Subjects -> BUSINESS AND ECONOMICS (Total: 3510 journals)
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    - FASHION AND CONSUMER TRENDS (20 journals)
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HUMAN RESOURCES (103 journals)                     

Showing 1 - 92 of 92 Journals sorted by number of followers
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 221)
Human Resource Management     Hybrid Journal   (Followers: 78)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 75)
Human Resource Management Journal     Hybrid Journal   (Followers: 74)
Human Relations     Hybrid Journal   (Followers: 61)
Human Resource Management Review     Hybrid Journal   (Followers: 60)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 53)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 53)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 46)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 44)
Journal of Accounting Research     Hybrid Journal   (Followers: 34)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 34)
Review of Accounting Studies     Hybrid Journal   (Followers: 29)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 28)
Human Resource Development Review     Hybrid Journal   (Followers: 27)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 26)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 25)
Accounting Forum     Hybrid Journal   (Followers: 24)
Personality and Individual Differences     Hybrid Journal   (Followers: 24)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 23)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 23)
Accounting and Business Research     Hybrid Journal   (Followers: 23)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 22)
European Accounting Review     Hybrid Journal   (Followers: 20)
Human Resource Development International     Hybrid Journal   (Followers: 19)
Human Resource Management Research     Open Access   (Followers: 19)
Open Journal of Leadership     Open Access   (Followers: 18)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 17)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 16)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 16)
Personnel Review     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 15)
European Journal of Training and Development     Hybrid Journal   (Followers: 14)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 14)
Public Personnel Management     Hybrid Journal   (Followers: 14)
International Journal of Human Resource Studies     Open Access   (Followers: 14)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
Advances in Accounting     Hybrid Journal   (Followers: 12)
British Accounting Review     Hybrid Journal   (Followers: 12)
International Journal of Management Education     Hybrid Journal   (Followers: 11)
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 11)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 11)
Journal of Human Capital     Full-text available via subscription   (Followers: 10)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 10)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 9)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 7)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 7)
Human Resource and Organization Development Journal     Open Access   (Followers: 7)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Attachment & Human Development     Hybrid Journal   (Followers: 7)
Journal of Professions and Organization     Free   (Followers: 6)
Strategic HR Review     Hybrid Journal   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 6)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 5)
German Journal of Human Resource Management     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Research in Human Development     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 4)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 4)
Australian Accounting Review     Hybrid Journal   (Followers: 4)
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 4)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 4)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 3)
Journal of Global Responsibility     Hybrid Journal   (Followers: 3)
Evidence-based HRM     Hybrid Journal   (Followers: 3)
Journal of HR intelligence     Open Access   (Followers: 2)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 2)
Journal of Marketing and HR     Open Access   (Followers: 2)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 2)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
Pacific Accounting Review     Hybrid Journal   (Followers: 2)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 2)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 2)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 1)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 1)
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 1)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 1)
NHRD Network Journal     Full-text available via subscription  
Human Resource Research     Open Access  
Personnel Assessment and Decisions     Open Access  
Kelaniya Journal of Human Resource Management     Open Access  
Revista Gestión de las Personas y Tecnología     Open Access  
Psychologie du Travail et des Organisations     Hybrid Journal  
FOR Rivista per la formazione     Full-text available via subscription  
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal  
Asian Review of Accounting     Hybrid Journal  

           

Similar Journals
Journal Cover
Personnel Review
Journal Prestige (SJR): 0.586
Citation Impact (citeScore): 2
Number of Followers: 15  
 
Hybrid Journal Hybrid journal   * Containing 7 Open Access Open Access article(s) in this issue *
ISSN (Print) 0048-3486 - ISSN (Online) 1758-6933
Published by Emerald Homepage  [362 journals]
  • Does workplace incivility spur deviant behaviors: roles of interpersonal
           conflict and organizational climate

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      Authors: Ayesha Zahid, Shazia Nauman
      Abstract: Building on the conservation of resources theory, this research explored the processes underlying the association between perceived workplace incivility and deviant behaviors. Specifically, we tested a mediating mechanism, an interpersonal conflict that has received less consideration in the workplace incivility literature. The authors also tested the organizational climate (i.e. a resource) as a moderator in the perceived workplace incivility–employees’ deviant work behavior relationship. Time-lagged research design was followed to explain the relationship of variables. Survey data were collected at time 1 and time 2 from 220 service sector working professionals to test the proposed model. The findings suggest that intrapersonal conflict partially mediates the workplace incivility–deviant work behavior relationship. Further, the authors found that the harmful effects of workplace incivility on employees’ deviant work behavior attenuate in the presence of organizational climate as a resource. The results shed light on the beneficial consequences of organizational climate on employees’ work behavior by attenuating workplace incivility and mitigating their deviant work behaviors. Overall, the study contributed to understanding the mediating role of interpersonal conflict and the moderating role of organizational climate in explaining the workplace incivility–deviant work behavior relationship.
      Citation: Personnel Review
      PubDate: 2023-01-17
      DOI: 10.1108/PR-01-2022-0058
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2023)
       
  • From Great Resignation to Great Re-Negotiation on space and time for more
           holistic individuals and organizations

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      Authors: Leigh Anne Liu
      Abstract: This paper aims to offer a new perspective to conceptualize the Great Resignation from the cognition of space and time, as well as the opportunity to re-negotiate space and time arrangements in personal and organizational lives. As a result, the paper provides new ideas for developing more holistic and sustainable individuals and organizations to survive and thrive in challenges of global disruptions. Drawing from anthropology and psychology works in space and time, this paper proposes new ideas for individuals and organizations to negotiate space and time arrangements that facilitate holistic personal growth and sustainable organizational lives. This research raises a critical point on the need to reconceptualize and renegotiate work arrangements about where we work and when we work. Anthropologist Edward Hall suggests that work should be viewed from multiple lenses that connotate different meanings of space and time in different parts of the world. Instead of separating professional and personal lives, we need to cultivate a more holistic mindset and renegotiate space and time settings at work. This research broadened current conceptualizations of the Great Resignation and organizational behavior around work arrangements. From an interdisciplinary perspective, this paper suggests that individuals and organizations negotiate space and time arrangements for more agile and resilient future.
      Citation: Personnel Review
      PubDate: 2023-01-17
      DOI: 10.1108/PR-11-2022-0797
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2023)
       
  • Green human resource management and employee innovative behaviour: does
           inclusive leadership play a role'

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      Authors: Azadeh Shafaei, Mehran Nejati
      Abstract: This study examines the relationship between green human resource management (green HRM) and employee innovative behaviour. It also investigates the mediating role of job satisfaction to explore the mechanism through which green HRM is related to employee innovative behaviour. Additionally, it examines the moderating role of inclusive leadership to determine the boundary condition of the relationship between green HRM and employee innovative behaviour. The study used a quantitative research approach using survey and collected 508 responses from full-time employees in Australia. The authors have found support for all the hypothesised relationships in the study. Specifically, green HRM is positively related to employee innovative behaviour. This relationship is mediated by job satisfaction and accentuated by inclusive leadership. Green HRM promotes a green atmosphere in which employees can contribute to a safer and healthier environment. Despite the increasing attention to green HRM in the management literature, little is known about the mechanisms and boundary conditions explaining employees' responses to green HRM.
      Citation: Personnel Review
      PubDate: 2023-01-10
      DOI: 10.1108/PR-04-2021-0239
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2023)
       
  • Should I pet or should I work' Human-animal interactions
           and (tele)work engagement: an exploration of the underlying within-level
           mechanisms

