two contextual factors (abusive supervision and decision autonomy). Survey data were collected among employees who work in the education sector in Canada. Employees' frustrations about unwanted career adjustments lead to an enhanced desire to leave their organization. This process is more likely among employees who are materialistic and suffer from verbally abusive leaders, but it is less likely among those who are idealistic and have more decision autonomy. For human resource managers, these results provide novel insights into the individual and contextual circumstances in which frustrations about having to compromise career goals may escalate into the risk that valuable employees quit. This study contributes to human resource management research by detailing the conditional effects of a hitherto overlooked determinant of employees' turnover intentions, namely, their beliefs about a discrepancy between their current career situation and their personal aspirations.
      Citation: Personnel Review
      PubDate: 2021-02-23
      DOI: 10.1108/PR-08-2020-0603
      Issue No: Vol. 50, No. 3 (2021)
  • Does leaders' adoption of employee voice influence employee work
    • Authors: Lan Li, Xingshan Zheng, Qi Zhang
      Abstract: The present study aims to determine the effect of adopting voice on subordinates' work engagement based on organization-based self-esteem (OBSE). Three variables were rated according to the seven-point Likert-type response scales. To control the effect of common method variance, an online survey was conducted to collect data from 206 samples at Chinese firms by employing a two-wave and time-lagged approach. In addition, structure equation modeling analysis was adopted to verify the hypotheses with Mplus 7. Leaders' adoption of employee voice shows a positive association with employee OBSE and work engagement. OBSE is positively associated with work engagement and mediates the effect of adopting voice on work engagement. As suggested from the mentioned results, organizations are required to encourage leaders to adopt employees' reasonable voice that can be an effective management tool impacting employee work engagement. Though existing studies have discussed the effects of leader behaviors on subordinates' work engagement, the effect of leaders' adoption of employee voice on employee work engagement has been rarely studied. Based on the job demand-resource model, this study fills the gap by empirically examining the effect of adopting voice on work engagement. As indicated by the findings here, leaders' adoption of employee voice enhances employee OBSE, thereby facilitating work engagement. The present study provides insights to stimulate employee work engagement.
      Citation: Personnel Review
      PubDate: 2021-02-18
      DOI: 10.1108/PR-04-2020-0262
      Issue No: Vol. 50, No. 3 (2021)
  • Occupational stereotypes: professionals´ warmth and competence
           perceptions of occupations

         This is an Open Access Article Open Access Article

    • Authors: Andrea Strinić, Magnus Carlsson, Jens Agerström
      Abstract: The purpose of the current study is to investigate occupational stereotypes among a professional sample of recruiters and other employees on the two fundamental dimensions of warmth and competence. The authors conducted a survey to collect professionals´ (mostly recruiters´) ratings of preselected occupations. Participants were asked to rate warmth and competence attributes. Factor and cluster analysis were employed to investigate the two-dimensional structure of the warmth/competence space and how and whether occupations cluster as predicted by the stereotype content model (SCM). Almost all occupations showed a clear two-factorial structure, corresponding to the warmth/competence dimensions. A five-cluster solution was deemed appropriate as depicting how occupations disperse on these dimensions. Implications for stereotyping research, the design of hiring discrimination experiments, and HRM are discussed. In contrast to previous related research, in which participants select the included occupations themselves, the authors included prespecified common occupations, which should be important for representativeness. In addition, previous research has been conducted in the United States, while the authors conduct this study in a European context (Sweden). Finally, instead of studying students or participants with unspecified work experience, the authors focus on professionals (mostly recruiters).
      Citation: Personnel Review
      PubDate: 2021-02-18
      DOI: 10.1108/PR-06-2020-0458
      Issue No: Vol. 50, No. 3 (2021)
  • How abusive supervision ultimately might enhance performance ratings among
           silent, neurotic employees
    • Authors: Dirk De Clercq, Sadia Jahanzeb, Tasneem Fatima
      Abstract: With a theoretical anchoring in the conservation of resources (COR) theory, this study investigates how employees' exposure to abusive supervision ultimately might lead to enhanced supervisor ratings of their job performance because employees react with defensive silence. Employees' neuroticism also might catalyze this process. Multi-source, three-wave data were collected from employees and their supervisors in the power-distant, collectivistic country of Pakistan. Beliefs about the presence of verbally abusive leaders, somewhat ironically, mitigate the risk of diminished supervisor-rated performance evaluations to the extent that those beliefs prompt employees to engage in self-protective behaviors to avoid confrontations with the abusive leaders. This mediating role of defensive silence is invigorated to the extent that employees' personalities make them more sensitive to stressful work situations. For practitioners, this study identifies self-protective silence as a key, potentially worrisome mechanism that employees in power-distant, collectivistic countries may use to avoid negative performance ratings by leaders they perceive as abusive, and it reveals how this process tends to vary across different employees. This research cites a critical, unexplored factor through which verbally abused employees can avoid negative performance evaluations, by engaging in defensive silence, not only as a potentially detrimental solution but also as an effective short-term solution. It further clarifies that this process is more likely to occur among neurotic employees.
      Citation: Personnel Review
      PubDate: 2021-02-16
      DOI: 10.1108/PR-01-2020-0007
      Issue No: Vol. 50, No. 3 (2021)
  • The role of ethical leadership in enhancing exploitative and explorative
           learning simultaneously: what does it matter if employees view work as
    • Authors: Moazzam Ali, Yuanmei (Elly) Qu, Shoaib Shafique, Nhat Tan Pham, Muhammad Usman
      Abstract: The present study aimed to test the hypothesis that ethical leadership positively contributes to exploitative learning and explorative learning simultaneously and then examine the moderating role of work centrality in the relationships of ethical leadership with exploitative learning and explorative learning. Time-lagged survey data were collected from 257 middle managers and their 257 immediate supervisors in 76 firms in China. Data were analyzed using structural equation modeling and Hayes' PROCESS macro for SPSS. The results revealed that ethical leadership positively contributed to exploitative learning and explorative learning simultaneously. Importantly, the authors found that work centrality strengthened the positive relationships of ethical leadership with both exploitative learning and explorative learning. The findings can help organizations enhance exploitative learning and explorative learning simultaneously and enable them to gain a sustainable competitive advantage. Although explorative learning and exploitative learning together constitute fundamental resources for organizations' long-term success, prior research has not looked into whether and when leader behaviors facilitate explorative learning and exploitative learning simultaneously. The study contributed to fill this gap by introducing ethical leadership, signifying its positive role in enhancing both explorative learning and exploitative learning, and establishing work centrality as a moderator to reinforce these two positive relationships.
      Citation: Personnel Review
      PubDate: 2021-02-16
      DOI: 10.1108/PR-12-2019-0708
      Issue No: Vol. 50, No. 3 (2021)
  • The sharing economy and the transformation of work: evidence from Foodora
    • Authors: Andrea Geissinger, Christofer Laurell, Christina Öberg, Christian Sandström, Yuliani Suseno
      Abstract: This article explores the various stakeholders' perceptions of the ways digital work is organised within the sharing economy and the social implications of the transformation of work. Applying social media analytics (SMA) concerning the sharing economy platform Foodora, a total of 3,251 user-generated content was collected and organised throughout the social media landscape in Sweden over 12 months, and 18 stakeholder groups were identified, discussing digital work within seven thematic categories. The results show that the stakeholder groups in the Swedish context primarily expressed negative views of Foodora's way of organising digital work. The social media posts outlined the distributive and procedural justice related to the working conditions, boycott and protests and critical incidents, as well as the collective bargaining of Foodora. By utilising a novel SMA method, this study contributes to the extant literature on the sharing economy by providing a systematic assessment concerning the impact of the sharing economy platform on the transformation of work and the associated social consequences.
      Citation: Personnel Review
      PubDate: 2021-02-12
      DOI: 10.1108/PR-08-2019-0450
      Issue No: Vol. 50, No. 3 (2021)
  • Keep your mouth shut until I feel good: testing the moderated mediation
           model of leader's threat to competence, self-defense tactics, and voice
    • Authors: Anastasiia Popelnukha, Shamika Almeida, Asfia Obaid, Naukhez Sarwar, Cynthia Atamba, Hussain Tariq, Qingxiong (Derek) Weng
      Abstract: Although voice endorsement is essential for individuals, teams and organizational performance, leaders who consider followers' voice to be threatening are reluctant to implement followers' ideas. The authors, taking note of this phenomenon, investigate why leaders who feel a threat from followers' voice exhibit voice rejection at the workplace and when this detrimental tendency can be diminished. Thus, based on the self-defense tendency as per self-affirmation theory, the authors argue that those leaders who experience threat triggered by followers' voice, justify voice rejection through the self-defense tactics: message derogation and source derogation. In addition, the authors also propose that a leader's positive (negative) affect experienced before voice exposure may decrease (increase) self-defense and voice rejection. To test the authors’ moderated mediation model, they conducted two independent vignette studies (N = 269; N = 208). The purpose of the first vignette study was to test the simple mediation (i.e. the direct and indirect effects), whereas the second study aimed to test the moderated mediation model. In Study 1, the authors found that the leader's perceived threat to competence provoked by followers' voice was positively related to voice rejection, and the relationship was partially mediated by message derogation and source derogation. In line with this, in Study 2, the authors tested the moderated mediation model and replicated the findings of Study 1. They found that the effects of leader's perceived threat to competence on voice rejection through self-defense tactics are weaker (stronger) at the high (low) values of a leader's positive affect. In contrast, the effects of a leader's perceived threat to competence on voice rejection through self-defense tactics are stronger (weaker) at the high (low) values of a leader's negative affect. This study suggests that leaders who experience a threat to competence instigated by employee voice are more likely to think that ideas proposed by employees are non-constructive and employees who suggest those ideas are not credible, and these appraisals have a direct influence on voice rejection. However, if leaders are in a good mood vs. bad mood, they will be less likely to think negatively about employees and their ideas even when they experience psychological threats. The findings highlight several avenues for future researchers to extend the literature on employee voice management and leadership coaching by providing theoretical and managerial implications.
      Citation: Personnel Review
      PubDate: 2021-02-12
      DOI: 10.1108/PR-09-2019-0508
      Issue No: Vol. 50, No. 3 (2021)
  • The joint impact of servant leadership and team-based HRM practices on
           team expediency: the mediating role of team reflexivity
    • Authors: Shuang Ren, Zhining Wang, Ngan Thuy Collins
      Abstract: This study focuses on an emerging deviant behavior at the team level and investigates when and why the team level processes reduce team expedient behavior. Anchored on the input–process–outcome (I–P–O) theoretical framework for studying team effectiveness, it conceptualizes and tests a research model where servant leadership and team-based human resource management (HRM practices) serve as a team-level input that interacts to influence the process of team reflexivity and ultimately reduces team expedient behavior as the outcome. Data are from 109 teams involving a total of 584 employees and analyzed at the team level. The findings provide empirical support that team-based HRM practices positively moderate the relationship between servant leadership and team reflexivity and that team reflexivity transforms the influence of servant leadership into reduced team expedient behavior. Implications for theory and practice are discussed. The participants in this study were drawn from diverse backgrounds (n = 584), and they were nested within 109 teams. Therefore, the authors were cautious of making claims that the findings would apply to every team in the context of China. The authors acknowledge that the research design of this study is not the strongest to test for causal relationship. The findings show the synergistic role of servant leadership and team-based HRM practices and suggest organizations have both in place to mitigate deviant behaviors by teams. The study also suggests organizations develop and promote an environment where team members are motivated and encouraged to share their ideas, openly discuss experiences and set up forward plans. Organizations should focus on training their leaders of the behaviors such as supporting followers, enhancing subordinates' commitment to the collective goal and emphasizing the equality between themselves and subordinates. Organizations need to increase their awareness that the teams are more likely to perform their tasks by the means prescribed by the organizational rules if they communicate, discuss and get modeling or feedback from other teams. This study enriches research on team-based HRM practices, which so far have received limited attention, and deserves further investigation. It sharpens the underlying mechanism that translates team-level input of leadership and HRM to the desired outcomes of reduced expedient behavior by introducing the role of team reflexivity. The study adds to the growing research on workplace deviance by addressing team-level expedient behavior.
      Citation: Personnel Review
      PubDate: 2021-02-09
      DOI: 10.1108/PR-07-2020-0506
      Issue No: Vol. 50, No. 3 (2021)
  • Why do employees struggle to thrive in the workplaces' A look at the
           impact of abusive supervision
    • Authors: Muhammd Usman, Yuxin Liu, Jianwei Zhang, Usman Ghani, Habib Gul
      Abstract: Based on the conservation of resources view, the objective of this paper is to examine the relationship between abusive supervision and workplace thriving. Further, this study investigates the underlying mechanisms role of agentic work behaviors (i.e. task focus, heedful relating) and moderating role of employee's core self-evaluations. Using a time-lag approach, data are collected from 360 full-time employees enrolled in an executive development program in a large university of China. To test the proposed model, data analysis is carried out through Statistical Product and Service Solutions (SPSS) and Analysis of Moment Structures (AMOS). The results show that abusive supervision negatively influences workplace thriving. Further, the findings also confirm the mediating role of agentic work behaviors and the moderating role of core self-evaluations between the relationship of abusive supervision and thriving. Based on study findings, this study draws the attention of managers toward the new deleterious outcomes of abusive supervision. Hence, to nurture a thriving workforce, organizations should keep abusive behaviors under keen observations to minimize their frequent occurrences. Further, it is proposed that hiring employees with higher core self-evaluations can mitigate the injurious effect of abusive supervision. This is the first attempt to our knowledge to untapped the abusive supervision-thriving relationship via the underlying mechanisms of two agentic work behavior's and core self-evaluations as a moderator enriches the extant body of knowledge and provide valuable insight into the abusive supervision and workplace thriving literature.
      Citation: Personnel Review
      PubDate: 2021-02-03
      DOI: 10.1108/PR-04-2019-0213
      Issue No: Vol. 50, No. 3 (2021)
  • Human resource analytics: a review and bibliometric analysis
    • Authors: Yusra Qamar, Taab Ahmad Samad
      Abstract: This paper aims to identify the current research trends and set the future research agenda in the area of human resource (HR) analytics by an extensive review of the existing literature. The paper aims to capture state of the art and develop an exhaustive understanding of the theoretical foundations, concepts and recent developments in the area. A portfolio of 125 articles collected from the Scopus database was systematically analyzed using a two-tier method. First, the evolution, current state of the literature and research clusters are identified using bibliometric techniques. Finally, using content analysis, the research clusters are studied to develop the future research agenda. Based on the bibliometric analysis, network analysis and content analysis techniques, this study provides a comprehensive review of the existing literature. The study also highlights future research themes by identifying knowledge gaps based on content analysis of research clusters. The evolution and the current state of the HR analytics literature are presented. Some specific research questions are also provided to help future research. This study enriches the literature of HR analytics by integrating bibliometric analysis and content analysis to develop a more systematic and exhaustive understanding of the research area. The findings of this study may assist fellow researchers in furthering their research in the identified research clusters.