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      Authors: Ana Junça Silva
      Abstract: Human–animal interactions (HAIs) have been found to have an extensive and significant influence on individuals' well-being and health-related outcomes. However, there are few studies that examine this influence on work-related contexts, such as teleworking. In this study, the author relied on the affective events theory to examine the effect of daily HAI on employees’ daily work engagement and the underlying mechanisms (daily affect ratio and state mindfulness), by resorting to a daily diary study. To test the hypotheses, the author collected daily data during five consecutive working days with pet owners (N = 400 × 5 = 2,000). Multilevel results showed that interacting with pets during the working day was positively associated with daily work engagement, but this positive relationship was stronger for individuals with lower levels of mindfulness. Further analyses showed that the daily affect ratio mediated the moderating effect of mindfulness on the relationship between daily interactions with pets and daily work engagement. These findings provide strong support for the proposed mediated moderation model; indeed, positive affect and mindfulness help to explain the positive effect of HAIs on work engagement. Hence, managers may consider the adoption of teleworking, even in a hybrid format for those workers who own pets, because interacting with pets may be a strategy to make them feel more positive and, in turn, more enthusiastic, dedicated and absorbed in their work. This study is one of the first studies to demonstrate the importance of adopting pet-friendly practices, such as allowing pet owners to telework, as a way to promote daily work engagement.
      Citation: Personnel Review
      PubDate: 2022-12-27
      DOI: 10.1108/PR-09-2022-0588
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Family incivility, work alienation beliefs and submissive behaviors among
           Pakistani employees: the mitigating role of ego resilience

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      Authors: Dirk De Clercq, Tasneem Fatima, Bushra Khan
      Abstract: This research seeks to unpack a relevant, hitherto overlooked connection between employees' perception that family incivility is undermining their work and their displays of submissive behavior. The authors predict and test a mediating role of employees' work alienation beliefs and a moderating role of their ego resilience in this connection. The research hypotheses were tested with survey data collected in three rounds, separated by three weeks each, among employees who work in the education sector in Pakistan. The statistical analyses relied on the PROCESS macro, which supports the simultaneous estimation of the direct, mediation and moderated mediation effects that underpin the proposed theoretical framework. An important reason that victims of disrespectful treatment at home fail to fight for their rights at work is that they develop parallel beliefs of being disconnected from work. This intermediary role of work alienation beliefs is less prominent though when employees can rely on their personal resource of ego resilience. For human resource (HR) managers, this research offers a critical explanation, related to a sense of being estranged from work, for why family-induced work hardships might cause employees to exhibit subservient behaviors at work. It further reveals how this process can be contained if employees have the capability to adapt flexibly to different situations. This study contributes to extant research by explicating how and when family-induced work hardships might escalate into work responses that mirror employees' experiences at home.
      Citation: Personnel Review
      PubDate: 2022-12-20
      DOI: 10.1108/PR-04-2022-0281
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Imposter phenomenon and employee mental health: what role do organizations
           play'

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      Authors: Jarrod Haar, Kirsty de Jong
      Abstract: The purpose of this paper is to explore impostor syndrome or impostor phenomenon (IP), which is defined as high-achieving individuals' failure to internalize accomplishments. Despite the wide study of IP, the role of the context beyond the individual is largely ignored, although recently, calls have been made for such scrutiny. In this study perceived organizational support (POS) is included as a contextual factor. Using a large and representative sample (n = 1,042) of New Zealand employees, the study seeks to investigate IP using the standard Clance IP scale test, and the frequency of IP is calculated. Next, it assesses the links between IP and mental health, specifically job anxiety and job depression, are explored. POS is included as a moderator. Overall, the study finds solid evidence of the psychometric properties of the scale, with the following frequencies across categories: few IP issues (14.0%), moderate IP issues (37.3%), frequent IP issues (39.7%) and intense IP issues (8.9%). Regression analysis shows that IP is positively related to job anxiety and job depression. The interactions between POS and IP support the hypothesized buffering effect. Additional tests suggest that IP is a widespread workplace phenomenon irrespective of individual or organization demographics. The findings of this study highlight the common nature of IP in the workplace and its role in mental health. However, POS clearly can play a key role in its management in the workplace. The IP literature has a limited focus on workplaces, and mental health, including POS as a moderator, and provides additional value.
      Citation: Personnel Review
      PubDate: 2022-11-30
      DOI: 10.1108/PR-01-2022-0030
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Humble leadership and employee creative performance in China: the roles
           of boundary spanning behavior and traditionality

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      Authors: Zhang Zheng, Rahil Irfan Ahmed
      Abstract: This paper examined the mediating role of boundary spanning behavior and the moderating effects of traditionality linking humble leadership and employee creative performance from the perspective of Social Exchange Theory (SET) to reveal the behavioral mechanism and boundary condition regarding the influence of humble leadership on creative performance. A sample of 276 employees and the supervisors from 8 companies in China was taken using two-wave data. The results indicated that humble leadership was positively related to employee creative performance, and boundary spanning behavior partially mediated the relationship between humble leadership and employee creative performance. Traditionality strengthens the mediation process when traditionality is high. These findings provide several theoretical and practical implications for the domains of humble leadership and boundary spanning behavior. For example, human resource (HR) departments can recruit leaders with high humility and cultivate team leaders through systematic training programs about self-awareness, openness and self-transcendence; team leaders should encourage employees to participate in boundary spanning activities and hiring managers select employees with high traditionality to synergize with leader humility. Based on the SET, this paper explored the behavioral mechanism between humble leadership and creative performance and enriched the prior research, which is from the cognitive or emotional view, and further answered the question “what are the employees' behavioral responses when they confront the humble leadership”.
      Citation: Personnel Review
      PubDate: 2022-11-25
      DOI: 10.1108/PR-10-2021-0775
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Colleagues' norms regarding work-related messages: their differential
           effects among remote and onsite workers

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      Authors: Nicolas Gillet, Stéphanie Austin, Tiphaine Huyghebaert-Zouaghi, Claude Fernet, Alexandre J.S. Morin
      Abstract: Research has shown that colleagues' norms promoting the need to respond quickly to work-related messages (CN) have a negative effect on work recovery experiences. In the present study, the authors examine the direct and indirect – through affective rumination and problem-solving pondering – effects of these norms on work–family conflict, family–work conflict and job satisfaction, and verify whether and how these associations differ between employees working onsite (n = 158) or remotely (n = 284). A total of 442 employees completed an online survey that covered measures on CN, affective rumination, problem-solving pondering, work–family conflict, family–work conflict and job satisfaction. As hypothesized, the study results revealed that CN were positively related to work–family conflict and family–work conflict, but not to job satisfaction. Moreover, the indirect effects of CN on work–family conflict and job satisfaction were significantly mediated by affective rumination and problem-solving pondering, whereas the indirect effects of these norms on family–work conflict were significantly mediated by affective rumination. Finally, the relations between CN and the mediators (affective rumination and problem-solving pondering) were stronger among employees working onsite than among employees working remotely. These results revealed that working remotely buffered the detrimental effects of CN on affective rumination and problem-solving pondering.
      Citation: Personnel Review
      PubDate: 2022-11-23
      DOI: 10.1108/PR-01-2022-0067
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Sharing in the gig economy: from equitable work relations
           to exploitative HRM

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      Authors: Sophie Le Brocq, Emma Hughes, Rory Donnelly
      Abstract: This paper aims to examine human resource management (HRM) in the gig economy through a moral economy lens and to uncover how sharing and firm ownership influences the (un)ethical use of HRM practices and worker treatment. Conceptual and empirical insights from contemporary HRM literature are synthesised through a systematic literature review to elucidate pressing challenges for research and practice. The analysis reveals that the different ownership structures used by gig firms shape the nature and degree of sharing. The gig economy built on investor ownership leads to greater sharing with investors and tends to be more exploitative of workers, whereas platforms built on collaborative ownership engage in greater peer-to-peer sharing which is more equitable and leads to higher quality work relations and HRM. The closer an organisation's alignment with the more equitable/relational end of the gig economy spectrum, the better the work relations and HRM. A new integrated conceptual spectrum of sharing in the gig economy is advanced, which aids in understanding evolving developments in HRM theory and practice.
      Citation: Personnel Review
      PubDate: 2022-11-17
      DOI: 10.1108/PR-04-2019-0219
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Linking leader-member exchange and work–nonwork balance: the mediating
           role of thriving at work and the moderating role of gender