      Citation: Personnel Review
      PubDate: 2021-02-02
      DOI: 10.1108/PR-04-2020-0247
      Issue No: Vol. 50, No. 3 (2021)
  • Thwarted psychological needs: the negative impact of customer mistreatment
    • Authors: Jiuming Chen, Haiying Kang, Ying Wang, Mingjian Zhou
      Abstract: Drawing on self-determination theory (SDT), this study aims to understand the adverse effects of customer mistreatment on employee performance and well-being by thwarting the satisfaction of employees' basic psychological needs. It also examines how these negative effects may be mitigated by empowerment human resource management (HRM) practices. Two studies were conducted using survey data collected in China. In Study 1, cross-sectional data from 321 telemarketing employees were analyzed to examine how customer mistreatment reduces the satisfaction of employees' basic psychological needs, harming job performance and job satisfaction. In Study 2, multiwave, multisource data were collected from 149 property agents and their supervisors to replicate the findings of Study 1 and further test empowerment HRM as a moderator of the relationship between customer mistreatment and satisfaction of needs. The results from both studies show that customer mistreatment leads to low job performance and job satisfaction via reduced satisfaction of employees' needs for autonomy and competence but not relatedness. Moreover, the negative effect on the satisfaction of employees' needs for autonomy and competence was buffered when organizations had high empowerment HRM practices in place. This study provides new insights on customer mistreatment by understanding its effects from a motivational perspective, which has not been considered in prior research. It also explores how HRM practices can help satisfy employee needs in adverse work environments induced by customer mistreatment.
      Citation: Personnel Review
      PubDate: 2021-02-01
      DOI: 10.1108/PR-06-2020-0489
      Issue No: Vol. 50, No. 3 (2021)
  • Understanding inclusion in the retail industry: incorporating the majority
    • Authors: Catherine Cassell, Kathryn Watson, Jacqueline Ford, Juliet Kele
      Abstract: The aim of this paper is to move away from the focus upon the drivers of diversity to consider the drivers of inclusion in the workplace. The research outlined addresses this by considering the views of all employees, not just those who would be considered members of minority groups. The paper draws on an extensive set of case study data from a range of methodological sources. The case study is of a major high street retailer. Findings focus upon what leads to employees feeling included in the workplace. In addressing this we explore both the drivers of, and barriers to, inclusion. We argue that inclusion is complex and that individuals may feel included by some aspects of organisational culture whilst simultaneously feeling excluded by others. The implications of our results for HR practitioners are that organisations need to pay attention to general HR policies as ways of enhancing inclusion, for example development practices, but also pay attention to the different needs of diverse groups. The paper is original in that in recognising that equality, diversity and inclusion are all closely related, we demonstrate that an understanding of the effectiveness of diversity strategies needs to be fundamentally informed by a consideration of inclusion which can only occur through an engagement with employee's understandings of organisational culture and their place or otherwise within it. Without this employee engagement, many well-intentioned diversity initiatives may go awry. Moreover, the value of the research is that it demonstrates that in order to be successful an inclusion strategy needs to embrace both minority and majority perspectives.
      Citation: Personnel Review
      PubDate: 2021-01-27
      DOI: 10.1108/PR-02-2020-0083
      Issue No: Vol. 50, No. 3 (2021)
  • A review of work–life programs and organizational outcomes
    • Authors: Kohinur Akter, Muhammad Ali, Artemis Chang
      Abstract: Work–life programs research has been conducted at the individual and organizational levels, yet one important question remains unanswered: Do work–life programs improve organizational outcomes' This paper presents a systematic literature review of the impact of work–life programs (bundles versus separate programs) on outcomes at the organizational level. A systematic selection process was adopted, resulting in a final sample of 35 articles published in 26 peer-reviewed journals from 1990 to 2019. The findings suggest that these programs can result in positive, negative or no impact on organizational outcomes, depending on the study design, industry, organization size and country/region. This review draws on quantitative and qualitative empirical studies to summarize, explain and refine the business case for work–life programs. The resulting framework provides directions for future research.
      Citation: Personnel Review
      PubDate: 2021-01-27
      DOI: 10.1108/PR-03-2020-0132
      Issue No: Vol. 50, No. 3 (2021)
  • Are high performance work systems compatible with the extending working
           life agenda'
    • Authors: Getinet Haile
      Abstract: The paper examines the compatibility of two UK policy priorities – extending working life (EWL) and the promotion of national economic performance through high performance work practices (HPWP). Empirical analysis has been conducted using data from WERS2011 to test hypotheses on whether age moderates the link between HPWP and employee well-being outcomes. Development-oriented human resource strategies are found to compromise the wellbeing of older workers relative to younger ones, while some dimensions of HPWP lead to more favourable wellbeing outcomes for older workers relative to their younger counterparts (flexible working, performance-related pay and appraisal systems). At older ages those still in the workforce may be over-represented by happier and psychologically more robust individuals who have settled into jobs they find fulfilling, matching their personal characteristics and abilities. If so, the adverse well-being influence of development-oriented strategies may be understated, while favourable well-being outcomes for older workers may be overstated. HRM strategies may need to be more age sensitive to support the EWL agenda better. While many studies have examined the link between HPWP and a range of individual-level outcomes, less widely researched is whether responses vary by age, which the paper addresses.
      Citation: Personnel Review
      PubDate: 2021-01-27
      DOI: 10.1108/PR-03-2020-0157
      Issue No: Vol. 50, No. 3 (2021)
  • Retention intention: does having a proactive personality matter'
    • Authors: Roksana Binte Rezwan, Yoshi Takahashi
      Abstract: In this study, the authors examine how employees' retention intentions are related to their proactive personalities through the theoretical lens of the model of motivational force of turnover and the model of proactive motivation. More specifically, the authors also verify the partial mediation of work engagement on the main relationship and moderation of high-performance human resource practices (HPHRPs) in the process, which has rarely been explored previously. The hypothesized model was tested using partial least squares structural equational modeling on a sample of 221 employees of a bank in Bangladesh. The results showed that having a proactive personality is positively related to retention intentions due to enhanced work engagement. However, the effect of the interaction between having a proactive personality and HPHRPs was found to be not significant on work engagement and retention intention. This study contributes to the literature by exploring the reason behind mixed results found in the relationship between having a proactive personality and retention intentions through work engagement as a mediator and HPHRPs as a contextual boundary condition in a single model.
      Citation: Personnel Review
      PubDate: 2021-01-26
      DOI: 10.1108/PR-02-2020-0073
      Issue No: Vol. 50, No. 3 (2021)
  • Freelance job search during times of uncertainty: protean career
           orientation, career competencies and job search
    • Authors: Mostafa Ayoobzadeh
      Abstract: Freelancers are a growing population of working adults with limited to no organizational support. Yet, their strategies to navigate job search, especially in turbulent times, are unknown. To address this gap, the author hypothesized and examined a sequential mediation model whereby freelancer protean career orientation (PCO) influences job search strategies through career competencies (i.e. knowing why, how and with whom to work) and job search self-efficacy (JSSE). Data were collected from a sample of 87 Canadian freelancers during the height of the COVID-19 pandemic. The results supported the sequential mediation from PCO to job search strategies through two of the career competencies (knowing why and how) and JSSE. The mediating role of knowing whom was not supported. Policy makers and learning institutions can provide freelancers with opportunities to develop transferable skills through massive open online courses (MOOCs). Employers of freelancers can design motivating jobs that provide freelancers with on-the-job learning and development opportunities. The insignificant mediating role of knowing whom (i.e. professional networks) implies that large networks might not be necessarily beneficial in times of crisis. Thus, the role of networks might be more complex than the literature has proposed. This study brings into focus an overlooked population of workers: freelancers. It investigates a sequential mediation through which freelancer PCO impacts job search strategies. In addition, it compares the effectiveness of career competencies in unfolding the proposed sequential mediation.
      Citation: Personnel Review
      PubDate: 2021-01-26
      DOI: 10.1108/PR-07-2020-0563
      Issue No: Vol. 50, No. 3 (2021)
  • Entrepreneurial alertness and self-perceived employability: a virtuous
           marriage for career development
    • Authors: Vincenzo Cavaliere, Sara Sassetti, Sara Lombardi
      Abstract: Building on the importance of students becoming entrepreneurs of their own career, this research aimed to achieve two main objectives: to empirically test the sequential relationship between the three dimensions of entrepreneurial alertness as proposed by Tang et al. (2012) and to link such dimensions to self-perceived employability. A web survey data were obtained among a sample of 404 universities students. The test of the theoretical framework was performed by running a structural equation modeling (SEM). The results show that the three entrepreneurial alertness components are sequentially related. Moreover, the results demonstrated that among the examined dimensions, only evaluation and judgment had a direct effect on self-perceived employability, with the remaining dimensions having an indirect influence. There has been rarely any previous empirical attempt at investigating a framework that consider the relationship between entrepreneurial attitudes, such as alertness, on employability. The investigation of the entrepreneurial attitudes as antecedents of employability is particularly vital to graduates who will soon enter the labor market as “entrepreneurs of their own career”.
      Citation: Personnel Review
      PubDate: 2021-01-25
      DOI: 10.1108/PR-05-2020-0350
      Issue No: Vol. 50, No. 3 (2021)
  • Does HRM's reality fit with those of others' Exploring and
           understanding HR attributions
    • Authors: Gaye Özçelik, Cavide Uyargil
      Abstract: The purpose of this paper is to contribute to the existing literature by providing insights about how employees make attributions about the reasons why management adopts HRM practices based on a case study of a company in Turkey. The case study was carried out through semi-structured interviews with multiple employee groups aimed at capturing a broad range of perspectives. The data were processed by way of categorical and frequency analyses, which are forms of content analysis. Non-managerial employees make similar attributions regarding recruitment and selection, training, performance as well as career development and benefits. Acknowledging different views regarding the changing nature of employees' attributions, qualitative longitudinal research would provide more rigorous analysis in terms of ascertaining whether there are any alterations in employees' attitudes towards HRM practices over time. Management and practitioners can draw valuable insights from the fact that when the meanings attached to HR practices by different employee groups are agreed upon, this may lead to their more enthusiastic involvement with these practices. This study examines employees' attributions regarding HR practices through a case study. It provides evidence that when employees ascribe positive meanings to such practices, they are more committed to them and this may promote more favourable outcomes regarding HR efforts.
      Citation: Personnel Review
      PubDate: 2021-01-22
      DOI: 10.1108/PR-03-2020-0115
      Issue No: Vol. 50, No. 3 (2021)
  • Enhancing intercultural task performance: examining the roles of social
           complexity belief and cultural intelligence
    • Authors: Alfred Presbitero
      Abstract: This study contributes to the literature by explicating why individuals become effective in performing tasks in intercultural context. Drawing from the social axioms theory and intelligence theory, this study specifically investigates and generates new insights about the role of social complexity belief and cultural intelligence (CQ) in enhancing intercultural task performance. Two sets of studies were conducted. Study 1 was conducted in Australia (n = 222) wherein survey data were collected from employees (i.e. self-reports). In a subsequent study which was conducted in the Philippines (Study 2; n = 211), archival data were obtained from the annual performance reviews of the employees (provided by immediate supervisors) in addition to the employees' self-reports. Results are validated in both studies that social complexity belief relates positively and significantly to intercultural task performance. Moreover, results show that social complexity belief influences overall CQ (and its cognitive and metacognitive dimensions) and in the process impacts intercultural task performance. This study offers new insights related to intercultural task performance effectiveness. In particular, this study highlights the role of social complexity belief system. Furthermore, this study extends the nomological network of CQ by explicating how an individual's belief can relate to his/her level of CQ which then influences intercultural task performance. Aside from generating knowledge, this study also offers practical insights for human resources practitioners and for employees who are finding new ways to improve and enhance intercultural task performance.
      Citation: Personnel Review
      PubDate: 2021-01-22
      DOI: 10.1108/PR-03-2020-0198
      Issue No: Vol. 50, No. 3 (2021)
  • Shaping emotional contagion in healthcare: the role of human resource
           practices and work harassment
    • Authors: Matthew J. Xerri, Yvonne Brunetto, Benjamin Farr-Wharton, Ashley Cully
      Abstract: This research examines the extent to which emotional contagions are shaped by human resource practices (HRPs) and work harassment and the influence of this on employee well-being and innovative behaviour. The authors examined a structural equation model, including two waves of survey data from 240 healthcare professionals to explore the statistical associations between the tested variables. The results do not show support for a significant relationship linking HRPs with work harassment. However, a significant positive effect linking HRPs, positive contagion, well-being and innovative behaviour was noted, in addition to a significant negative link from harassment on positive contagion, well-being and innovation behaviour. The research highlights the limited role that HRPs (alone) play in mitigating harassment and their deleterious effects. Notwithstanding, HRPs can have a positive role in shaping the positive contagions and subsequent positive effects on employee and work outcomes.
      Citation: Personnel Review
      PubDate: 2021-01-22
      DOI: 10.1108/PR-06-2020-0484
      Issue No: Vol. 50, No. 3 (2021)
  • Workforce age profile effects on job resources, work engagement and
           organizational citizenship behavior
    • Authors: Liwen Zhang, Elaine Farndale
      Abstract: The issue of age in organizations has become increasingly salient given expanding age profiles, from millennials to baby boomers. The purpose of this article is to improve the understanding of how age affects individuals' work-related attitudes and behaviors, the authors take a life span perspective to investigate how age profiles moderate the relationship between job resources and work engagement and organizational citizenship behavior (OCB). The authors collected responses from 270 employees of multinational firms operating in India and conducted multiple regression analyses to examine the hypotheses. The authors found that age profiles are significant predictors of work engagement. Specifically, the relationship between development opportunities and work engagement was stronger for younger employees than for older employees. However, age profiles were neither positively related to OCB nor a moderator of the job resources–OCB relationship. The findings provide empirical evidence of the life span perspective, suggesting that age profiles influence work engagement. This is pertinent for organizations offering employees development opportunities to enhance work engagement.
      Citation: Personnel Review
      PubDate: 2021-01-19
      DOI: 10.1108/PR-02-2020-0095
      Issue No: Vol. 50, No. 3 (2021)
  • Leaving on a jet plane' The effect of challenge–hindrance stressors,
           emotional resilience and cultural novelty on self-initiated expatriates'
           decision to exit China
    • Authors: Milad T. Jannesari, Sherry E. Sullivan
      Abstract: The number of self-initiated expatriates (SIEs) is growing, yet we know relatively little about their work experiences, especially how they react to stress. The purpose of this study is to examine whether challenge and hindrance stressors influence SIEs' intent to remain as well as the possible influence of emotional resilience and cultural novelty upon these relationships. Data were collected from 249 SIEs working in China. As hypothesized, hindrance stressors were negatively related to the SIEs' intent to remain. Contrary to expectations, challenge stressors were not associated with intent to remain. Hindrance (challenge) stressors were negatively (positively) related to emotional resilience, and resilience mediated the relationship between stressors and intent to remain. Cultural novelty failed to moderate the relationship between emotional resilience and intent to remain and did not moderate the mediated effects of challenge stressors on intent to remain via emotional resilience. Cultural novelty did moderate the mediated effects of hindrance stressors on intent to remain via emotional resilience, but not in the hypothesized direction. This study was cross-sectional. It examined SIEs working in China, and its findings may not be generalizable to SIEs working in other countries. This is the first study to examine how emotional resilience may mediate the relationship between stressors and SIEs' intent to remain and also considered the possible moderating effects of cultural novelty. In addition, unlike most studies that focus only on the negative outcomes of hindrance stressors, this study tested the possible positive effects of challenge stressors.
      Citation: Personnel Review
      PubDate: 2021-01-19
      DOI: 10.1108/PR-05-2020-0362
      Issue No: Vol. 50, No. 3 (2021)
  • Insecurity and turnover as robots take charge: impact of neuroticism and
           change-related uncertainty
    • Authors: Pushpendra Priyadarshi, Rajesh Premchandran
      Abstract: Data were collected using a survey questionnaire of 379 participants from business process outsourcing (BPO) organizations affected by robotic process automation (RPA). Structural equation modelling and hierarchical regression analysis were used to test the hypothesized relationships between the study variables. The purpose of this paper is to develop and test a moderated-mediation model examining the relationships between uncertainty around changes due to RPA, neuroticism and job insecurity, and turnover intentions among BPO employees in India. Uncertainty around RPA and neuroticism cause job insecurity among employees resulting in their intent to quit the organization. Further, the impact of job insecurity is influenced by employees' commitment to automation. Outlining the ways in which RPA-driven change impacts employees and organizations, our findings underscore the need for upskilling the affected employees besides developing coping mechanisms as a buffer to the negative impacts of large-scale automation-driven transformation in the industry under study. Amidst the debate around the impact of RPA in developing countries, our research is the first attempt to systematically examine how RPA has led to concerns around job security leading to turnover intention among employees in the Indian BPO sector. It uniquely highlights the role of personality besides the issue of growing uncertainty due to RPA, requiring the immediate attention of organizations.
      Citation: Personnel Review
      PubDate: 2021-01-19
      DOI: 10.1108/PR-06-2019-0310
      Issue No: Vol. 50, No. 3 (2021)
  • Perceived organizational injustice and counterproductive work behaviours:
           mediated by organizational identification, moderated by discretionary
           human resource practices
    • Authors: Dirk De Clercq, Yasir Mansoor Kundi, Shakir Sardar, Subhan Shahid
      Abstract: This research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of organizational identification and a moderating role of discretionary human resource (HR) practices. The hypotheses were tested with a sample of employees in Pakistan, collected over three, time-lagged waves. An important reason that beliefs about unfair organizational treatment lead to enhanced counterproductive work behaviour is that employees identify less strongly with their employing organization. This mediating role of organizational identification is less salient, however, to the extent that employees can draw from high-quality, discretionary HR practices that promote their professional development and growth. For management practitioners, this study pinpoints a key mechanism – the extent to which employees personally identify with their employer – by which beliefs about organizational favouritism can escalate into purposeful efforts to inflict harm on the organization and its members. It also reveals how this risk can be subdued by discretionary practices that actively support employees' careers. This study adds to previous research by detailing why and when employees' frustrations about favouritism-based organizational decision making may backfire and elicit deviant responses that likely compromise their own organizational standing.
      Citation: Personnel Review
      PubDate: 2021-01-19
      DOI: 10.1108/PR-06-2020-0469
      Issue No: Vol. 50, No. 3 (2021)
  • Homophily: functional bias to the talent identification process'
    • Authors: Mariela Golik, Maria Rita Blanco
      Abstract: This empirical study aims to analyse the talent spotters' perception of their tendency to be homophilic in the talent identification process and their stance on it. Besides, this article examines the type of homophily and the homophily attributes involved. Based on a qualitative design, 37 middle and senior line managers, working for two Argentine conglomerates in six Latin American countries, participated in the study. Data were collected through semi-structured interviews. Homophily was perceived by most of talent spotters, who judged it as natural, while it was not perceived by a small group of the interviewees. In addition, among those who recognized its presence, another group advocated the homophilic advantages, while a final one admitted the presence of homophily and its negative implications. In addition, a variety of homophily attributes were identified; most of them within the value category. We posit that if homophily attributes are, at the same time, components of high potential models, homophily will constitute a functional bias to the talent identification process. This is the first study that explores the talent spotters' perception of their homophily bias as well as the diversity of homophily attributes present in the talent identification process. This research highlights the relevance of the homophily attributes' analysis, taking into account its alignment to the potential model in order to improve the talent identification process.
      Citation: Personnel Review
      PubDate: 2021-01-18
      DOI: 10.1108/PR-05-2019-0230
      Issue No: Vol. 50, No. 3 (2021)
  • A new, established approach to managing misbehavior: system justification
    • Authors: Benjamin J. Thomas, Spencer Harris
      Abstract: The status quo for managing deviant workplace behavior is underperforming. The current research offers a new approach for scholars and managers in approaching these misbehaviors. Namely, we outline how system justification theory, which holds that people are motivated to rationalize and justify the systems—including workplaces—to which they belong even when those systems disadvantage them or others, offers value in explaining and addressing the prevalence of such misbehaviors and contemporary failures in managing them. This conceptual research explores the situated role of onlookers to patterns of workplace misbehavior, like harassment. We explore existing scholarship on why and how onlookers respond to such actions, including cultural elements, and draw parallels between those accounts and the foundational concepts of system justification theory to demonstrate an unrealized theoretical overlap valuable for its immediate applications in research. The current paper establishes clear links between system justification theory and efforts to manage misbehavior, establishing system justifications as freezing forces in the culture of a workplace that must be unfrozen to successfully implement strategies for managing misbehavior. Further, we describe how organizational onlookers to misbehavior are subject to system justifications, which limit prescribed means of stopping these patterns of wrongdoing. Very limited organizational scholarship has utilized system justification theory, despite calls for such applications. Given the existing shortcomings in scholarship and management approaches to workplace misbehavior, the current research breaks from the status quo and offers an established theory as a new way to approach these misbehaviors.
      Citation: Personnel Review
      PubDate: 2021-01-15
      DOI: 10.1108/PR-06-2020-0474
      Issue No: Vol. 50, No. 3 (2021)
  • Cheating, culture and incentives: who deserves a bonus'
    • Authors: William D. Oberman, Shelley Morrisette, Irma Hunt, Yancy Edwards
      Abstract: The purpose of this research is to examine the relationship of perceptions of organizational justice on the ranking of candidates for incentive bonuses and the impact of organizational culture on these perceptions. A questionnaire was developed which asked respondents to rank a set of seven candidates for a sales bonus based on deservingness for the bonus. Descriptions of the candidates included information not only on whether they achieved a pre-established metric for the bonus, but on how they achieved (or failed to achieve) the metric. Hypotheses related compliance with norms of organizational justice, both by candidates and the organization, to candidate rank. The survey was administered to a sample of 204 employees of business organizations at all levels obtained through a survey research firm, as well as a sample of 52 employees of organizations in the Christian publishing industry. Nonparametric statistics were used to analyze the results. A comparison was made between the respondents sourced through the research firm, seen as representing the general population and those from the Christian-oriented group. Hypotheses that respondents will seek to punish violators of justice norms, reward compliers and compensate victims of organizational unfairness were generally supported. More interesting were differences between the groups of respondents from the general population and the group representing Christian-based firms. This article reveals the impact of organizational culture on the acceptance of incentive systems. The research employed a practitioner survey, rather than more common experimental approach.
      Citation: Personnel Review
      PubDate: 2021-01-13
      DOI: 10.1108/PR-04-2020-0232
      Issue No: Vol. 50, No. 3 (2021)
  • Investigating leadership and employee well-being in higher education
    • Authors: Ataus Samad, Michael Muchiri, Sehrish Shahid
      Abstract: This article aims to understand the underlying mechanisms through which transformational leadership influences employee job satisfaction and turnover intentions. Specifically, the study explores the mediation role of employee well-being on the relationships between leadership and both employee job satisfaction and turnover intentions. Employing a quantitative research method, data were collected from 280 academics and professional staff from an Australian regional university. The Mplus software was used for data analysis. The results showed that transformational leadership had significant positive impact on employee well-being and job satisfaction while it alleviated employee turnover intentions. Furthermore, employee well-being mediated the effect of transformational leadership on employee job satisfaction and turnover intentions. The research was cross-sectional, and data were collected from a convenient sample and therefore minimises our ability to generalise the findings to other contexts. Effective leadership, employee well-being, job satisfaction and employee turnover are of strategic importance in the higher education sector in Australia and internationally. These findings will therefore provide a basis for university policy makers to craft relevant policies that promote effective leader behaviours and enhance employee well-being as they facilitate employee job satisfaction and minimise turnover intentions among higher education sector employees (i.e. academics and professional staff). Our study provides a unique contribution to knowledge as it explains the mediation effect of employee well-being on the relation between transformational leadership a, job satisfaction and turnover intentions.
      Citation: Personnel Review
      PubDate: 2021-01-13
      DOI: 10.1108/PR-05-2020-0340
      Issue No: Vol. 50, No. 3 (2021)
  • Improving performance through leaders' forgiveness: the mediating role of
           radical innovation
    • Authors: Emilio Domínguez-Escrig, Francisco Fermín Mallén Broch, Ricardo Chiva Gómez, Rafael Lapiedra Alcamí
      Abstract: The objective of this study is to analyze the relationship between leaders' forgiveness and organizational performance using radical innovation as an explanatory variable. The study was conducted in a sample frame of 11,594 Spanish companies. A total of 600 valid questionnaires were obtained. The structural equations were used to validate the proposed hypotheses. Results confirmed the hypotheses proposed in the model: the authors provided, through structural equations, empirical evidence of the relationship between leaders' forgiveness and organizational performance, mediated by radical innovation. Leaders' forgiveness promotes radical innovation and, in turn, performance. The sample of companies is heterogeneous in terms of firm turnover, size and age. The study is focused on radical innovation. The present study may help to develop more humane policies to manage human resources, by taking into account employees' feelings and needs. The business field is closer to competitive values and has traditionally underestimated the importance of leaders' forgiveness. This is one of the few studies that empirically analyze the consequences of leaders' forgiveness within organizations.
      Citation: Personnel Review
      PubDate: 2021-01-12
      DOI: 10.1108/PR-12-2017-0396
      Issue No: Vol. 50, No. 3 (2021)
  • Knowledge sharing, knowledge transfer and SMEs: evolution, antecedents,
           outcomes and directions
    • Authors: Amitabh Anand, Birgit Muskat, Andrew Creed, Ambika Zutshi, Anikó Csepregi
      Abstract: The purpose of this paper is to systematically synthesize the extant literature of knowledge sharing (KS) and knowledge transfer (KT) in the small and medium enterprise (SME) context and to contribute with predictions of emerging themes. Applied is a systematic literature review using three bibliometric techniques: (1) textual analysis for keywords and abstracts to identify the research hotspots, (2) co-citation analysis of references to identify the evolution of KS and KT in SME and (3) bibliographic coupling analysis of documents to synthesize antecedents and outcomes. A conceptual map emerges from the review to reveal the antecedents of KS and KT at the individual, group and organizational levels. The analysis shows the strategic importance of KS and KT for the SME context. Specific findings include: (1) KS and KT are involved in enhancing SMEs strategic focus for human resources, including organizational learning, customer relations, creativity, higher profit and positive effects on operational processes and decision-making. (2) Innovation, trust and performance are identified as central human factors linked to KS and KT in SMEs. (3) Human resource (HR) management research could contribute to KS and KT in the SME domain by exploring KS- and KT-based practices, linking the emergence of innovation and innovative behaviors to these practices, leading to a better understanding of strategies that enable the long-term storage and retrieval of tacit and explicit knowledge as organizational memory in the SME context. This paper is one of the first to systematically review KS and KT in SMEs and propose a concept map. The research adds value to the growing literature of KS and KT and exposes the need for more specific activities to support SME managers, as well as HR managers, who need to facilitate KS and KT in SMEs.
      Citation: Personnel Review
      PubDate: 2021-01-07
      DOI: 10.1108/PR-05-2020-0372
      Issue No: Vol. 50, No. 3 (2021)
  • Is temporal leadership always beneficial' The role of job passion and
           synchrony preference
    • Authors: Huan Xiao, Zhenduo Zhang, Li Zhang
      Abstract: The purpose of this paper is to explore the relationship between temporal leadership and employees' innovative behavior while considering the competitive mediators of harmonious and obsessive passions in work situations, along with the moderating role of synchrony preference. Insights from the literature and affective events theory (AET) underpin the hypotheses on whether and how temporal leadership would affect employees' innovative behavior. A total of 365 responses were received, and 336 questionnaires were considered for the analysis. This paper examined the whole model through a path analysis using Mplus 7.4. The results indicated the significant effect of temporal leadership on innovative behavior through harmonious passion which is moderated by synchrony preference, such that the positive effects are stronger when employee's synchrony preference is higher. This paper contributes to the emerging literature on temporal management by examining the path of temporal leadership→ job passion→ innovative behavior to deepen knowledge of how temporal leadership may impact employees' innovative behavior. This paper also proposed a collaborative model related to temporal leadership and the synchronization of employees, providing a powerful explanation for the boundary conditions of temporal leadership.
      Citation: Personnel Review
      PubDate: 2020-12-18
      DOI: 10.1108/PR-02-2020-0078
      Issue No: Vol. 50, No. 3 (2020)
  • Supportive organizational climate: a moderated mediation model of
           workplace bullying and employee well-being
    • Authors: Aamir Hayat, Leila Afshari
      Abstract: Drawing from conservation of resources theory, this study explores how perceived organizational support mitigates the adverse consequences of workplace bullying on employee well-being mediated through burnout. The data (N = 360) were collected from the hotel sector in Pakistan. Structural equation modeling (SEM) was employed to analyze the data. The findings demonstrated that workplace bullying not only has a direct negative impact on employee well-being but it also indirectly leads to diminished employee well-being by increasing employee burnout. In addition, the findings confirmed the moderating role of perceived organizational support, revealing that perceived organizational support plays a mitigating role in linking workplace bullying to employee well-being and burnout. Employees who experience workplace bullying may compensate for the depletion of their cognitive resources if they feel supported by their organization. This study highlights the utility of managing workplace bullying to improve employee well-being and encourages human resource practitioners to develop policies that prevent workplace bullying. The current research contributes to the validation of theory by examining the impact of workplace bullying on employee well-being in a cultural context with high power distance and subsequently, higher tolerance for workplace bullying. To the best of the authors' knowledge, this research is the first to investigate the moderating role of perceived organizational support on the meditated relationship between workplace bullying and employee well-being in Pakistan. Furthermore, the current study employs the conservation of resources theory to explore how employees obtain external resources such as organizational support to enhance their resource repository in handling workplace bullying.