         This is an Open Access Article Open Access Article

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      Authors: Lee Di Milia, Zhou Jiang
      Abstract: The authors tested (1) the mediating role of thriving in the association between leader-member exchange (LMX) and work–nonwork balance (WNWB) and (2) the moderating effect of gender in the relationship between LMX and thriving. Cross-sectional data were collected from six separate participant groups across an eight-month period (n = 522). Data analysis included confirmatory factor analysis to assess the construct validity of the proposed three-factor model. Hierarchical regression and the PROCESS macro were used to test three hypotheses. The authors found thriving mediated an indirect effect of LMX on WNWB. In addition, we found that the relationship between LMX and thriving was moderated by gender, such that the relationship was found for females. Overall, the authors identified a moderated-mediation effect indicating an indirect effect of LMX on WNWB via thriving for females. Cross-sectional design suggests their results are theory driven. The authors suggest future studies replicate the study employing experimental designs. The authors suggest organisations develop programs to enhance leadership and thriving capabilities as tools to manage WNWB. The authors add to the thriving literature by revealing gender differences in the effectiveness of relational resources (i.e. LMX) in fostering employee thriving. Furthermore, the authors extend the efficacy of thriving beyond the workplace to include WNWB. The authors demonstrate the skills and knowledge acquired at work can be used to lessen the impact of WNWB.
      Citation: Personnel Review
      PubDate: 2022-10-25
      DOI: 10.1108/PR-03-2022-0211
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Transforming self-perceived self-employability and entrepreneurship among
           mothers through mobile digital sharing economy platforms: an exploratory
           case study

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      Authors: Pi-Shen Seet, Uma Jogulu, Helen Cripps, Mehran Nejati
      Abstract: This research focuses on the extent sharing economy transforms employability for women impacted by domestic and reproductive work. The authors explore the experience of mothers, of how digital peer-to-peer (P2P) platforms can affect their self-perceived employability and skills deterioration by unlocking human capital through technology acceptance. This study adopted a pragmatism-based approach incorporating using a single-case study research design with the Gioia methodology. It utilised a semi-structured telephone survey to collect data to explore the decisions around usage of a newly developed mobile P2P app, aiming to support employability among mothers. Analysis was conducted inductively using thematic analysis and partial least squares structural equation modelling (PLS-SEM). The study finds that mothers experience high rates of continued labour market attachment on a casual or part-time basis, difficulty in juggling family and work, and high levels of concern both about future employment/entrepreneurial opportunities and expected stress in balancing dual roles of carer and earner. While mothers are interested in using new sharing economy technologies to reduce skills deterioration and improve signalling, the authors find that there were both technology and non-technology related barriers. These included trust and security, life-stage mismatch, time poverty and limitation of service offerings. This research was limited to mothers in one state in Australia and by the case study research design, the measurement model and the self-report nature of the data collection. Hence, the findings may lack generalisability in other contexts. It also limits the ability to make conclusions regarding causality. This exploratory study contributes to research in the intersection between human resources (HR) and entrepreneurship by illustrating how sharing economy platforms can offer women a means to overcome the issues of signalling and skills deterioration in relation to aspects of human capital theory by developing new skills that may act as positive signals signal to potential employers or investors. Additionally, the social interactions between mothers, through technology adoption, can provide a basis for improving future self-employment or entrepreneurship and employability.
      Citation: Personnel Review
      PubDate: 2022-10-24
      DOI: 10.1108/PR-04-2019-0217
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The antecedents of career change intention in middle-level managers: the
           role of job and career satisfaction

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      Authors: Hande Karadag, Faruk Şahin
      Abstract: This investigates the interrelationships between job and career satisfaction and career change intention through the extension of the theory of planned behavior (TPB). The data for the study is collected from 219 top and middle-level managers and analyzed through partial least squares path structural equation modeling (PLS-SEM). Findings indicate that job and career satisfaction have a significant and negative impact on personal attitude toward career change and subjective norms, whereas all three constructs of the TPB influence the intention to change career. In addition, the mediation of personal attitude and subjective norm pathways were found to be significant for both job and career satisfaction and career change intention relationships, while no mediation effect was identified for the perceived behavior control construct of the TPB. The results suggest important theoretical and practical implications. First, a novel model of mediation between job and career satisfaction and the intention to turn away from an existing career is introduced between job and career satisfaction and career change intention associations for testing the full TPB framework. The findings imply that the impact of cognitive factors, including having a positive opinion about the potential outcomes of switching to a new career, the level of pressure exerted by significant third parties about making a career change, and the self-belief about making this change happen should be closely investigated when examining the determinants of career change intention. To the best of the authors’ knowledge, this is the first empirical research study that tests the impact of the determinants of TPB on career change intention within a sample of professional managers from an emerging economy context.
      Citation: Personnel Review
      PubDate: 2022-10-21
      DOI: 10.1108/PR-11-2021-0780
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Impact of internal corporate social responsibility: a parallel mediation
           analysis

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      Authors: Sushant Ranjan, Sanket Dash
      Abstract: Workplace deviant behaviors (WDBs) have a significant negative impact on firms. Present study explores the role of employees’ perception of firms’ internal corporate social responsibility (internal CSR) in reducing their intention to engage in WDB. Social exchange theory (SET) and job demand-resource (JD-R) model form the conceptual underpinning of the study. Hypotheses were developed based on a comprehensive literature review and tested on employees working in various public and private sector organizations in India. AMOS and SPSS PROCESS macro were used to test the conceptual model. Employees’ perception of firms’ internal CSR reduced their intention to engage in WDB. Occupational strain was confirmed as a mediator in the above mentioned relationship. Further, the study also establishes internal CSR as an antecedent to increased perceptions of procedural justice. Managers may leverage internal CSR communication as a tool to minimize WDB at the workplace. Moreover, it may also be used to reduce occupational strain and strengthen the perceptions of fairness among employees. Very limited research is available on internal CSR and WDB. Through this study authors contribute to the nascent literature by affirming the negative relationship between internal CSR and WDB using the SET and JD-R model.
      Citation: Personnel Review
      PubDate: 2022-10-20
      DOI: 10.1108/PR-05-2020-0354
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Pay-for-performance, procedural justice, OCB and job performance: a
           sequential mediation model

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      Authors: Vishal Gupta, Shweta Mittal, P. Vigneswara Ilavarasan, Pawan Budhwar
      Abstract: Building on the arguments of expectancy theory and social exchange theory, the present study provides insights into the process by which pay-for-performance (PFP) impacts employee job performance. Based on a sample size of 226 employees working in a technology company in India, the study examines the relationships between PFP, procedural justice, organizational citizenship behavior (OCB) and employee job performance. Data on perceptions of PFP and procedural justice were collected from the employees, data on OCB were collected from the supervisors and the data on employee job performance were collected from organizational appraisal records. The study found support for the positive relationship between PFP and job performance and for the sequential mediation of the relationship between PFP and job performance via procedural justice and OCB. Further, procedural justice was found to mediate the relationship between PFP and OCB. The study was cross-sectional, so inferences about causality are limited. The study tests the relationship between PFP and employee job performance in the Indian work context. The study shows that the existence of PFP is positively related to procedural justice which, in turn, is positively related to OCB. The study found support for the sequential mediation of PFP-job performance relationship via procedural justice and OCB. The study provides an insight into the underlying process through which PFP is related to employee job performance. To the best of our knowledge, such a study is the first of its kind undertaken in an organizational context.
      Citation: Personnel Review
      PubDate: 2022-10-20
      DOI: 10.1108/PR-11-2021-0782
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Career identity and organizational identification among professionals with
           on-demand work

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      Authors: Chunjiang Yang, Yashuo Chen, Xinyuan Zhao, Zhenzhen Cui
      Abstract: Drawing upon the social identity theory, the authors argue that professionals' career identities have a positive indirect effect on identification with on-demand organizations through career networking behavior. In addition, the strength of these beneficial effects was also bound by extraversion and collectivism. The hypothesized moderated mediation model was tested by multisource and time-lagged data about 242 Chinese accountants engaging in on-demand work. The results demonstrated that professionals with a career identity tend to engage in career networking behaviors and identify themselves with a client company. In addition, extraverted professionals were more likely to engage in career networking behaviors, and collectivist professionals were more likely to identify with their on-demand organizations. This research provides important guidelines on how managers in on-demand organizations leverage gig workers' career identities to establish deep relationships with them. The authors expanded the traditional framework of identification in the setting of nontraditional work arrangements by establishing a link between career identity and organizational identification for on-demand professionals.
      Citation: Personnel Review
      PubDate: 2022-10-13
      DOI: 10.1108/PR-04-2019-0193
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Effects of perceived organisational politics and effort–reward imbalance
           on work outcomes – the moderating role of mindfulness