      Citation: Personnel Review
      PubDate: 2020-12-17
      DOI: 10.1108/PR-06-2020-0407
      Issue No: Vol. 50, No. 3 (2020)
  • Nurturing psychological capital: an examination of organizational
           antecedents: the role of employee perceptions of teamwork, training
           opportunities and leader–member exchange
    • Authors: Matthew J. Xerri, Ben Farr-Wharton, Yvonne Brunetto
      Abstract: This paper uses conservation of resources (COR) theory to examine antecedents of psychological capital (PsyCap). Past research shows that employees with high personal resources such as PsyCap also have high work performance. Hence, organizations need information about how to enhance PsyCap. This paper extends existing research by examining potential antecedents of PsyCap. A total of three potential antecedents are tested, including perceptions of individual-level cooperation between employees (i.e. teamwork), relationships between employees and their supervisors (i.e. supervisor–subordinate relationships) and a human resource (HR) practice (i.e. training opportunities). Structural equation modeling (SEM) was used to compare the impact of organizational factors on US and Australian employees' PsyCap. The results indicate a significant direct effect of leader–member exchange (LMX) onto PsyCap and a significant indirect effect between LMX and PsyCap through teamwork and through training opportunities for employees in Australia and the USA. Teamwork and training opportunities partially mediate the impact of LMX onto PsyCap for both Australian and US employees. Australian employees are likely to reduce their performance because of a perceived loss of personal resources and/or may even experience burnout and/or become a stress-related workers compensation statistic. The findings suggest that employees in Australia perceived significantly lower levels of supportive resources to draw upon, including from their managers and peers. On applying COR theory, when comparing employees, it was observed that those who perceive fewer resources will be less equipped to produce resource gains. Taking into consideration that employees require the use of resources to maintain personal resources, Australian employees have fewer resources at their disposal to maintain their personal resources (i.e. PsyCap).
      Citation: Personnel Review
      PubDate: 2020-12-15
      DOI: 10.1108/PR-05-2019-0222
      Issue No: Vol. 50, No. 3 (2020)
  • Perceived HPWP, presence of creative coworkers and employee innovative
    • Authors: Hsi-An Shih, Tuong-Vy Nguyen, Yun-Hwa Chiang
      Abstract: Drawing on both social exchange theory (SET) and social cognitive theory, this paper aims to theorize and empirically examine a moderated serial mediation model that investigates the underlying mechanism through which high-performance work practices (HPWPs) influence employee innovative behaviors. The hypotheses are tested on data collected from 182 Taiwanese subordinate-supervisor pairs. Hierarchical regression analyzes and bootstrapping were used to analyze the data. Findings indicate that employee's individually perceived HPWP is indirectly related to the implementation of workers' creative ideas via information exchange and creative idea generation sequentially. Additionally, the presence of creative coworkers will amplify this serial indirect effect. This study explicates the underlying theoretical logic linking employee perceived HPWP and individual innovation, i.e. the implementation of the worker's creative ideas by proposing a serial mediation effect. This study also emphasizes the importance of the presence of creative coworkers in the workplace.
      Citation: Personnel Review
      PubDate: 2020-11-20
      DOI: 10.1108/PR-04-2020-0270
      Issue No: Vol. 50, No. 3 (2020)
  • Workplace cyber abuse: challenges and implications for management
    • Authors: Natalia D'Souza, Darryl Forsyth, Kate Blackwood
      Abstract: This paper offers a synopsis of workplace cyber abuse, identifying patterns of and responses to cyber abuse, as well as barriers to reporting and successful organisational intervention. Using a pragmatic research paradigm, quantitative and qualitative survey data were collected from 205 targets of cyber abuse in New Zealand. Nearly half of all respondents experienced more than one form of cyber abuse, with gendered patterns emerging. Workplace cyber abuse also frequently went unreported for varying reasons. Based on the descriptive analyses, four key challenges for the management of cyber abuse are identified: (1) multiple and gendered patterns of cyber abuse, (2) cyber abuse across organisational boundaries, (3) non-reporting and underreporting and (4) ineffective (or lack of) organisational interventions. Implications for human resource management (HRM) and line managers include adopting a preventative approach to workplace cyber abuse by implementing clear policies, guidelines and resources to deal with cyber abuse, clarifying the boundaries of “workplace” cyber abuse and considering organisational protection measures for non-standard and vulnerable workers. Unique challenges with workplace cyber abuse emphasise the need for a coordinated, multilevel intervention approach involving organisations, policymakers, online platforms and academics. This study provides an important overview of existing approaches to the management of workplace cyber abuse as well as a foundation upon which to base further research exploring good practice in its prevention and intervention and much-needed theoretical development.
      Citation: Personnel Review
      PubDate: 2020-11-17
      DOI: 10.1108/PR-03-2020-0210
      Issue No: Vol. 50, No. 3 (2020)
  • Violence at work in the ambulance service: the role of HRM and other
    • Authors: Ashlea Kellner, Keith Townsend, Adrian Wilkinson, Rebecca Loudoun
      Abstract: Paramedics' work environment is constantly changing and unpredictable. Controlling environmental risks is difficult for the HR department and requires support of external systems such as unions and policymakers. Acknowledging environmental complexity, and the interaction of external systems, this study examines how the HRM system manages and responds to violence against paramedics. Data were collected from three Australian state ambulance services. Detailed accounts from 72 semi-structured interviews are supplemented by 1,216 phone surveys demonstrating the prevalence of assault. Reporting very high levels of assault against paramedics from the survey data, the authors discuss situational risk factors identified by interviewees in the immediate physical environment and broader social context. The authors detail HRM practices adopted by each case and identify how gaps in the HRM system are addressed by other external, industry-level and state/federal-level systems in a multi-layer response to assault against paramedics. Identification of individual and situational risk factors and consequences for paramedics enables more targeted prevention, intervention and response. Young and less experienced paramedics are perceived to be at greater risk of assault. Importance of HRM practices particularly de-escalation training is highlighted. Gaps in HRM system require external input, particularly via law enforcement and public education. This study adopts a holistic and contextualised perspective of HRM to improve understanding of violence against paramedics at work. Combining open systems and multi-stakeholder approaches, the authors adapt Beer et al.'s (1984) seminal Harvard Model of HRM. The authors propose a conceptual map which illustrates relationships between situational risks, key systems, HRM practices and outcomes.
      Citation: Personnel Review
      PubDate: 2020-11-16
      DOI: 10.1108/PR-06-2020-0448
      Issue No: Vol. 50, No. 3 (2020)
  • 21st century HR: a competency model for the emerging role of HR Analysts
    • Authors: Steven McCartney, Caroline Murphy, Jean Mccarthy
      Abstract: Drawing on human capital theory and the human capital resources framework, this study explores the knowledge, skills, abilities and other characteristics (KSAOs) required by the emerging role of human resource (HR) analysts. This study aims to systematically identify the key KSAOs and develop a competency model for HR Analysts amid the growing digitalization of work. Adopting best practices for competency modeling set out by Campion et al. (2011), this study first analyzes 110 HR analyst job advertisements collected from five countries: Australia, Canada, Ireland, the United Kingdom and the USA. Second a thematic analysis of 12 in-depth semistructured interviews with HR analytics professionals from Canada and Ireland is then conducted to develop a novel competency model for HR Analysts. This study adds to the developing and fast-growing field of HR analytics literature by offering evidence supporting a set of six distinct competencies required by HR Analysts including: consulting, technical knowledge, data fluency and data analysis, HR and business acumen, research and discovery and storytelling and communication. The research findings have several practical implications, specifically in recruitment and selection, HR development and HR system alignment. This study contributes to the evolving HR analytics literature in two ways. First, the study links the role of HR Analysts to human capital theory and the human capital resource framework. Second, it offers a timely and empirically driven competency model for the emerging role of HR Analysts.
      Citation: Personnel Review
      PubDate: 2020-11-11
      DOI: 10.1108/PR-12-2019-0670
      Issue No: Vol. 50, No. 3 (2020)
  • Experiencing career plateau on a committed career journey: a boundary
           condition of career stages
    • Authors: Yi-chun Lin, Angela Shin-yih Chen
      Abstract: Career plateau is a major concern for many seasoned employees because they often stay in the same position longer than expected and over time begin to lack job challenges. This phenomenon is now considered a normal stage in career development. The purpose of this study is to test the effects of two types of career plateau: hierarchical and job content on career commitment (career identity, career insight and career resilience), along with the mediating effect of perceived external employability. We also determined in the moderated mediation model if Super's (1957) three career stages amplify and attenuate the indirect effect of hierarchical/job content plateau on career commitment (career identity, career insight, career resilience) via perceived external employability. We tested the hypotheses with survey data collected from a convenience sample of 472 white-collar full-time employees who also studied in the MBA and continuing education program in five large universities in Taiwan (77% return rate). The mediation model result showed that perceived external employability partially and negatively mediated the influence of hierarchical plateaus on career commitment (career identity, career insight and career resilience). Perceived external employability partially and negatively mediated the influence of job content plateaus on career identity and career insight but fully and negatively mediated on career resilience. The result of the moderated mediation model also demonstrated that only employees in the trial stage had influences on the mediation relationships among the hierarchical plateau, perceived external employability and career commitment with its two dimensions of career identity and career insight only other than those in the stabilization and maintenance stages. The findings of this study can benefit career management scholars and practitioners since they promote a better understanding of the career management practices that are relevant for seasoned employees who are valued for their knowledge, experience and expertise when encountering the three career stages. Drawing on the conservation of resources (COR) theoretical perspective, we fill the gap in the literature by proposing perceived external employability as a mediator in the link between career plateau and career commitment and generalize the results to plateaued employees at the different career stages.
      Citation: Personnel Review
      PubDate: 2020-11-10
      DOI: 10.1108/PR-03-2020-0192
      Issue No: Vol. 50, No. 3 (2020)
  • Does procedural justice climate increase the identification and engagement
           of migrant workers' A group engagement model perspective
    • Authors: Mladen Adamovic, Peter Gahan, Jesse Olsen, Bill Harley, Joshua Healy, Max Theilacker
      Abstract: Migrant workers often suffer from social exclusion in the workplace and therefore identify less with their organization and engage less with their work. To address this issue, the authors integrate research on migrant workers with research on the group engagement model to create a model for understanding and enhancing migrant worker engagement. This allows us to provide insight into how organizations can design their human resource management systems and practices to increase the work engagement of migrant workers. The authors conducted a survey study with over 4,000 employees from more than 500 workplaces in Australia to test the model. The results of the multilevel analysis indicate that a procedurally fair work environment increases organizational identification, which in turn is associated with higher work engagement. The results also indicate that procedural justice climate is more important for migrant workers and increases their organizational identification and engagement. To increase work engagement of migrant workers, organizations can establish a procedurally fair work environment in which cultural minorities experience unbiased policies and procedures, are able to express their opinions and participate in decision-making.
      Citation: Personnel Review
      PubDate: 2020-11-10
      DOI: 10.1108/PR-11-2019-0617
      Issue No: Vol. 50, No. 3 (2020)
  • Supervisor bottom-line mentality and subordinates' unethical
           pro-organizational behavior
    • Authors: Mobina Farasat, Akbar Azam
      Abstract: The multitude of high-profile corporate scandals has prompted the need for more nuanced understanding of factors within organizations that may influence unethical pro-organizational behavior (UPB). Based on the social cognitive theory, this study aims to examine the impact of supervisor bottom-line mentality (BLM) on unethical, but pro-organizational conduct by employees through moral disengagement. Additionally, this study examines the moderating role of employee mindfulness in relation of supervisor BLM and moral disengagement. To test the study model, the authors collected data from 198 employees working in various Pakistani firms. This study uses PROCESS procedures for the analysis. Analyses of time-lagged data showed that (1) supervisor BLM can lead to employee UPB through employee moral disengagement and (2) mindfulness moderated this relationship, such that high (versus low) mindfulness attenuates the link between supervisor BLM and moral disengagement. This study adds to the extant research by examining how and when supervisor BLM leads to employee UPB. This is the first attempt to examine how supervisor BLM and trait mindfulness jointly determine moral disengagement, which drives UPB.
      Citation: Personnel Review
      PubDate: 2020-11-05
      DOI: 10.1108/PR-03-2020-0129
      Issue No: Vol. 50, No. 3 (2020)
  • When career success enhances employees' life satisfaction: different
           effects of two types of goal orientations
    • Authors: Byoung Kwon Choi, Eun Young Nae
      Abstract: Drawing on goal orientation theory, the authors propose a moderated mediation model, wherein objective career success is positively related to employees' life satisfaction through subjective career success moderated by learning and performance goal orientations. Data were collected from 188 employees in South Korea. The hypotheses were tested with the moderated mediation regression analysis. The results indicated that salary and promotion, as indicators of objective career success, were positively related to subjective career success. However, subjective career success mediated only the influence of salary, not promotion, on life satisfaction. Furthermore, the authors found that the indirect relationship between salary and life satisfaction via subjective career success was not significant for employees with high learning goal orientation but was significant for those with high performance goal orientation. Organizations need to understand that a higher salary and frequent promotions may not always be positively related to employees' satisfaction with career and personal life and should consider the types of goal orientations. The authors’ consideration of goal orientation as a dispositional characteristic contributes to the comprehensive understanding of how employees' learning and performance goal orientations interact with objective career success in influencing their subjective career and life satisfaction.
      Citation: Personnel Review
      PubDate: 2020-11-04
      DOI: 10.1108/PR-04-2020-0218
      Issue No: Vol. 50, No. 3 (2020)
  • Does person–organization spirituality fit stimulate ethical and
           spiritual leaders: an empirical study in Jordan
    • Authors: Tamer Koburtay, Radi Haloub
      Abstract: This paper emphasizes the theoretical relevance that workplace spirituality may add to the person–organization (P-O) fit theory through the examination of a framework that comprises how workplace and self-spirituality fit enhances the perceived P-O spirituality fit. A related aim is to test how the perceived P-O spirituality fit enhances both employees' ethical and spiritual leadership behavior. Data were collected using a quantitative study of 132 employees across various organizations in Jordan. Data were firstly checked by the use of exploratory factor analysis (EFA) and reliability tests. Hypotheses have been tested by the use of hierarchical multiple regression analysis. In line with the hypotheses, the study's results exhibited that workplace and self-spirituality fit positively enhances the perceived P-O spirituality fit. The results also show that the perceived P-O spirituality fit enhances both employees' ethical and spiritual leadership behaviors. The present study warrants several practices for human resource management (HRM), policy and development. It suggests that HRM practices should encourage a more “spiritual– and ethical-friendly” environment by ensuring that staffing and other HRM responsibilities are clearly committed to ethics and supportive of spirituality. Specifically, within performance appraisal policies, HR managers may include specific policies and ethical action targets to promote more ethical behaviors. There may be regular monitoring to track the trajectory of the HRM practices in this regard. The contribution of this paper extends beyond the vast literature on P-O fit with the generation of a new concept (i.e. P-O spirituality fit) to the literature in a Muslim-majority country. This offers reinvigorated awareness of the topic under study and suggests specific future research directions.
      Citation: Personnel Review
      PubDate: 2020-11-03
      DOI: 10.1108/PR-06-2020-0492
      Issue No: Vol. 50, No. 3 (2020)
  • Psychological assessment in human resource management: discrepancies
           between theory and practice and two examples of integration

         This is an Open Access Article Open Access Article

    • Authors: Riccardo Sartori, Arianna Costantini, Andrea Ceschi
      Abstract: Psychological assessment refers to the process whereby different methods and techniques are used to test hypotheses about people and their psychological characteristics. Understanding employees' psychological makeup is key to allow effective human resource management, from hiring to retirement. However, the gap between scientific evidence and organizational practices dealing with psychological assessment is still great. General review along with case study This paper shows the differences between research and practice, i.e. between what scientific evidence suggests to assess people from a psychological point of view reliably and what practitioners do when they want to reach the same goal. At the end of the article, two examples of integration between research and practice are presented. We discuss how methods and techniques of psychological assessment can be developed to both respect scientific criteria and meet specific organizational needs.
      Citation: Personnel Review
      PubDate: 2020-11-02
      DOI: 10.1108/PR-05-2019-0281
      Issue No: Vol. 50, No. 3 (2020)
  • Trying to motivate employees through intimidation' Think again
    • Authors: Galit Meisler
      Abstract: This study advances our knowledge about counternormative emotion management processes utilized in organizations. We investigate a research model in which managerial intimidation, and more specifically subordinates' perceptions about it, evokes fear, which reduces their job satisfaction and increases their turnover intentions. The model was tested using two samples, one from the public sector and the other from the private sector. The data were collected in three waves using questionnaires. Our findings validated the research model in the public sector alone, revealing sectorial differences regarding the destructive emotional and attitudinal implications of perceived managerial intimidation. The current study sheds light on counternormative emotion management processes utilized in organizations, a topic we know little about. Furthermore, it advances our knowledge regarding the responses of the targets of impression management attempts, revealing sectorial differences about them. Finally, this study broadens our understanding about intimidation, an under-investigated impression management strategy.
      Citation: Personnel Review
      PubDate: 2020-10-29
      DOI: 10.1108/PR-03-2020-0160
      Issue No: Vol. 50, No. 3 (2020)
  • HR technology goal realization: predictors and consequences
    • Authors: Gary W. Florkowski
      Abstract: Drawing on the HR technology (HRT) and information systems (IS) literatures, this study seeks to identify macro-level factors that influence the performance of HRT systems. A second objective is to assess the relative contribution that HRT goal realization makes to organizational satisfaction with HR services. This investigation draws on a web-based survey of 169 US and Canadian firms targeting HR executives as key informants. Structural equation modeling (SEM) tested the roles that organizational support, capabilities and aspects of the environment play in technology goal attainment and collective satisfaction with HR services. Exploratory factor analysis (EFA) evaluated the properties of several key scales and supported their usage. Moderated regression analysis further assessed whether HRT age influenced certain relationships. As predicted, system goal realization was positively related to the level of support from an HRT champion and an HR innovation climate, while being negatively related to HRT mimetic isomorphism. HR service satisfaction, in turn, was positively related to HRT goal realization, the HR innovation climate and HR environmental munificence. It also was determined that HRT champions had a stronger positive impact on goal realization for younger technology portfolios. This too was expected. External validity would be strengthened by not only increasing sample sizes for the USA and Canada, but also targeting more nations for data collection. The model's explanatory power may also be enhanced by improving the measurement of several predictors (e.g. top management support, absorptive capacity), as well incorporating constructs that focus on users (e.g. group potency, collective efficacy). These findings underscore the need to proactively screen and structure the surrounding environment to facilitate portfolio success. Greater emphasis must be placed on (1) identifying and empowering HRT champions, (2) fostering an innovation climate in the HR function and (3) conditioning HRT purchases on “mindful” adoption. Doing so should not only increase the prospects of realizing goals, but also elevate satisfaction with HR services. This is the first study to formally assess the effects that organizational and environmental context have on overall HRT systems performance. Prior research has focused on linking the local conditions of individual users to their perceptions and usage of HR technologies.
      Citation: Personnel Review
      PubDate: 2020-10-29
      DOI: 10.1108/PR-10-2019-0557
      Issue No: Vol. 50, No. 3 (2020)
  • Dynamics of person-supervisor fit in relationship quality and well-being
           of university academicians
    • Authors: Ibeawuchi K. Enwereuzor, Lawrence E. Ugwu, Ebele E. Nnadozie
      Abstract: The purpose of this paper is to examine how the quality of a subordinate's relationship with his or her direct supervisor influences the subordinate's psychological well-being and to examine the moderating role of person-supervisor (P-S) fit between these two variables. The sample for this study consists of 418 academic employees of two federal universities. Relationship quality, P-S fit, psychological well-being and demographics were self-reported by the participants using existing scales. Hypotheses were tested with partial least squares-structural equation modelling (PLS-SEM) using SmartPLS 3.2.8. Results of the PLS-SEM showed that the positive relationship between relationship quality and psychological well-being was moderated by P-S fit, such that the relationship was stronger when P-S fit was low rather than high. The small number of homogeneous sample size of university academic employees may not be representative of the general population of such employees within the country. The findings highlight the importance of taking into account the complex interplay between relationship quality and P-S fit when optimising employee's psychological well-being is the focus. To the best of the authors’ knowledge, we are not aware of any studies that have examined the moderating role of P-S fit between relationship quality and subordinate's psychological well-being in the university context.
      Citation: Personnel Review
      PubDate: 2020-10-27
      DOI: 10.1108/PR-04-2020-0214
      Issue No: Vol. 50, No. 3 (2020)
  • Disappointed but still dedicated: when and why career dissatisfied
           employees might still go beyond the call of duty
    • Authors: Dirk De Clercq, Imanol Belausteguigoitia
      Abstract: The purpose of this research is to examine how employees' experience of career dissatisfaction might curtail their organizational citizenship behavior, as well as how this detrimental effect might be mitigated by employees' access to valuable peer-, supervisor- and organizational-level resources. The frustrations stemming from a dissatisfactory career might be better contained in the presence of these resources, such that employees are less likely to respond to this resource-depleting work circumstance by staying away from extra-role activities. The research hypotheses were tested with survey data collected from employees who work in the retail sector. Career dissatisfaction relates negatively to organizational citizenship behaviors, and this relationship is weaker at higher levels of peer goal congruence, supervisor communication efficiency and organization-level informational justice. For organizations that cannot completely eradicate their employees' career-related disappointment, this study shows that they can still maintain a certain level of work-related voluntarism, to the extent that they develop and hone valuable resources internally. This study adds to extant research by detailing the contingent effects of a hitherto understudied determinant of employees' extra-role work behavior, namely, perceptions of limited career progress.
      Citation: Personnel Review
      PubDate: 2020-10-27
      DOI: 10.1108/PR-05-2020-0365
      Issue No: Vol. 50, No. 3 (2020)
  • Self-concept content and structure: motivation and performance
    • Authors: Marne H. Pomerance, Patrick D. Converse, Nicholas A. Moon
      Abstract: Substantial research has examined the self-concept, but little work has investigated the contents and structure of the self-concept in combination within performance settings, particularly from a within-person perspective. Thus, this research developed and examined a conceptual framework based on Greenwald et al. (2002) to understand how core self-evaluations (CSE) and self-concept clarity (SCC) interact to influence motivational orientation with implications for performance dimensions. Full-time employees (N = 138) completed daily measures of CSE, SCC, motivational orientation, organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs) over the course of three weeks. Multilevel modeling indicated CSE influences motivational orientation, SCC can moderate these relationships and motivational orientation relates to OCBs and counterproductive work behaviors. This work contributes to this research area by developing and examining an integrative conceptual framework involving aspects of self-concept, motivation and performance from a within-person perspective.
      Citation: Personnel Review
      PubDate: 2020-10-27
      DOI: 10.1108/PR-07-2019-0403
      Issue No: Vol. 50, No. 3 (2020)
  • Retaining, resigning and firing: bibliometrics as a people analytics tool
           for examining research performance outcomes and faculty turnover
    • Authors: James C. Ryan
      Abstract: The purpose of this paper is to shed light on the use of bibliometric indicators as a people analytics tool for examining research performance outcome differences in faculty mobility and turnover. Employing bibliometric information from research databases, the publication, citations, h-index and newly developed individual annualized h-index (hIa-index) for a sample of university faculty is examined (N = 684). Information relating to turnover decisions from a human resource (HR) information system and bibliometric data from a research database are combined to explore research performance differences across cohorts of retained, resigned or terminated faculty over a five-year period in a single university. Analysis of variance (ANOVA) results indicate traditional bibliometric indicators of h-index, publication count and citation count which are limited in their ability to identify performance differences between employment status cohorts. Results do show some promise for the newly developed hIa-index, as it is found to be significantly lower for terminated faculty (p 
      Citation: Personnel Review
      PubDate: 2020-10-27
      DOI: 10.1108/PR-12-2019-0676
      Issue No: Vol. 50, No. 3 (2020)
  • Social exchange and psychological ownership as complementary pathways from
           psychological contract fulfillment to organizational citizenship behaviors
    • Authors: Donald G. Gardner, Jon L. Pierce, He Peng
      Abstract: Social comparison and job-based psychological ownership (JPO) are compared and contrasted as explanations for relationships between organization relational psychological contract fulfillment (ORPCF) and organizational citizenship behaviors (OCBs). Survey data were collected from 241 employees and 82 of their managers at an information services company. Data were analyzed using structural equation modeling to test for hypothesized and exploratory indirect relationships. Consistent results were found for sequential mediation from ORPCF to employee investment of the self into the job, to JPO, to supervisor-rated helping and voice OCBs. Employees' perception of their relational psychological contract fulfillment (social exchange) did not simultaneously mediate the relationships between ORPCF and employees' OCBs. Psychological ownership presents a complement to social exchange to explain effects of relational psychological contract fulfillment on employee outcomes. Because of the cross-sectional nature of the data conclusions about causality are quite limited. Organizations and managers should emphasize that fulfillment of relational psychological contract obligations represent a significant investment in employees, who reciprocate by investing themselves into their work. This in turn bolsters JPO and its positive employee outcomes. This is the first study to directly compare social exchange and psychological ownership explanations for effects of psychological contract fulfillment on employees.
      Citation: Personnel Review
      PubDate: 2020-10-27
      DOI: 10.1108/PR-12-2019-0688
      Issue No: Vol. 50, No. 3 (2020)
  • High-performance work systems and employee voice behaviour: an integrated
           model and research agenda
    • Authors: Paula K. Mowbray, Adrian Wilkinson, Herman H.M. Tse
      Abstract: The purpose of this paper is to develop a conceptual model drawing together and integrating research from employment relations (ER), human resource management (HRM) and organizational behaviour (OB) to identify how high-performance work systems (HPWS) encourage voice behaviour. The authors identify shortcomings in research on the relationship between HPWS practices and employee voice behaviour, attributable to the disparate conceptualization of voice across management disciplines. The authors then present a conceptual model using the ability, motivation and opportunity (AMO) framework to theorize how the ER climate influences the design of the HPWS and subsequently how the HPWS encourages voice behaviour. Practical implications and recommendations for future studies are provided. The mutual gains ER climate will influence the design of the HPWS; in turn the HPWS' practices will influence line manager AMO to manage voice and the employees' AMO to engage in voice behaviour, resulting in the encouragement of both employer and employee interest forms of voice. The HPWS-voice behaviour interaction model sheds light on the types of HR practices organisations can implement to optimize employee voice behaviour. The conceptual model demonstrates how ER, HRM and OB factors influence voice behaviour within a HPWS, which has not previously been considered by voice scholars. The integrated conceptual model encourages a multidisciplinary approach to studying employee voice in future research.
      Citation: Personnel Review
      PubDate: 2020-10-27
      DOI: 10.1108/PR-12-2019-0692
      Issue No: Vol. 50, No. 3 (2020)
  • A discussion on using quantitative or qualitative data for assessment of
           individual competencies
    • Authors: Vítor Vasata Macchi Silva, José Luis Duarte Ribeiro
      Abstract: This article presents an investigation of the suitability of using quantitative or qualitative data for individual competencies assessment. Specifically, the primary purpose of this article is to identify if the results provided by quantitative and qualitative instruments focused on individual competencies are convergent. In order to do the investigation proposed, a survey on individual competencies comprising a group of employees of the administrative area of a steel company was carried out. A total of 268 evaluations were collected and analyzed. The analysis of the employee's performance appraisals provided by ratings and narrative comments indicates a low correlation between these assessments. The reasons for such low correlation include the qualitative assessments variability, the restricted list of competencies used in the quantitative assessments and the analytical format of quantitative assessments. The study indicates that quantitative and qualitative assessments should be carried out jointly so that they can generate more comprehensive results. When the combined use is not possible, the quantitative approach is better suited for assessing performance, while the qualitative approach provides more valuable insights for boosting people development processes.
      Citation: Personnel Review
      PubDate: 2020-10-23
      DOI: 10.1108/PR-08-2019-0444
      Issue No: Vol. 50, No. 3 (2020)
  • How team voice contributes to team performance: an empirical investigation
    • Authors: Changqing He, Jun Song, Jin Yang, Zhi Chen
      Abstract: Although voice behavior is important for team performance, scholars have yet to identify its underlying mechanisms and boundary conditions. Using the theory of social information processing (SIP), this study explores how and when team voice influences team performance by considering team learning as a mediator and contingent reward transactional (CRT) leadership as a moderator. The authors conducted a survey in China using a questionnaire to collect the data. The study sample consisted of 78 leaders and 441 employees nested in 78 teams. Results showed that team voice was positively related to team performance. The results also proved that the positive relationship between team voice and team performance was mediated by team learning. Additionally, CRT leadership enhanced the effect of team voice on team learning. First, managers should consider individuals high in voice behavior when selecting team members. Second, leaders need to focus on enhancing the learning process. Third, the authors’ findings suggest that when selecting persons as team leaders, managers should pay additional attention to their leadership style. The primary contribution of this study is that the research sheds light on the specific team process (i.e. team learning), through which team voice is related to team performance. Moreover, the current study deepens the authors’ understanding of the role of leadership in the voice process by identifying the moderating role of CRT leadership.