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      Authors: Ghulam Murtaza, Olivier Roques, Qurat-ul-ain Talpur, Rahman Khan, Inam Ul Haq
      Abstract: The purpose of this study is to examine the moderating effects of mindfulness on the relationships between work stressors (perceived organisational politics [POP] and effort–reward imbalance [ERI]) and work outcomes (job burnout [JBO] and job satisfaction [JS]). Time-lagged data were collected from public sector employees in France and Pakistan. The final samples (France, N = 204; Pakistan, N = 217) were tested using multiple moderating regression. Mindfulness moderates the relationship between work stressors and work outcomes. Mindfulness serves as a personal resource for employees: it mitigates the negative influence that POP and ERI have on JBO and JS. This study extends current knowledge on the relationships between work stressors and work outcomes across cultures by testing mindfulness as a valuable personal resource.
      Citation: Personnel Review
      PubDate: 2022-10-13
      DOI: 10.1108/PR-09-2020-0706
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Public service motivation and public employees' turnover intention: the
           role of job satisfaction and career growth opportunity

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      Authors: Qiu Wang, Kai-Peng Gan, Hai-Yan Wei, An-Qi Sun, Yi-Cheng Wang, Xiao-Mei Zhou
      Abstract: This study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and public employees' turnover intention. The authors recruited 587 public employees from Yunnan Province, China to test moderation and mediation hypotheses. The authors conducted confirmatory factor analysis to determine the discriminant and convergent validity of the measures of PSM, turnover intention, job satisfaction and career growth opportunity. Finally, the authors carried out bootstrapping to ascertain direct, indirect and conditional indirect effects. PSM had a negative effect on public employees' turnover intention, but this relationship was partially mediated by job satisfaction. Career growth opportunity moderated the association between job satisfaction and turnover intention. In particular, the indirect effect of PSM on turnover intention through job satisfaction weakened under high career growth opportunities. The results highlighted the significance of PSM and career growth opportunity in shaping public employees' work-related attitudes and behaviors. Public organizations should consider PSM a key criterion in recruitment and selection and pay more attention to the significance of intervening in career growth to satisfy public employees' psychological needs related to individual career development. This study contributes to the literature on the disputed link between PSM and turnover intention and uncovered the underlying mechanism through which PSM affects public employees' turnover intention by proposing job satisfaction and career growth opportunity as a mediator and moderator, respectively.
      Citation: Personnel Review
      PubDate: 2022-10-13
      DOI: 10.1108/PR-11-2020-0836
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • High-performance work systems in public service units: examining the
           social capital and ambidexterity as mediating process

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      Authors: Muhammad Ali, Susan Freeman, Lei Shen, Lin Xiong, Muhammad Adnan Zahid Chudhery
      Abstract: This study clarifies how intra-organizational social capital (IOSC) and unit-organizational ambidexterity (UOA), using resource-based view and dynamic capability theory, together support organizational value creation. While there is research in strategic human resource management (SHRM) exploring the role of resources and its uses, there remains limited understanding of how resources are linked and their effective utilization in the service sector. This study aims to examine the mediating process linking employee-experienced service-oriented high-performance work systems (SHPWS) experienced by employees and service performance by integrating IOSC and UOA. This study uses time lagged data from managers and employees of different branches of Chinese state-owned banks. To test the proposed hypotheses, path analysis was applied. The path analysis results reveal that employee-experienced SHPWS is an important antecedent of service performance. Moreover, IOSC (as resources) and UOA (uses) strongly mediate the theorized relationship. This study attempts to refine theory and practice with clearer, more insightful and coherent means to better understand and help unpack the ‘black box’ between SHPWS-performance relationships through a new linkage model.
      Citation: Personnel Review
      PubDate: 2022-10-04
      DOI: 10.1108/PR-11-2021-0835
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Being authentic by sharing team vision: mediating role of strengths use
           within a team

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      Authors: Makoto Matsuo
      Abstract: Authenticity, or the extent to which individuals act in accordance with their values, beliefs and characteristics, is recognized as a key component of a fulfilled life. However, little is known about its antecedents in an organizational context. Drawing on goal-setting theory and the broaden-and-build theory, the current study examined the role of team leaders' perceived shared vision in promoting their work authenticity, mediated through strengths use support (SUS) for members as well as leaders' strengths use. A two-wave questionnaire survey was conducted to test the hypotheses using a sample of 325 middle managers of a manufacturing firm. The results of structural equation modeling show that perceived shared vision promoted work authenticity, mediated through SUS and strengths use. This study is the first to identify that shared goals can trigger authenticity at work by directing the leader to use their strengths, alongside their team members.
      Citation: Personnel Review
      PubDate: 2022-10-03
      DOI: 10.1108/PR-06-2021-0420
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Avoiding the burst pipeline post-COVID-19: drivers of female academic
           careers in Australia

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      Authors: Fleur Sharafizad, Kerry Brown, Uma Jogulu, Maryam Omari
      Abstract: Literature around the careers of female academics is targeted mainly toward identifying and examining career progression inhibitors, while the drivers appear largely unexplored. This paper aims to contribute to contemporary knowledge by identifying drivers to the career progression of female academics in Australia. With COVID-19 currently impacting the careers of female academics this knowledge can assist universities and human resource (HR) professionals in developing policies and practices to better facilitate female academic career progression. Empirically this paper draws on a qualitative study of 18 male and 29 female academics, as well as nine senior university stakeholders. The authors employed semi-structured interviews and a novel methodology, Draw, Write, Reflect. In line with attribution theory, senior stakeholders mainly identified organisational efforts, including leadership, gender equity endeavours, recruitment and promotion approaches, as well as a construct known as “relative to opportunity considerations”, as drivers of female academics’ career progression. Female academics, however, largely attributed their career progression to personal factors, such as family support, informal mentoring, and determination and persistence. The findings have implications for universities and HR practices seeking to facilitate female academic career progression. Implementation of the drivers identified may enhance female academics’ abilities to progress their careers. By focussing on the drivers of, rather than the barriers to, female academic careers, the research is novel in its identification of a previously unexplored mismatch between organisational attribution and individual attribution of career progression drivers thereby advancing knowledge of gender differences in academic careers.
      Citation: Personnel Review
      PubDate: 2022-09-23
      DOI: 10.1108/PR-12-2021-0909
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Exploring the consequences of mindfulness at work: the impact of mindful
           organizing on employee attitudes and behavior toward work and organization
           

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      Authors: Daniel Gajda, Przemysław Zbierowski
      Abstract: Drawing on the social exchange theory, the authors extend the high-reliability literature by examining employees' subjective experience of working in contexts engaging in mindful organizing (MO). Ultimately, they ask the question about how MO affects employees' attitudes and behavior toward work and organization, such us organizational commitment (OC), motivation to work and organizational citizenship behavior (OCB), in ordinary business settings. The purpose of this paper is to address this issue. The authors surveyed 307 employees from various industries, using paper-and-pencil questionnaires. A series of hierarchical regression analyses and structural equation modeling were performed to test our hypotheses. The authors found that MO is positively related to employees' affective and normative commitment to an organization, and that affective commitment is positively related to motivation to work and OCB. The study also reveals that the affective commitment has a partially mediating role in the MO – motivation and MO – OCB relations. Although several researchers argue that the effectiveness of MO may be higher in an uncertain environment, the authors’ study indicates that the environment does not moderate the relationship between MO and OC. To the best of the authors’ knowledge, this study is one of the first attempts to explore the effects of MO in a traditional (i.e. nonhigh reliability) business context. Furthermore, their findings prove that MO not only leads to higher reliability and greater safety, as previous studies show, but it also positively affects performance-related attitudes and behavior.
      Citation: Personnel Review
      PubDate: 2022-09-21
      DOI: 10.1108/PR-05-2020-0385
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Intrinsic and extrinsic reward synergies for innovative work behavior
           among South African knowledge workers

         This is an Open Access Article Open Access Article

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      Authors: Aveshan Venketsamy, Charlene Lew
      Abstract: The purpose of this paper is to investigate whether organizational support for innovation and informational extrinsic rewards moderate the relationship between intrinsic motivation and innovative work behavior. Multiple and hierarchical regression analyses based on data from 150 knowledge workers tested the hypotheses for a South African sample. The results confirmed a positive relationship between intrinsic motivation and innovative work behavior, and found positive relationships between both organizational support for innovation and informational extrinsic rewards and innovative work behavior. While organizational support positively moderated the relationship between intrinsic motivation and innovative work behavior, acting in synergy with intrinsic motivation, informational extrinsic rewards had a negative moderating effect. When organizations want to encourage knowledge workers to generate, promote and realize innovative ideas, they should create an environment that encourages autonomy, competence and relatedness, with support for creativity and differences of ideas. The study provides new indications of the interactions of synergistic extrinsic rewards and intrinsic motivation to affect innovative work behavior.
      Citation: Personnel Review
      PubDate: 2022-09-20
      DOI: 10.1108/PR-02-2021-0108
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • CEO environmentally specific transformational leadership and firm
           proactive environmental strategy: roles of TMT green commitment and
           regulative pressure

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      Authors: Chen Yang, Lu Zhang
      Abstract: This research aims to focus on the environmentally specific transformational leadership (ETFL) of a chief executive officer (CEO) and aims to examine the effect of CEOs' ETFL on firm's proactive environmental strategies (PESs), by indicating the top management team's (TMT) green commitment as a mediator and regulative pressure as a moderator to understand the relation. This study used multisource data from 170 small-to medium-sized manufacturing firms in China. The results indicated that CEOs' ETFL was positively related to the TMT's green commitment, which, in turn, enhanced the firm's PESs. Moreover, regulative pressure strengthened the direct effect of CEOs' ETFL on their TMTs' green commitment and the indirect effect of CEOs' ETFL on the firm's PESs via TMTs' green commitment. The tested importance of regulative pressure as an external condition that strengthens the effectiveness of CEOs' ETFL offers new theoretical insights to advance the literature on PESs.
      Citation: Personnel Review
      PubDate: 2022-09-20
      DOI: 10.1108/PR-02-2021-0114
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Health services in Australia and the impact of antiquated rostering
           practices on medical scientists: a case for HR analytics and
           evidenced-based human resource management

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      Authors: Jillian Cavanagh, Timothy Bartram, Matthew Walker, Patricia Pariona-Cabrera, Beni Halvorsen
      Abstract: The purpose of this study is to examine the rostering practices and work experiences of medical scientists at four health services in the Australian public healthcare sector. There are over 16,000 medical scientists (AIHW, 2019) in Australia responsible for carrying out pathology testing to help save the lives of thousands of patients every day. However, there are systemic shortages of medical scientists largely due to erratic rostering practices and workload issues. The purpose of this paper is to integrate evidence-based human resource management (EBHRM), the LAMP model and HR analytics to enhance line manager decision-making on rostering to support the wellbeing of medical scientists. Using a qualitative methodological approach, the authors conducted 21 semi-structured interviews with managers/directors and nine focus groups with 53 medical scientists, making a total 74 participants from four large public hospitals in Australia. Across four health services, manual systems of rostering and management decisions do not meet the requirements of the enterprise agreement (EA) and impact negatively on the wellbeing of medical scientists in pathology services. The authors found no evidence of the systematic approach of the organisations and line managers to implement the LAMP model to understand the root causes of rostering challenges and negative impact on employees. Moreover, there was no evidence of sophisticated use of HR analytics or EBHRM to support line managers' decision-making regarding mitigation of rostering related challenges such as absenteeism and employee turnover. The authors contribute to HRM theory by integrating EBHRM, the LAMP model (Boudreau and Ramstad, 2007) and HR analytics to inform line management decision-making. The authors advance understandings of how EBHRM incorporating the LAMP model and HR analytics can provide a systematic and robust process for line managers to make informed decisions underpinned by data.
      Citation: Personnel Review
      PubDate: 2022-09-20
      DOI: 10.1108/PR-09-2021-0690
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Narcissists going above and beyond' The role of perceived negative
           inequity and self-enhancement motivation

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      Authors: Shih Yung Chou, Charles Ramser
      Abstract: Utilizing a self-regulatory perspective, the authors examine how narcissism influences perceived negative inequity and the downstream effects on self-enhancement motivation and organizational citizenship behaviors (OCBs) over time. A total of 689 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. A latent growth curve modeling approach using EQS 6.4 for Windows was employed to test the hypothesized model. Results illustrate that individuals with higher levels of narcissism perceive higher levels of perceived negative inequity and then form higher levels of self-enhancement motivation, which prompt more OCB directed toward the organization (OCBO) than OCB directed toward individuals (OCBI). When perceived negative inequity increases over time, narcissists experience a faster increase in self-enhancement motivation, which also leads to a faster increase in OCBO compared to the increase in OCBI. Theoretically, this study provides theoretical and empirical insights into understanding the process through which narcissists' OCBs are motivated. Practically, this study offers several practical recommendations that help managers manage OCBs effectively in the organization.
      Citation: Personnel Review
      PubDate: 2022-09-09
      DOI: 10.1108/PR-11-2021-0799
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Employee idiosyncratic deals (i-deals) and organizational justice: the
           role of individual job performance and coworkers’ i-deals

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      Authors: Eun Kyung Lee, Woonki Hong, Deborah E. Rupp
      Abstract: Idiosyncratic deals (i-deals) have been shown to influence several employee outcomes positively. To extend the research, the authors examine the effect of i-deals on employees’ perceptions of organizational justice, in particular, how the relationship between employees’ own i-deals and organizational justice is affected by employees' job performance as well as their perceptions of coworkers’ i-deals. The authors tested the theoretical model using survey data from 182 hotel employees. Results show that i-deals are positively related to employees’ perceptions of organizational justice and that such effects are stronger among high performing employees. The effect of i-deals on organizational justice was also more pronounced among employees who viewed coworkers as having successfully negotiated i-deals. The authors' findings suggest that organizations can benefit from providing i-deals through employees’ enhanced perceptions of organizational justice. The paper thus recommends that organizations understand the impact of providing more flexible human resources (HR) practices and customized work arrangements that are aligned with individual goals and needs. This may be particularly relevant to high performers. Furthermore, the findings suggest that organizations may want to make i-deals available to employees more widely than to just a few selected individuals. This study is one of a few attempts that empirically investigate the relationship between i-deals and organizational justice. The findings of this study shed light on the possibility that employees develop positive justice perceptions toward employeesʼ organization based on the appreciation of the customized work arrangements granted to both themselves and others.
      Citation: Personnel Review
      PubDate: 2022-09-06
      DOI: 10.1108/PR-05-2021-0335
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Profiling employee psychological responses during restructuring and
           downsizing in the public sector: “Flourishers”, “Recoverers” and
           “Ambivalents”

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      Authors: Martin R. Edwards, Michael Clinton
      Abstract: This study aims to examine configurations of person-centered psychological change during organizational restructuring and downsizing in a public sector setting. Drawing on a social cognitive framework of organizational change the authors explore and identify the existence of different groups of employees who demonstrate varied responses (on commitment, engagement and anxiety) to restructuring and downsizing. Surveys were collected from employees in three longitudinal waves (Time 1 N = 253; Time 2 N = 107; Time 3 N = 93, twelve months apart) at a UK public sector organization shortly before, during and after restructuring and downsizing. Three classes of response emerged based on levels of and change in anxiety, organizational commitment and work engagement: a positive “Flourishers” profile was identified along with two relatively negative response profiles, labeled as “Recoverers” and “Ambivalents”. Higher levels of job control accounted for membership of the more positive response profile; higher structural uncertainty predicted membership of the most negative response group. Using a person-centered approach, the authors form an understanding of different types of employee responses to downsizing; along with potential factors that help explain why groups of employees may exhibit certain psychological response patterns and may need to be managed differently during change. Thus, this approach provides greater understanding to researchers and managers of the varied impact that restructuring/downsizing has on the workforce. To date there has been little research exploring employee responses to organizational restructuring and downsizing that has attempted to take a person-centered approach, which assumes population heterogeneity. Unlike variable centered approaches, this unique approach helps identify different patterns of employee responses to restructuring and downsizing.
      Citation: Personnel Review
      PubDate: 2022-09-01
      DOI: 10.1108/PR-12-2020-0879
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The relationship between self-leadership and employee engagement in
           Lebanon and the UAE: the moderating role of perceived organizational
           support