      Citation: Personnel Review
      PubDate: 2020-10-20
      DOI: 10.1108/PR-07-2019-0387
      Issue No: Vol. 50, No. 3 (2020)
  • The influence of high-commitment work system on work well-being: the
           mediating role of psychological empowerment and the moderating role of
           leader trust
    • Authors: Xiufeng Li, Congcong Lin
      Abstract: We draw on the conservation of resources theory to explore when and how a high-commitment work system (HCWS) improves employees' work well-being. Data were collected from 64 branches in a high-tech company, involving 64 supervisors and 434 employees to examine the influence of branch-level HCWS on employees' work well-being at individual level. Consistent with our predictions, the results indicate that a well-designed human resource management (HRM) system (i.e. HCWS) helps to enhance employees' work well-being. Psychological empowerment is seen as an important mechanism linking HCWS with work well-being. The effects of HCWS on psychological empowerment and work well-being are significantly positive only when leader trust in employees is high. This study indicates a novel resource theoretical perspective regarding the HRM system-employee well-being relationship. It provides insights into how contextual resources (HCWS) enhance employees' work well-being by potentiating the effect of personal resources (psychological empowerment). Just as the old saying goes, “give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime,” the leader trust serves as a critical valve.
      Citation: Personnel Review
      PubDate: 2020-10-02
      DOI: 10.1108/PR-01-2020-0034
      Issue No: Vol. 50, No. 3 (2020)
  • Do new ways of working increase informal learning at work'
    • Authors: Ruud Gerards, Andries de Grip, Arnoud Weustink
      Abstract: The purpose of this paper is to provide a first investigation of how new ways of working (NWW) and their various facets relate to employee informal learning at work, while accounting for a range of known antecedents of informal learning. The job demand–control model and the job demands–resources model underpin our hypotheses on how NWW would relate to informal learning. The hypotheses are tested using the Preacher and Hayes (2008) bootstrap method for mediation analysis, accounting for the potential mediating effect of the frequency with which employees receive feedback. The analyses show that NWW positively relate to informal learning at work. This relation is mediated by the frequency with which employees receive feedback. Further analysis shows that one particular NWW facet – access to organizational knowledge – is an independent driver of informal learning, hardly mediated by receiving feedback. The results suggest that managers who seek new ways to stimulate informal learning can do so by giving their employees more access to organizational knowledge, for instance, by leveraging the potential of modern ICT. This empirical paper is the first study on the impact of NWW on informal learning at work. Using data on the Dutch working population, it provides novel insights for several strands of literature as well as for practitioners.
      Citation: Personnel Review
      PubDate: 2020-09-22
      DOI: 10.1108/PR-10-2019-0549
      Issue No: Vol. 50, No. 3 (2020)
  • Effects of union commitment on job performance in China
    • Authors: Wenyuan Huang, Chuqin Yuan, Jie Shen, Min Li
      Abstract: This study aims to reveal the mechanism through which union commitment influences job performance in China, focusing on the mediating role of employee participation and the moderating role of affective commitment. In this study, a cross-sectional design was employed to collect data from 596 union members in 33 unionized enterprises in China's Pearl River Delta region. The results demonstrate that union commitment is positively related to both employee participation and job performance. Moreover, employee participation mediates the positive relationship between union commitment and job performance. In addition, affective commitment strengthens the relationship between union commitment and employee participation and the mediating effect of employee participation. This study indirectly identifies the impact of a union on organizational performance from an individual-level perspective. It also provides new evidence for union construction in order to obtain support from corporate executives in China. This study makes an important contribution to the literature by proposing and examining the mediating role of employee participation and the moderating role of affective commitment in the underlying mechanism between union commitment and job performance.
      Citation: Personnel Review
      PubDate: 2020-09-21
      DOI: 10.1108/PR-06-2019-0323
      Issue No: Vol. 50, No. 3 (2020)
  • Cyberloafing in public sector of developing countries: job embeddedness as
           a context
    • Authors: Ahmadreza Karimi Mazidi, Fariborz Rahimnia, Saeed Mortazavi, Mohammad Lagzian
      Abstract: This study aims to investigate the possible negativity of job embeddedness in developing countries. Operationally, the study aimed to configure the relationship between job embeddedness and cyberloafing with respect to both contextual (job satisfaction) and individual (internet addiction) factors. Incorporating the conservation of resources theory and reactance theory into the theory of job embeddedness, the present study adopted a resource-based approach to job embeddedness to examine its main and moderated effects on cyberloafing in a three-way interaction model. With the focus on public organizations, 500 administrative employees from an Iranian university were surveyed using self-reporting measures, and the collected data were analyzed using partial least squares–structural equation modeling and hierarchical moderated multiple regression. As predicted, job embeddedness was positively associated with cyberloafing; however, in contrast with predictions, job satisfaction had no inverse impact on the job embeddedness–cyberloafing relationship, and its role was limited to neutralizing the increasing effect of internet addiction. Consideration should be given to how job embeddedness interacts with contextual and individual moderators to affect cyberloafing. In particular, this study implicated some practical procedures to provide employees with on- and off-the-job resources and avoid fighting over the organization's resources. Additionally, this study provides insights into embeddedness-satisfaction interplay to provide employees with propitious work conditions in line with organizational productivity. There is little research on the association between job embeddedness and counterproductive work behaviors, and the findings are inconsistent. A review of the literature revealed no study addressing cyberloafing implications of job embeddedness. This study expands the literature by theoretically and empirically correlating job embeddedness and cyberloafing in a non-western developing country. Accordingly, the significance of this study is its capability in mitigating cyberloafing behaviors by promoting the adverse job embeddedness.
      Citation: Personnel Review
      PubDate: 2020-09-17
      DOI: 10.1108/PR-01-2020-0026
      Issue No: Vol. 50, No. 3 (2020)
  • Select the Mr. Right: the interaction effect between implicit leadership
           and implicit followership on employees' workplace behaviors
    • Authors: Ming Kong, Li Xin, Mengyuan Chen, Haonan Li
      Abstract: Based on role theory, from the perspective of workplace behaviors (proactive behavior, in-role behavior and organizational citizenship behavior), this paper provides a perspective of matching process on the importance of fit in personnel selection. Using a sample of 231 leader–employee dyadic in a two-wave survey, the hypotheses were demonstrated with hierarchical regression analyses. The results presented that: (1) Employees' perceptions of implicit leadership prototype fit and leaders' perceptions of implicit followership prototype fit were positively related to employees' workplace behaviors; (2) Employees' perceptions of implicit leadership prototype fit and leaders' perceptions of implicit followership prototype fit increased person-supervisor fit; (3) The influence of the interaction between employees' perceptions of implicit leadership prototype fit and leaders' perceptions of implicit followership prototype fit on employees' workplace behaviors will be mediated, first by person-supervisor fit and then by work engagement. This study introduces the perspective of matching process that reflects the relative importance of fit in personnel selection. The results also enriched role theory from the perspective of implicit prototype fit, which provides an important basis for managers to effectively use managerial cognition and inspire employees' positive workplace behaviors.
      Citation: Personnel Review
      PubDate: 2020-09-15
      DOI: 10.1108/PR-01-2019-0005
      Issue No: Vol. 50, No. 3 (2020)
  • Core self-evaluations, social support and life-domain conflicts
    • Authors: Sylvie St-Onge, Victor Y. Haines III, Felix Ballesteros-Leiva, Gwénaëlle Poilpot-Rocaboy
      Abstract: Based on the conservation of resources (COR) theory (Hobfoll, 1989, 2002), this study first investigates the direct influence of core self-evaluations (CSEs) on work-to-family (W → F) and family-to-work (F → W) conflicts. Second, it tests the mediating impact of Social support from work and home domains in the associations between CSEs and both directions of work-family conflict. This study finally examines the moderating influence of CSEs in the associations between work and home domain social support and both directions of work-family conflict. Human resources professionals (629), and engineers (169) employed in Canada completed an online survey. Both directions of work-family conflict were measured as well as CSEs, and work and home domain social support. Results indicate that higher CSEs are associated with lower W → F and F → W conflicts. They also suggest an indirect association between CSEs and W → F conflict through supervisor support. The indirect association between CSEs and F → W conflict through home domain social support was also supported. Besides, it appears that CSEs moderate the association between home support and F → W conflict. Our findings underscore the relevance of considering both dispositional and environmental factors together in work-life research. Results question within- vs. cross-domain conceptualizations of work-life spillover. They also indicate how both differential choice and effectiveness operate in conjunction with managing work-life domains. The research presents a comprehensive model linking work-family conflict, social support and CSEs. It draws from an integrative personality framework (Judge et al., 1998) and COR theory (Hobfoll, 1989) to explore the underlying processes of CSEs, often inferred but not specified or incorporated into work-life research.
      Citation: Personnel Review
      PubDate: 2020-09-10
      DOI: 10.1108/PR-03-2020-0146
      Issue No: Vol. 50, No. 3 (2020)
  • Global competitive pressures and career ecosystems: contrasting the
           performance management systems in UK and French business schools
    • Authors: Maria Gribling, Joanne Duberley
      Abstract: The purpose of this article is to compare the effects of global competitive pressures on the UK and French B-schools' management systems through the lens of career ecosystems. This is a qualitative inquiry employing in-depth, semi-structured interviews with 44 business school academics in the two countries. This paper demonstrates the importance of top-down and bottom-up ecosystem influences for creating contrasting performance management systems in competitive B-schools in the two countries, to different outcomes for institutions and faculty careers. The authors focus on faculty working in top business schools, which limits the generalizability of the findings. Future research could apply the ecosystem lens to other institutions and geographical areas to highlight best practices and evaluate their transferability across borders. The study highlights alternative HR practices and potentially workable adjustments to current systems that could be envisaged in order to enhance performance of individuals and institutions without jeopardizing the chances of valuable human resources to bring their contributions to the success of B-schools. This paper compares and contrasts different performance management systems, taking into account exogenous and endogenous influences on B-schools that operate in a highly competitive and rapidly changing global management education market.
      Citation: Personnel Review
      PubDate: 2020-09-09
      DOI: 10.1108/PR-05-2019-0250
      Issue No: Vol. 50, No. 3 (2020)
  • Understanding the work goals–early retirement intention relationship:
           the mediating role of work passion and moderating role of HR practices’
    • Authors: Guodong Cui, Fuxi Wang, Yanyuan Cheng, Ying Zhang
      Abstract: Based on goal content theory (GCT), this study examines the associations between different work goal contents (intrinsic and extrinsic goals) and early retirement intentions and reveals the underlying mechanisms of abovementioned relations. The paper tested the proposed model by using a sample of 265 workers in China using a two-wave survey. Findings(1) employees' intrinsic and extrinsic goals are both negatively related to early retirement intentions, and the effect of extrinsic goals on early retirement intentions is more significant. (2) Work passion was found to be a strong mediator between work goal content and employees' early retirement intentions. (3) Human resource (HR) practices’ flexibility significantly moderates the relationship between work passion and early retirement intentions. The contribution of the current study is that this study first takes into account individuals’ psychological and organizational factors, aiming to reveal the differential effect of different work goals on individuals' early retirement intentions as well as the mediating effect of work passion and the moderating effect of HR practices’ flexibility in the abovementioned relations.
      Citation: Personnel Review
      PubDate: 2020-09-07
      DOI: 10.1108/PR-01-2020-0009
      Issue No: Vol. 50, No. 3 (2020)
  • Moving in and adjusting to a new country without the support of an
           employer' Tapping into personal dispositions and capabilities to
           achieve social well-being
    • Authors: Alfred Presbitero
      Abstract: Social well-being is the perception and feeling of belongingness and integration within the community and the broader society. For self-initiated expatriates (SIEs) who rely on their own personal resources and network, the achievement of high levels of social well-being can be challenging (compared to corporate-initiated expatriates who typically receive pre-departure training and relocation assistance from their employers). Hence, in this study, we examine personal factors and theoretically ground how they can be helpful and influence the achievement of high levels of social well-being among SIEs. The authors conducted a survey study (n = 215) involving SIEs to determine how specific personal factors influence the achievement of social well-being. The authors analyzed the data using PROCESS approach and results show that cultural intelligence positively and significantly relates to social well-being. In addition, cross-cultural adjustment is shown to exert an influence as a mediator and further found to be moderated by a personality trait (i.e. emotional stability). Supplementary analyses further show support for the critical role of each of the dimensions of cultural intelligence in the moderated-mediation process. This study offers novel insights relevant for SIEs who move in to another country and try to socially integrate without any support from employers. The study highlights how personal resources and capabilities could help in the achievement of social well-being. Specifically, the findings suggest the important role of cultural intelligence which needs to be developed prior and after the relocation. Also, the study suggests how a personality trait such as emotional stability can be tapped to increase the likelihood of achieving social well-being among SIEs.
      Citation: Personnel Review
      PubDate: 2020-09-04
      DOI: 10.1108/PR-09-2019-0503
      Issue No: Vol. 50, No. 3 (2020)
  • Corporate social responsibility, organizational trust and commitment: a
           moderated mediation model
    • Authors: Nimmy A. George, Nimitha Aboobaker, Manoj Edward
      Abstract: Drawing from the deontic justice theory and the social exchange theory, the purpose of this study attempts to identify the relationship between perceived corporate social responsibility (CSR) and employees' affective commitment, mediated through organizational trust. Furthermore, the authors seek to understand how the attitude of employees toward the importance of CSR, moderates the aforementioned relationship. The respondents for this descriptive study were drawn from a sample of 500 employees working in manufacturing companies in India. Self-reporting questionnaires were administered among the respondents, who were selected through the judgment sampling method. Measurement model analysis was done using IBM AMOS 21.0 and path analytic procedures using PROCESS 3.0 macro was used to test the proposed hypotheses. Results revealed that there is a significant indirect effect of all three dimensions of CSR on affective commitment, through organizational trust. The conditional indirect effects varied significantly, and it was identified that both employee-CSR and customer-CSR had a significant indirect effect on employee affective commitment. However, social/nonsocial CSR did not have a conditional indirect effect on affective commitment, through attitude toward the importance of CSR and organizational trust. The cross-sectional nature of the study does not allow inference of causality and pose limitations for generalization of results. Though the limitation of common method bias is inherent in studies with self-reporting measures, the authors adopted several procedural remedies to minimize its effect. The study results, particularly the role of attitude toward the importance of CSR need to be tested among employees in different industry sectors. Future studies should examine the same theoretical model in different nations, where CSR activities are not mandated by law. This study is pioneering in conceptualizing and empirically testing a theoretical model that examined the combined influence of perceived CSR, employees' attitude toward the importance of CSR and organizational trust on their affective commitment toward the organization. This study extends the literature by examining the indirect/mechanisms linking CSR and employees' affective commitment. Exploring more on the employee individual differences and its influence on organizational outcomes will definitely improve individual and organizational functioning.