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      Authors: Mazen Malaeb, Grace K. Dagher, Leila Canaan Messarra
      Abstract: As the work context is dynamically changing, enhancing employee engagement through personal and organizational means is still capturing the attention of organizations as well as human resources researchers and practitioners. Thus, the purpose of this paper is to examine the relationships between self-leadership, employee engagement, and perceived organizational support and to test the moderating effect of perceived organizational support. Data were collected through an online self-reporting questionnaire, with a total of 225 employees from Lebanon and 251 employees from the United Arab Emirates (UAE). Moderating analysis was conducted using Process v3.3 on both samples. Results have shown that self-leadership and perceived organizational support were positively related to employee engagement in both countries. However, perceived organizational support served to enhance self-leadership and employee engagement in the UAE, but not in Lebanon. The findings of this study can be used to help organizations as well as human resources and regional managers operating in the Middle East in giving insights about investing in self-leadership strategies and positively influence employee perception of organizational support to strengthen employee engagement. This study is unique in exploring the moderating role of perceived organizational support on the relationship between self-leadership and engagement, and original in theoretically proposing and empirically examining the interaction between perceived organizational support and self-leadership. The context of the study in which the proposed relationships were tested for the first time in Lebanon and the UAE, is also novel as both countries are distinguished from other Middle Eastern countries.
      Citation: Personnel Review
      PubDate: 2022-08-26
      DOI: 10.1108/PR-12-2021-0862
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Self-determined motivation, cross-cultural adjustment and organizational
           

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      Authors: Thuy Linh Pham, Yung-Fu Huang, Thac Dang-Van
      Abstract: This study aims to investigate the relationship between self-determined motivation and organizational commitment, with the mediating role of cross-cultural adjustment of low-skilled workers who come from an emerging economy working in a developed economy. This study also aims to determine the interaction effect between intrinsic and extrinsic motivation on organizational commitment. This study collects a sample data of 236 Vietnamese laborers in Taiwan. Structural equation modeling is used to analyze data and test hypotheses. Results show that intrinsic and extrinsic motivations are positively related to organizational commitment. Cross-cultural adjustment positively mediates the relationship between intrinsic motivation and organizational commitment and that between extrinsic motivation and organizational commitment. Furthermore, extrinsic motivation positively moderates the relationship between intrinsic motivation and organizational commitment. This study helps to untangle the relationship between self-determined motivation and organizational commitment of low-skilled workers in an unfamiliar environment. Furthermore, this study also clarifies the mediating and moderating mechanisms of cross-cultural adjustment and extrinsic motivation in this relationship. The findings provide implications for researchers and managers to plan and implement policy and management systems that combine tangible and intangible incentives to motivate foreign workers and induce positive outcomes for companies in a new cultural context.
      Citation: Personnel Review
      PubDate: 2022-08-23
      DOI: 10.1108/PR-07-2020-0558
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Free agents seeking for career support: exploring the expectations of
           skilled contingent workers vis-à-vis labour market intermediaries

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      Authors: Jérôme Sulbout, François Pichault
      Abstract: Recent studies on contingent workers highlight their boundaryless and protean nature, and depict them as free agents who reject organisational forms of career support. Going beyond such current view, this paper aims to shed light on the career support provided by labour market intermediaries (LMIs) to skilled contingent workers (SCWs), the latter known as freelancers and consulting firms' employees. Using a qualitative stance and an inductive approach, the authors draw on 33 interviews to grasp SCWs' discourses on the career support offered by LMIs, and their account managers. The thematic analysis reveals two main themes: the career support delivered by LMIs to SCWs, and the expectations of SCWs regarding potential additional forms of career support from LMIs. The authors show that SCWs are supported by LMIs in their career via a number of career management practices and operational support, and account managers a likely to play a key role in the careers of SCWs by providing transactional and relational career support. Moreover, the authors stress that SCWs are free agents, yet seeking for forms of support from LMIs. The present paper addresses the roles of LMIs regarding non-standard population of workers through the lens of SCWs, what has barely been undertaken in recent research. This paper also enriches current debates on the organisational support SCWs are willing to accept and benefit from, despite the idiosyncratic nature of their careers.
      Citation: Personnel Review
      PubDate: 2022-08-23
      DOI: 10.1108/PR-10-2021-0727
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Fostering employees' resilience and psychological well-being through an
           app-based resilience intervention

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      Authors: James Avey, Alexander Newman, Kendall Herbert
      Abstract: The purpose of this study was to address calls for and test efficacy of an app based, short term resilience intervention for individual benefit. Three independent samples of participants were assessed to determine the efficacy of an employee focused resilience intervention. Study 1 includes a cross sectional validation of the approach. Study 2 examines validity of the intervention using pre- and post-tests. Study 3 utilizes random assignment of groups (treatment and control) to determine invention results on resilience and individual psychological well-being. Evidence suggests employees in the experimental group reported higher levels of resilience and psychological well-being as a result of the intervention. Further, the authors found no significant changes in resilience or psychological well-being amongst employees in the control group suggesting the intervention induced the effect. Previous research attempting resilience interventions have been long, cumbersome and expensive for organizations. Basing the authors’ method on previous research regarded as micro interventions, this intervention is individualized, flexible and very cost effective for organizational application.
      Citation: Personnel Review
      PubDate: 2022-08-18
      DOI: 10.1108/PR-08-2021-0612
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Can patient gratitude compensate for depletion from family-to-work
           conflict in nurses' An experience sampling study

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      Authors: Xiaojun Zhan, Wei Yang, Yirong Guo, Wenhao Luo
      Abstract: Nurses' work engagement is critical for the service quality of the hospital. Thus, investigation on the influencing factors of nurses' work engagement has become an important issue. This study addresses this issue by exploring the effect of daily family-to-work conflict (FWC) on next-day work engagement among Chinese nurses. The theoretical model was tested using 555 experience sampling data from 61 nurses collected for 10 workdays in China. Nurses' daily FWC is associated with their next-day ego depletion. Moreover, increased ego depletion ultimately reduces their next-day work engagement. In addition, a between-individual factor of frequency of perceived patient gratitude mitigates the effect of FWC on ego depletion and the indirect effect on work engagement via ego depletion. This study is important to the management of health-care organizations as it carries significant implications for theory and practice toward understanding the influence of FWC among nurses. On the one hand, the authors apply the job demands-resources (JD-R) model as the overarching theoretical framework, which contributes to the authors’ understanding of how FWC impairs work engagement. On the other hand, the authors extend extant theoretical models of FWC by identifying the frequency of perceived patient gratitude as an important contextual factor that counteracts the negative effects of FWC among nurses. Moreover, organizations could encourage patients to express their gratitude to nurses by providing more channels, such as thank-you notes, to offer nurses some support for overcoming the destructive effect of FWC.
      Citation: Personnel Review
      PubDate: 2022-08-15
      DOI: 10.1108/PR-12-2020-0891
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Turnover intentions: the roles of job satisfaction and family support

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      Authors: Huong Le, Joohan Lee, Ingrid Nielsen, Thi Lan Anh Nguyen
      Abstract: This paper examines the factors that influence the work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship. The authors used a sample of 231 employees working in the manufacturing industry in Vietnam to test the conceptual model. Drawing upon the job demands-resources (JD-R) model and job embeddedness theory, the authors found that employees' psychological capital and family support influenced turnover intentions through enhancing their job satisfaction. The authors also found that the influence of job demands on turnover intentions was altered when employees had higher levels of family support. This study provides important insights for human resource managers regarding what may influence employees' job satisfaction and turnover intentions. The findings advance turnover literature by highlighting the important roles of both internal resources (psychological capital) and external resources (family support) in influencing employee turnover intentions in Vietnam.
      Citation: Personnel Review
      PubDate: 2022-08-12
      DOI: 10.1108/PR-08-2021-0582
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Emotional culture of joy and happiness at work as a facet of wellbeing: a
           mediation of psychological safety and relational attachment

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      Authors: Mohammed Aboramadan, Yasir Mansoor Kundi
      Abstract: Drawing upon theories of conservation of resources (COR), broaden-and-build (BnB), self-determination, and the job demands- resources (JD-R) model, this study uniquely tries to understand the mechanisms that contribute to happiness at work by proposing a model of the effects of emotional culture of joy on happiness at work, where psychological safety and relational attachments serve as intervening mechanisms among the aforesaid relationship. A three-wave time-lagged study with 340 employees from Pakistani organizations was conducted. Data were analyzed using covariance-based structural equation modelling. The results indicate that emotional culture of joy significantly predicts happiness at work. Furthermore, emotional culture of joy significantly and positively influences both psychological safety and relational attachment. Finally, the relationship between emotional culture of joy and happiness at work is found to be mediated by both relational attachment and psychological safety. The results are of utmost importance as they provide insights to policy makers and organizations administrators on the value of emotional culture of joy and its contribution to employees’ wellbeing, and indeed its role in fostering important psychological and emotional resources such as psychological safety and relational attachment. This study is unique for the following reasons. First, it addresses and bridges a gap pertaining to the drivers of happiness at work. Second, this is the first study that considers emotional culture of joy as an antecedent to happiness at work. Third, the employment of both psychological safety and relational attachment as intervening mechanisms in the relationship between emotional culture of joy and happiness at work has not been previously addressed in the management and wellbeing literature. Finally, the study shifts direction from studying organizational drivers (i.e. HR, organization support, etc.) of happiness at work to the examination of psychological and emotional resources that may influence happiness at work.
      Citation: Personnel Review
      PubDate: 2022-08-09
      DOI: 10.1108/PR-04-2021-0285
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Does motivation matter' How leader behaviors influence employee vigor
           at work

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      Authors: Fu Yang, Gang Chen, Qiuling Yang, Xin Huang
      Abstract: This study supposes to provide new insights into the role of leader behaviors in motivating employees by examining how and when spiritual leadership and contingent reward leadership facilitate employee vigor at work. Drawing from self-determination theory (SDT), the current study proposes that spiritual leadership intrinsically motivates employees, whereas contingent reward leadership extrinsically motivates employees – both of which subsequently improve employee vigor at work. The theoretical model was tested through a sample of 191 employees collected across three time points in China. Results revealed that spiritual leadership positively facilitates employee vigor at work through enhancing their work enjoyment, and employees' need for achievement can amplify the effects of spiritual leadership. In addition, employees' performance-reward expectancy transmits the effects of contingent reward leadership on employee vigor at work, and leaders' performance expectations play a key role in strengthening the positive influences of contingent reward leadership. Based on SDT, this study provides a comprehensive explanation of how and when two patterns of leader behaviors affect employee vigor at work. Therefore, the authors provide significant insights for leadership and work design in human resource management.
      Citation: Personnel Review
      PubDate: 2022-08-09
      DOI: 10.1108/PR-10-2021-0734
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Internal and external networking behaviors and employee outcomes: a test
           of gender moderating effect

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      Authors: Saroja Wanigasekara, Muhammad Ali, Erica Lynn French, Marzena Baker
      Abstract: Research suggests that engaging in networking behaviors can affect individual work outcomes. However, relatively less is known about how internal versus external networking behaviors influence work outcomes, and whether gender moderates these relationships. Drawing on social capital theory and social role theory, the authors propose a positive relationship between employees' internal and external networking behaviors and their work outcomes (job commitment and career success), and the moderating effect of gender. The authors also explore employee preference in networking. Based on a sequential mixed-method research design with a four-month time lag, Study 1 data on networking behaviors and employee outcomes were collected via a survey of middle managers and their supervisors from 10 private sector organizations in Sri Lanka. Study 2 data were collected via interviews from a sample of those middle managers and their supervisors. Study 1 findings indicate a positive relationship between internal networking behaviors and job commitment, and external networking behaviors and career success. The authors also found that internal networking behaviors enhance job commitment. Study 2 findings indicate men and women network differently and benefit differently from that networking but achieve equitable workplace benefits. This study provides pioneering evidence that internal networking behaviors enhance job commitment among women. It appears that past research did not test the moderating effect of gender for internal versus external networking behaviors separately. Moreover, this study refines the evidence that internal and external networking behaviors differentially impact employee outcomes and explains the processes through a qualitative inquiry.
      Citation: Personnel Review
      PubDate: 2022-08-08
      DOI: 10.1108/PR-08-2020-0641
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Disentangling the elements of PsyCap as drivers for work, organization and
           social engagement in knowledge-intensive work

         This is an Open Access Article Open Access Article

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      Authors: Ilona Toth, Sanna Heinänen, Aino Kianto
      Abstract: In response to a growing interest in worker well-being in a work-life which is experiencing fundamental transformations, this paper builds and tests a research model on the role of psychological capital (PsyCap) in three different forms of engagement at work. Engagement at work has been identified as one of the most significant drivers of successful work performance. Using a quantitative research design, data were collected from 396 highly specialized knowledge workers through anonymous questionnaires. Research hypotheses were tested with linear models. Analysis results indicate that all three forms of engagement are affected by PsyCap which consists of self-efficacy, resilience, hope and optimism, but the effect of individual dimensions is not the same for different forms of engagement at work. It is argued that paying more attention to personal resources, such as the dimensions of PsyCap, and acknowledging diversity among individual workers offer possibilities for increasing employee performance. HR personnel can benefit organizational performance by boosting different dimensions of employees’ PsyCap for different engagement purposes. This paper takes a wider perspective on engagement at work, arguing that also organization engagement and social engagement, together with work engagement, are important factors for employee well-being and performance in work society.
      Citation: Personnel Review
      PubDate: 2022-08-05
      DOI: 10.1108/PR-01-2021-0031
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Engaging the age-diverse workforce: the interplay between personal and
           contextual resources

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      Authors: Karoline Hofslett Kopperud, Christina G.L. Nerstad, Robert Buch
      Abstract: The purpose of this study was to advance research on work-related well-being and age by using a life-span approach to investigate the relationship between mastery goal orientation and work engagement during various age periods. The authors further tested whether a perceived motivational climate moderated the proposed relationships, and whether the nature of the moderation differed between age groups. The authors utilized a two-wave, web-based questionnaire survey and collected data from 838 employees in the financial sector in Norway. Multiple regressions and PROCESS macro were used to test these hypotheses. The authors found that both work engagement and mastery goal orientation differed across age groups and that the relationship between mastery goal orientation and work engagement was stronger for older than for younger ages. The results further support the moderating role of a motivational climate. Whereas a perceived mastery climate moderated the relationship between mastery goal orientation and work engagement for older workers, a perceived performance climate moderated the suggested relationship for younger workers. The study extends research on work engagement in an age-diverse workforce by applying a life-span approach to the interplay between person and contextual elements in fostering work engagement. Furthermore, the study involved investigating factors that may inhibit or enhance the link between mastery orientation and work engagement for various age groups, which is important given work engagement’s link to central work outcomes.
      Citation: Personnel Review
      PubDate: 2022-08-05
      DOI: 10.1108/PR-06-2021-0463
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Flourishing-at-work and turnover intentions: does trust in management
           moderate the relationship'