      Citation: Personnel Review
      PubDate: 2020-08-26
      DOI: 10.1108/PR-03-2020-0144
      Issue No: Vol. 50, No. 3 (2020)
  • The voicer's reactions to voice: an examination of employee voice on
           perceived organizational status and subsequent innovative behavior in the
    • Authors: Liangyong Chen, Modan Li, Yenchun Jim Wu, Chusheng Chen
      Abstract: The purpose of this paper was to explore the voicer's own psychological or behavioral reactions to voice. A framework was proposed to predict how and when employee voice is related to innovative behavior in the workplace based on conservation of resources theory. Data was collected from a three-wave survey including 232 employees and their supervisors. Hierarchical multiple regression and PROCESS, a SPSS macro, were used to test the hypotheses. Employee voice was positively associated with innovative behavior. Perceived organizational status mediated the link between voice and innovative behavior. Meanwhile, performance-goal orientation strengthened the positive voice–perceived organizational status and voice–innovative behavior associations. This paper extended the authors’ understanding of the outcomes of voice by elucidating that voice could motivate the psychological or behavioral reactions of not only team members but also the voicer himself/herself. In addition, it highlighted the value of performance-goal orientation in strengthening the potentially positive relationship between voice and perceived organizational status. In doing so, the authors identified the unexplored individual-level psychological and behavioral reactions of the voicer himself/herself after speaking up. The present study also provided practical implications by shedding light on measures to promote innovative behavior in the workplace.
      Citation: Personnel Review
      PubDate: 2020-08-25
      DOI: 10.1108/PR-07-2019-0399
      Issue No: Vol. 50, No. 3 (2020)
  • Diversity climate on turnover intentions: a sequential mediating effect of
           personal diversity value and affective commitment
    • Authors: Joonghak Lee, Steven Kim, Youngsang Kim
      Abstract: Research on diversity climate has shown that diversity climate as an employee's perception of an organization's diversity-related practices or procedures has a positive impact on reducing turnover intentions. However, we know little about which intervening mechanism explains the relationship between diversity climate and employee's turnover intentions. In this study, we suggest that individual employee's perceived diversity climate influences turnover intentions through personal diversity value and affective commitment. With a sample of 901 employees in more than 50 companies affiliated in South Korea, the authors test the hypothesized relationship, using structural equation modeling (SEM). Our findings show that personal diversity value and affective commitment sequentially mediate the relationship between perceived diversity climate and turnover intentions. This study can enhance the understanding about the mediating mechanism linking the relationship between perceived diversity climate and turnover intentions and how personal diversity value and affective commitment link the relationship. The authors theorize and find that perceived diversity climate can influence personal diversity value that results in employee commitment and turnover intentions.
      Citation: Personnel Review
      PubDate: 2020-08-24
      DOI: 10.1108/PR-11-2019-0636
      Issue No: Vol. 50, No. 3 (2020)
  • The interplay between servant leadership and organizational politics
    • Authors: Mohammad Nisar Khattak, Peter O'Connor
      Abstract: Using the frameworks of social exchange theory (SET) and conservation of resources (COR) Theory, this study examined the influence of servant leadership on employees' performance through the social exchange indicator (trust), and how perceived organizational politics (POP) influences these relationships. Survey data were collected from 236 supervisor/subordinate dyads in a public sector organization in Pakistan. Structural equation modeling and bootstrapping were used to test the study hypotheses. Servant leadership was found to positively influence employees' task performance and organizational citizenship behaviors (OCBs). Further, analysis revealed that trust in leader partially mediated the positive relationship between servant leadership and subordinates' task performance and OCBs. However, although POP moderated the indirect relationship between servant leadership and subordinates' task performance, it did not moderate the indirect relationships between servant leadership and OCBs. This is one of the first studies to be conducted in the South Asian context, testing the relationship between servant leadership and employee performance through the social exchange indicator (trust) in a political organizational environment. Theoretical contributions, practical implications, study limitations and future research directions are discussed at the end of the study.
      Citation: Personnel Review
      PubDate: 2020-08-22
      DOI: 10.1108/PR-03-2020-0131
      Issue No: Vol. 50, No. 3 (2020)
  • Spillover effects of organizational politics on family satisfaction: the
           role of work-to-family conflict and family support
    • Authors: Md. Shamsul Arefin, Md. Shariful Alam, Shao-Long Li, Lirong Long
      Abstract: This study considered organizational politics as a source of stress and examined its spillover effects on the family domain. By integrating the work–home resource theory and transactional theory of stress, the authors developed a moderated mediation model that examined the moderating role of family support in the relationship between employee's perceptions of organizational politics and their family satisfaction through work-to-family conflict. The authors examined the moderated mediation model using a sample of 223 full-time employees in Bangladesh. Data were collected using a three-wave survey research design. The results indicate that organizational politics is negatively related to family satisfaction; work-to-family conflict medicates this relationship. Besides, family support attenuates the mediating effect of work-to-family conflict on the relationship between organizational politics and family satisfaction. Managers should reduce the extent of organizational politics to avoid its impact on the nonwork domain. Moreover, social support from family members might play a crucial role in reducing the negative consequence of organizational politics in the family domain. By taking human resource practices such as training, increased communication, family-friendly policies, organizations may improve the ability of workers to cope with the negative consequences of organizational politics. The current study uncovered the spillover effect of organizational politics on the nonwork domain. This research contributed to the burgeoning stream of organizational politics and work–family interface literature by investigating the influence of organizational politics in undermining family satisfaction and exploring the mediating mechanism linking organizational politics and family satisfaction as well as the boundary conditions of family social support.
      Citation: Personnel Review
      PubDate: 2020-08-21
      DOI: 10.1108/PR-02-2020-0107
      Issue No: Vol. 50, No. 3 (2020)
  • Organizational support and employee thriving at work: exploring the
           underlying mechanisms
    • Authors: Xiaoyu Guan, Stephen Frenkel
      Abstract: The purpose of this paper is to investigate whether perceived organizational support for strength use (POSSU) predicts employee thriving at work and the underlying mechanisms that explain this relationship. The analysis is based on data from an online, time-lagged survey of 209 employees. Latent moderated structural equations (LMS) method was used to test the mediating role of job crafting and meaningfulness and the moderating role of core self-evaluation (CSE) in the organizational support-employee thriving relationship. POSSU has a direct, positive relationship with employee thriving at work. Moreover, this relationship is fully mediated by employees' job crafting (as an agentic work behavior) and meaningfulness (as a resource produced at work). In addition, contextual factor of POSSU synergistically interacts with individual characteristic of CSE to foster thriving at work. Based on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research that can incorporate specific types of work climate and organizational practices in a multilevel design to investigate how context at team, unit and organizational levels impact employee thriving. The study results highlight the importance of fostering employee thriving at work by implementing organizational practices that create supportive, innovative and meaningful workplaces. Management needs to pay close attention to develop a supportive organizational climate geared to identifying, developing and utilizing employees' strengths. This study provides theoretical explanations and empirical tests on the mechanisms linking organization support and employee thriving based on the socially embedded model of thriving.
      Citation: Personnel Review
      PubDate: 2020-08-13
      DOI: 10.1108/PR-10-2019-0569
      Issue No: Vol. 50, No. 3 (2020)
  • Leader-member exchange and subjective well-being: the moderating role of
           metacognitive cultural intelligence
    • Authors: Huong Le, Zhou Jiang, Katrina Radford
      Abstract: This study examines employees' metacognitive cultural intelligence as a moderator in the relationship between leader-member exchange (LMX) and employees' subjective well-being. We tested the conceptual model using regression analysis from a sample of 462 migrant workers in Australia. The results demonstrated that employees' metacognitive cultural intelligence moderated the relationship between LMX and employees' subjective well-being in such a way that the effect was stronger among those employees with lower levels of metacognitive cultural intelligence. The cross-sectional design, with self-reporting at one point in time, could affect a causal relationship among variables, although each relationship was built on strong theoretical perspectives. However, prior research emphasizes that a single source is not considered to be an issue when interactions are examined. One way to improve metacognitive cultural intelligence for global leadership effectiveness could be through the introduction of diversity and cross-cultural training, such as didactic programs provided either in-house or by external institutions. Drawing on Conservation of Resources theory, this paper contributes to the literature by demonstrating that employees' metacognitive cultural intelligence is a boundary condition that alters the strengths of the LMX–subjective well-being relationship.
      Citation: Personnel Review
      PubDate: 2020-08-13
      DOI: 10.1108/PR-02-2020-0065
      Issue No: Vol. 50, No. 3 (2020)
  • The impact of the use of employee functional flexibility on patient safety
    • Authors: Rommel O. Salvador, Adelina Gnanlet, Chris McDermott
      Abstract: The purpose of this study is to examine the effect of the use of unit-level functional flexibility on one particular patient outcome, unit-acquired pressure ulcers, and the potential moderating influences of coworker support and workload. This study uses an archival approach, examining data from 68 hospital units. The results indicate that a unit's higher use of functionally flexible nurses in one-quarter was associated with a higher number of pressure ulcers among the unit's patients the following quarter. This detrimental effect was significantly diminished when coworker support within the unit was high. Unit-level nurse workload did not have any moderating influence. One of the scholarly contributions of this study is that it links greater use of functionally flexible employees to a negative patient safety outcome at the unit level. As most of the variables used in the study were archival measures, future research could examine the replicability of these findings using other indicators and measures. Beyond healthcare settings, the results prompt managers in industries where there has been growing use of functional flexibility (e.g., banking) to think about the associated unintended negative consequences. That said, the results also point to coworker instrumental support as a means by which to mitigate negative outcomes. Although functional flexibility has been shown to positively correlate with a number of organizational performance indicators, this is one of the very few studies that has examined its negative consequences, particularly on patient safety.
      Citation: Personnel Review
      PubDate: 2020-08-11
      DOI: 10.1108/PR-10-2019-0562
      Issue No: Vol. 50, No. 3 (2020)
  • How hybrid HR systems affect performance in call centers
    • Authors: Joana Story, Filipa Castanheira
      Abstract: The purpose of this paper is to examine the relationship between hybrid HR systems in call centers and their effect on workers' performance. Drawing on a sample of 337 call center operator-supervisor dyads, the authors analyzed how the joint perceptions of monitoring and high-performance work systems (HPWS) are associated with workers' authenticity to explain performance, rated by supervisors. The authors found that when monitoring is perceived as low, HPWS is not associated with authenticity, suggesting that it requires the joint effect of monitoring and HPWS to communicate HR management priorities in call centers. In addition, the authors found that high ratings of monitoring combined with low perceptions of HPWS were associated with the lowest levels of authenticity, whereas the highest levels of authenticity at work were found when high monitoring was combined with high HPWS. The results supported a conditional indirect effect through authenticity to explain when and how hybrid HR systems are associated with better supervisor-rated performance. This is the first study to test the interaction effects between HPWS and monitoring practices to explain authenticity as a key strategic component of performance in call centers.
      Citation: Personnel Review
      PubDate: 2020-08-10
      DOI: 10.1108/PR-01-2020-0054
      Issue No: Vol. 50, No. 3 (2020)
  • Perceived overqualification and counterproductive work behavior: testing
           the mediating role of relative deprivation and the moderating role of
    • Authors: Bert Schreurs, Melvyn R.W. Hamstra, I.M. Jawahar, Jos Akkermans
      Abstract: The purpose of this study was to test the mediating role of relative deprivation in the relationship between perceived overqualification and counterproductive work behavior. In addition to testing this mediation, the authors posited that ambition would interact with perceived overqualification to predict relative deprivation and, through it, counterproductive work behavior. Survey data collected from 181 employees were analyzed using the SPSS macro PROCESS to test the proposed moderated mediation model. Results indicated that perceived overqualification positively associated with perceptions of relative deprivation, which were, in turn, positively related to counterproductive work behavior. This indirect relationship gained in strength with increasing levels of ambition. By modeling and measuring relative deprivation, this study offers a direct test of the often-invoked relative deprivation explanation of the implications of perceived overqualification for counterproductive work behavior. The study also shows how ambition can have unintended consequences.
      Citation: Personnel Review
      PubDate: 2020-08-10
      DOI: 10.1108/PR-05-2019-0237
      Issue No: Vol. 50, No. 3 (2020)
  • Employers' perceptions of the Labour Contract Law: regulatory responses in
           the small and medium-sized enterprise sector in China
    • Authors: Shaoheng Li, Christopher J. Rees
      Abstract: The purpose of this paper is to explore employers' perceptions of China's Labour Contract Law (LCL) and its influence on employment relations and human resource management practices in small and medium-sized enterprises (SMEs). This paper adopts a qualitative approach based on 24 interviews with owners and human resource managers of 23 privately owned SMEs in eastern and western China. Mixed levels of reported compliance with the provisions of the LCL legislation indicate that the regulatory adoptive behaviours of SME employers are partially explained by the coercive mechanism. Various strategies adopted by employers suggest that when under the pressure of law, SMEs are formalising their employment practices while simultaneously seeking to maintain a degree of informality in respect these practices. The adopted qualitative approach may limit the findings to be explorative within broader national contexts. The move towards more formalised practices helps to address issues such as high turnover and widespread labour shortage in SMEs. The paper is likely to be of interest to policymakers seeking to gain insights into employers' perceptions as a means to develop more effective labour regulations. Unlike most of existing literature examining the general compliance to the LCL and workers' perspectives, this paper reports the views of SME employers; as such, it offers an original contribution to understanding of the role and behaviours of SME employers in regulatory responses in the studied context.
      Citation: Personnel Review
      PubDate: 2020-08-10
      DOI: 10.1108/PR-04-2020-0300
      Issue No: Vol. 50, No. 3 (2020)
  • When are employees idea champions' When they achieve progress at, find
           meaning in, and identify with work
    • Authors: Dirk De Clercq, Renato Pereira
      Abstract: Drawing from conservation of resources (COR) theory, this study investigates the relationship between employees' perceived career progress and their championing behavior and particularly how this relationship might be invigorated by two critical personal resources at the job (work meaningfulness) and employer (organizational identification) levels. Quantitative data were collected from a survey administered to 245 employees in an organization that operates in the oil industry. Beliefs about organizational support for career development are more likely to stimulate idea championing when employees find their job activities meaningful and strongly identify with the successes and failures of their employing organization. This study offers organizations deeper insights into the personal circumstances in which positive career-related energy is more likely to be directed toward the active mobilization of support for novel ideas. As a contribution to extant championing research, this research details how employees' perceived career progress spurs their relentless efforts to push novel ideas, based on their access to complementary personal resources.
      Citation: Personnel Review
      PubDate: 2020-08-07
      DOI: 10.1108/PR-08-2019-0461
      Issue No: Vol. 50, No. 3 (2020)
  • Individual-focused transformational leadership and employee strengths use:
           the roles of positive affect and core self-evaluation
    • Authors: He Ding, Xinqi Lin
      Abstract: Through the lens of affective events theory, this study sought to investigate the associations of individual-focused transformational leadership, namely individualized consideration and intellectual stimulation, with employee strengths use (ESU) and the mediating role of positive affect and the moderating role of core self-evaluation (CSE) in these associations. The authors collected data by a three-wave research design. Hypotheses were examined with a sample of 178 employees working in various organizations in China. The results revealed that both individualized consideration and intellectual stimulation have positive relationships with ESU and positive affect partially mediates these two relationships. Contrary to our hypotheses, CSE negatively moderated the relationship of intellectual stimulation with positive affect and the mediational effect of positive affect on the relationship between intellectual stimulation and ESU. However, CSE did not moderate the relationships between individualized consideration, positive affect and ESU. This study was the first to empirically examine the relationships of individualized consideration and intellectual stimulation with ESU and the mediating effect of positive affect and the moderating effect of CSE on these relationships.
      Citation: Personnel Review
      PubDate: 2020-08-07
      DOI: 10.1108/PR-10-2019-0541
      Issue No: Vol. 50, No. 3 (2020)
  • Executive director remuneration and company performance: panel evidence
           from South Africa for the years following King III
    • Authors: Nirupa Padia, Chris William Callaghan
      Abstract: In the wake of certain corporate scandals, many stakeholders are questioning if current high levels of executive remuneration, world-wide, are in fact related to company performance. After the implementation of King III in 2010, there has been an expectation that governance has improved in South African companies. If so, empirical testing should find executive remuneration to be positively related to forms of performance that reflect an increase in company value, like Tobin's Q, or return on assets, rather than measures such as total revenue. Agency theory predicts that if executive remuneration is not carefully designed to maximise the value of the company, executive directors will tend to maximise revenue instead. To test this prediction, hand-collected panel data from Johannesburg Stock Exchange company reports are linked to company performance data to test this prediction, across the years 2010–2017, post King III. Results challenge certain important assumptions. Generalised method of moments tests find total revenue, rather than value added measures of performance such as Tobin's Q or return on assets, to predict executive director remuneration. This is notwithstanding the significance of Tobin's Q in testing based on ordinary least squares. Implications of these findings for the field are derived and discussed. Unique findings suggest that complacency about the relationships between executive director compensation and company performance is unwarranted. In light of a decline in the country's international rankings on the quality of its corporate governance, a renewed focus on the effectiveness of human resource compensation strategy may be necessary in this context.
      Citation: Personnel Review
      PubDate: 2020-08-03
      DOI: 10.1108/PR-08-2019-0429
      Issue No: Vol. 50, No. 3 (2020)
  • The interactive influence of human and social capital on capability
           development: the role of managerial diversity and ties in adaptive
    • Authors: Rebecca Mitchell, Brendan Boyle, Stephen Nicholas
      Abstract: How top management teams (TMTs) adapt and change to create and sustain competitive advantage is a fundamental challenge for human resource management studies. This paper examines the effects of TMT composition (human capital) and managerial ties (social capital) as factors that interactively explain managerial adaptive capability and organizational performance. A unique survey dataset, derived through privileged access to organizational CEOs and CFOs of 101 Chinese organizations, was used to investigate a path between TMT functional diversity and organizational performance through adaptive managerial capability. Data were analysed using hierarchical multiple regression and Hayes (2012) PROCESS macro for SPSS. Unexpectedly, the results show that functional diversity has no direct positive effect on firm performance; however when functionally-diverse TMTs are embedded in external networks, there is a significant positive impact on managerial adaptive capability and, through this, competitive advantage. By identifying TMT functional diversity as an important driver of adaptive managerial capability, contingent on managerial ties, this study addresses a significant research gap pertaining to how TMT characteristics potentially contribute to the development of a core organizational capability. The authors’ results highlight the importance of ensuring that recruitment into TMTs considers the complementarity of member functional background; however, benefit is only achieved when TMT members establish external ties with other organizations. The authors’ findings provide evidence of the interactive effect of human and social capital on adaptive capability development and, through this, organizational performance.
      Citation: Personnel Review
      PubDate: 2020-08-03
      DOI: 10.1108/PR-08-2019-0410
      Issue No: Vol. 50, No. 3 (2020)
  • Can humble leaders nurture employee well-being' The roles of job
           crafting and public service motivation
    • Authors: Tuan Trong Luu
      Abstract: Though humble leaders can draw from their own resources to nurture employees' sense of well-being, this impact appears neglected in the leader humility literature. The aim of this study is to unfold how and when leader humility contributes to the well-being of employees in the public sector. Participants in our research came from wards (grassroot level governments) in Vietnam. The results lent credence to role of job crafting in mediating the relationships between leader humility and the physical, psychological and social well-being among public employees. The positive nexus between leader humility and job crafting was found to be stronger when employees demonstrated low levels of public service motivation. This study advances the understanding of public sector employees' well-being via the predictive role of leader humility and the mediation mechanism of job crafting.
      Citation: Personnel Review
      PubDate: 2020-07-31
      DOI: 10.1108/PR-12-2019-0701
      Issue No: Vol. 50, No. 3 (2020)
  • Understanding HRM philosophy for HPWS and employees' perceptions
    • Authors: Safa Riaz, Keith Townsend, Peter Woods
      Abstract: The purpose of this paper is to understand the role of HRM philosophy for HPWS formulation and implementation, as well as to investigate its role to improve employee perceptions of HPWS. A qualitative study of 55 interviews was conducted with managers (senior, HR, frontline) and employees from three telecommunication organisations based in Pakistan. The findings indicate that a clear, well-developed HRM philosophy ensures clarity in HPWS formulation not only for managers, but also for employees. However, lack of strong philosophical foundations for HPWS can result into distorted HRM messages and negative employee perceptions. Whilst there remains debate over the positive and negative influence of HPWS for employee outcomes, this study presents HRM philosophy as important HRM component to understand HPWS implementation. The article highlights the fact that the purpose of HPWS practices and its effective communication to employees can make a substantial difference in how employees perceive these practices. In sum, an employee centred philosophy is likely to be pre-condition circumstances for improving employee outcomes.
      Citation: Personnel Review
      PubDate: 2020-07-30
      DOI: 10.1108/PR-11-2019-0640
      Issue No: Vol. 50, No. 3 (2020)
  • The dark side of bright traits: How context cues misdirect facets of
    • Authors: Sophia Soyoung Jeong, M. Audrey Korsgaard, Daniel Morrell
      Abstract: The authors test the proposition that there are dark sides to conscientiousness that are revealed when examining lower-level facets. The authors propose that potentially dysfunctional behavior is triggered by context cues that are relevant to duty versus achievement striving. The authors conducted two laboratory experiments designed to test how context cues that are specific to duty and achievement striving influence the relationship between these facets and quality versus quantity dimensions of task performance. In Study 1, the authors found that normative quality cues led to a stronger relationship between duty and discretionary quality performance. In Study 2, achievement striving was associated with lower levels of quality performance in the presence of competitive feedback cues. The findings illustrate that the dark side of duty and achievement striving emerges in two ways. First, when there is normative pressure for quality, dutiful individuals are apt to sacrifice efficiency. Second, when there is competitive feedback, achievement striving individuals focus on performance standards at the detriment of quality. The findings point to the importance of precision and specificity when using personality measures for staffing. Equally important is the informational content of cues conveyed by the social, task and organizational context, in leveraging the impact of personality in the workplace. This paper clarifies the dark side and bright side contradiction of conscientiousness, adding to the growing literature on unique and often competing consequences of duty and achievement striving. The authors also draw attention to the importance of the content of contextual cues, in trait activation of personality.
      Citation: Personnel Review
      PubDate: 2020-07-18
      DOI: 10.1108/PR-10-2019-0542
      Issue No: Vol. 50, No. 3 (2020)
  • Does family ownership matter in executive pay design'
    • Authors: Subba Reddy Yarram, Sujana Adapa
      Abstract: The purpose of this study is to analyse the level and structure of executive compensation of family and non-family businesses and if minority shareholders are expropriated by family businesses in the Australian context using excessive pay. Studies on compensation practices of family businesses are limited to the European and North American contexts. This study, for the first time, considers the Australian context, which is unique with its transparent compensation disclosures, and a principle-based corporate governance framework to examine the level of compensation as well as the association between pay and performance. A set of family and matched non-family firms for the period 2004–2014 are examined in a panel data setting. Robust models are estimated to examine the association between compensation and a set of economic, governance and ownership factors. This study finds evidence that family businesses in general pay lower levels of compensation than non-family businesses. An investigation of the role of economic factors on compensation of family and non-family businesses shows evidence that supports the optimal contracting theory. Further examination of governance factors on compensation levels and pay–performance sensitivities shows there is a limited role for managerial power approach in explaining the executive compensation practices of family businesses in Australia. These findings infer that family businesses, given their interest in non-financial goals, do not pay excessive compensation to their executives to expropriate minority shareholders. These findings have implications for theory relating to executive compensation and human resource management in all types of businesses, including family firms. These findings offer support for the theory of optimal contracting. Empirical analysis shows no evidence of entrenchment effect or managerial power in family businesses in Australia. In terms of theory-building, there is role for socioemotional wealth model in addition to optimal contracting theory and managerial power approach. The findings of this study also have implications for practice. Compensation practices may be designed in such a way that executives and firms pursue broader social goals such as the sustainable development goals or more generally non-financial objectives. Businesses may not necessarily use only financial outcomes when assessing appropriate level of pay of executives. Often, the financial outcomes may involve wealth transfers between different stakeholders and may not necessarily lead to improving the societal well-being. In terms of human resource management, the findings of this study emphasise the need for explicit consideration of socioemotional wealth of all family-related and non-related employees when designing recruitment, training, reward and recognition policies. This study highlights the role non-financial factors play in executive pay setting processes in family businesses in a highly transparent and principle-based governance framework. Family businesses in Australia are not motivated by monetary considerations, and that their interest in non-financial objectives leads to less emphasis on the link between compensation and performance.
      Citation: Personnel Review
      PubDate: 2020-07-14
      DOI: 10.1108/PR-04-2019-0164
      Issue No: Vol. 50, No. 3 (2020)
  • Women's progress in the Arab world: classroom–boardroom pipeline
    • Authors: Linzi J Kemp
      Abstract: The purpose of this conceptual paper was to investigate the contribution of the “Pipeline”, as a metaphor for building theory about Women-on-Boards (WoB) in the Arab world. Narratives about women's progress in Arab countries were collected from a range of sources and content was analysed to identify emergent themes about pipeline. Themes were identified of the pipeline metaphor that explained phenomena and generated solutions to employ, retain and advance women to board directorships; from higher education (“bulging”/“bursting” pipeline) through employment (“leaking” pipeline) to boardroom (“blocked” pipeline). Generalisation of these study results is limited by geographical context of this research. An implication is for further international studies on metaphor identification for women's progress. Relevant metaphor-in-use required to generate company policy and praxis towards WoB in the Arab world. The first academic study to investigate the value of metaphor for effect on women's progress in Arab countries. Novel metaphor identification is proposed to think and see women's experiences in cultural context.
      Citation: Personnel Review
      PubDate: 2020-04-28
      DOI: 10.1108/PR-09-2018-0372
      Issue No: Vol. 50, No. 3 (2020)
  • Career capital development of women in the Arab Middle East context:
           addressing the pipeline block
    • Authors: Payyazhi Jayashree, Valerie Lindsay, Grace McCarthy
      Abstract: Taking a career capital approach, this paper addresses the issue of “pipeline block” frequently experienced by women seeking career advancement. Focusing on the Arab Middle East (AME) region, the authors take a contextually relevant multi-level approach to examine these issues. The study uses a qualitative, interview-based approach, drawing on data obtained from women leaders from the AME region. Drawing on Bourdieu's capital-field-habitus framework, we explore how women in the AME developed career capital in particular organisational fields. The findings show the importance of human and social capital, as well as the influence of habitus for women's career advancement in specific fields. The study also highlights the unique contribution of cultural capital in helping women to navigate organisational fields where it is necessary to both challenge, and conform to, traditional norms. Limitations of the study include assumptions of homogeneity across countries of the AME, whereas differences are known to exist. Future research should consider these contextual differences, and also include a study of women who were not successful in gaining career advancement. The study’s multi-level approach highlights practical implications for women, organisations and society. For organisations, the authors propose some context-relevant coaching strategies that can help women to attain leadership positions. The study’s multi-level approach highlights practical implications for women, organisations,and society. Focusing on organisations, the authors propose some context-relevant coaching strategies that can help women to attain advancement in their careers. The study demonstrates originality in the findings by showing how women overcome the pipeline block in relation to their career advancement. The use of the Bourdieusian framework, an in-depth qualitative approach, and the AME context also add to the study's originality.
      Citation: Personnel Review
      PubDate: 2020-04-08
      DOI: 10.1108/PR-10-2018-0436
      Issue No: Vol. 50, No. 3 (2020)
  • Employment and attitudes toward women among Syrian refugees
    • Authors: Lisa E. Baranik
      Abstract: The current study examined employment rates and predictors of employment among Syrian refugees currently living in Lebanon and Jordan. This paper argues that men and women refugees have different experiences seeking out employment after resettlement due to patriarchal structures and attitudes toward women that are present in the Arab Middle East. The goals of this paper were a) to examine employment rates among Syrian refugees, b) to examine predictors of employment among male and female refugees, and c) to examine refugee status as a moderator of the relationship between attitudes toward women and employment status. Nationally representative data from the Arab Barometer on 600 refugees and 1400 native-born individuals living in Lebanon and Jordan from 2016–2017 were used. Native-born individuals living in Lebanon and Jordan were 2.16 times more likely to be employed than refugees. Men living in Lebanon and Jordan were 7.83 times more likely to be employed than women. Finally, refugee status moderated the relationship between attitudes toward women's rights and roles and employment. Among native-born women, a positive attitude toward women's rights and roles predicted employment status, whereas this positive relationship was not found for women refugees. Among refugee men, a positive attitude toward women's rights and roles was linked to a lower likelihood of holding a job. These findings suggest that agencies supporting refugees should communicate realistic expectations about employment during resettlement and should address the challenges that women refugees face when seeking employment. This study is the first study to identify attitudes toward women's rights and roles as a predictor of employment among refugee populations and highlights the unique struggles that refugee women face.
      Citation: Personnel Review
      PubDate: 2020-03-26
      DOI: 10.1108/PR-10-2018-0435
      Issue No: Vol. 50, No. 3 (2020)
  • Personnel Review
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