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      Authors: Mohammad Faraz Naim, Adnan Ozyilmaz
      Abstract: Based on the theoretical underpinnings of the theory of work adjustment and social exchange framework, the authors contend that an employee's trust in management (TIM) will interact with the flourishing-at-work (FAW) to predict turnover intentions (TIs). Specifically, the authors assumed that FAW will have a stronger negative effect on TIs, given the greater degree of TIM. Leveraging a cross-sectional survey design and data gathered from 587 IT professionals working in India, the findings revealed that FAW negatively predicted TIs. More importantly, TIM accentuates or moderates the negative relationship between FAW and TIs. Specifically, TIM was found to have a significant moderating effect on the relationship between (1) psychological well-being (PWB) and TIs, (2) social well-being and TIs. Interestingly, a nonsignificant moderating effect was observed on the relationship between emotional well-being (EWB) and TIs. The research findings of this study might be context-specific as the IT industry in India generally has high attrition, so obviously, a higher TIs is expected from IT professionals. Therefore, future studies should explore a different industry may be manufacturing and so on, to test the current study's research framework. These are highly important contributions to the extant scholarship on FAW, as the study offers new wisdom into how FAW influences TIs under the contingent effect of TIM. This is the first of its kind study to explore the moderating role of TIM on the link between FAW and employees' TIs.
      Citation: Personnel Review
      PubDate: 2022-08-05
      DOI: 10.1108/PR-09-2020-0715
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Is employer collection of diversity data attractive to potential job
           seekers' Ethnicity and sex differences and a UK–Sweden comparison

         This is an Open Access Article Open Access Article

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      Authors: Amanda J. Heath, Magnus Carlsson, Jens Agerström
      Abstract: Many organisations monitor statistics on the background of job applicants to inform diversity management, a practice known as equality monitoring (EM). The study examines perceptions of EM and employers that use it. Additionally, it aims to assess potentially salient group differences in attitudes towards EM, focussing on perceived history of employment discrimination, ethnicity, sex, and a comparison between the UK and Sweden – two countries which differ extensively in EM prevalence. A cross-sectional self-report survey assessed attitudes toward EM, attraction to employers using it, pro-equality and diversity attitudes, perceived history of employment discrimination and background characteristics (e.g. ethnicity and sex), and compared a UK and Sweden sample (N = 925). The results reveal positive perceptions of EM overall. Although no differences were observed between UK ethnic majority and minority respondents, White British men rate employers using EM as less attractive with increasing levels of perceived past discrimination. Women have more positive perceptions than men. Finally, the UK sample rated EM more positively than the Sweden sample. Despite EM being widespread, the study is the first to investigate detailed perceptions of it, making group and country comparisons. Results support the use of EM in HRM but highlight the need for clear communication to avoid confusion with positive discrimination, which is perceived negatively in some majority group members, and to allay fears of data misuse. Recommendations are made for future implementation.
      Citation: Personnel Review
      PubDate: 2022-08-05
      DOI: 10.1108/PR-10-2021-0735
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Helping as an opportunity and risk: an alternative side to gratitude in
           co-worker dyads

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      Authors: Jennifer A. Harrison, Marie-Hélène Budworth, Thomas H. Stone
      Abstract: As workplaces and relationships evolve with increasing complexity, co-worker dynamics have become a key concern for HR managers and scholars. An important yet overlooked aspect of co-worker dynamics is gratitude. This paper adopts a relationship-specific conceptualization of gratitude and explores its influence on prosocial behaviors within co-worker dyads. The proposed model also suggests structural-relational factors under which these relationships are affected. The conceptual paper draws insights from personal relationships to consider an alternative side of gratitude’s prosocial action tendencies, thereby highlighting two: risk-oriented and opportunity-oriented. These assumptions are then situated within the affect theory of social exchange to predict gratitude’s influence on prosocial behaviors within co-worker dyads. The proposed model illuminates the importance of studying relationship-specific gratitude within co-worker relations by illustrating its effects on two types of prosocial action tendencies – opportunity-oriented and risk-oriented and varying prosocial behaviors (from convergent to divergent). Structural-relational factors, such as positional and physical distance between co-workers, are considered to affect these relationships. While the study of gratitude in the workplace is emerging, little research has examined its influence on the nature of prosocial behaviors within co-worker relations. This paper advances the notion that gratitude serves an adaptive function in co-worker dyads, thereby highlighting the risk-oriented and opportunity-oriented continuum, and its implications for the type and scope of prosocial behaviors exchanged.
      Citation: Personnel Review
      PubDate: 2022-08-04
      DOI: 10.1108/PR-10-2021-0774
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Could you give me some advice' How and when leader consultation sparks
           employee proactivity

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      Authors: Kong Zhou, Wen-jun Yin, Xiaofei Hu, Xi Ouyang, Chenglin Gui, Beijing Tan
      Abstract: This study examined the dynamical and positive effects of leader consultation on employee proactivity from a motivational perspective. Survey data were collected twice a day from 107 employees in a week by using an experience sampling method. On a daily basis, leader consultation had a positive effect on employees’ state work engagement, which in turn promoted employees’ proactivity. Moreover, authoritarian leadership weakened the positive relationship between leader consultation and employees’ state work engagement. The findings provided a new perspective regarding the potential dynamic motivational effect of leader consultation on employees and generated interesting implications for paradoxical leadership theory.
      Citation: Personnel Review
      PubDate: 2022-08-03
      DOI: 10.1108/PR-01-2021-0040
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The link between supervisor support, servicing efficacy and job
           satisfaction among frontline hotel employees: an investigation in Turkey

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      Authors: Merve Öksüz, Hikmet Tosyalı, Furkan Tosyali
      Abstract: This paper aims to examine the association between supervisor support, servicing efficacy and job satisfaction among frontline hotel employees in Turkey. Specifically, the mediating role of servicing efficacy was examined in the link between supervisor support and job satisfaction. Data were collected from 421 frontline employees in 4- and 5-star hotels located in the South and South West of Turkey. The authors proposed a conceptual model in which servicing efficacy mediates the link between supervisor support and job satisfaction after controlling for demographic information. Data were analyzed through the structural equation modeling (SEM) framework. Results showed that supervisor support positively predicted servicing efficacy and job satisfaction reports of the employees. Those reporting higher servicing efficacy were more likely to report increased job satisfaction. In addition, servicing efficacy partially mediated the link between supervisor support and job satisfaction. The current study provides new evidence on the link between supervisor support, efficacy beliefs and job satisfaction in the hotel industry. This is the first study investigating the mediating role of servicing efficacy in the association between supervisor support and job satisfaction. Moreover, most previous studies separately focusing on supervisor support, efficacy beliefs and job satisfaction in the hospitality industry were conducted in developed, Western countries. In contrast, research examining work-related constructs and outcomes in Turkey’s hospitality industry has been limited. Thus, both replicated and original findings would contribute to the generalizability of cumulative knowledge in tourism and hospitality.
      Citation: Personnel Review
      PubDate: 2022-08-03
      DOI: 10.1108/PR-10-2021-0733
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Creatures of a lesser god! Gender-based differences in HR attributions
           mediated by person-job fit: a poly-contextual analysis

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      Authors: Amna Yousaf, Fatima Yusuf, Waheed Ali Umrani
      Abstract: Using social information processing and sense-making theory, the current study examines how the poly-contextual factors and social environment of employees provide unique cues and shape an employee's person-job (PJ) fit perceptions in ways that enable males to perceive a better PJ fit than their female counterparts at work. These perceptions of PJ fit act as mediating processes between gender-based differences in HR commitment or HR control attributions. After collecting two waves of data over a six-month period from a sample of 498 banking sector professionals in Pakistan, the hypothesized relationships were tested using hierarchical multiple regression. It was found that gender (female) was positively related to HR control attributions and negatively related to PJ fit perceptions and HR commitment attributions. The mean differences between males and females concerning these study variables were significant. Also, PJ fit mediated the relationship between gender and HR attributions. The study contributes to the advancement and understanding of the predictors of HR attributions by examining the poly-contextual factors that shape unique experiences, knowledge structures and social information processing, thus forming distinct PJ fit perceptions and subsequent HR commitment or control attributions for males and females.
      Citation: Personnel Review
      PubDate: 2022-07-22
      DOI: 10.1108/PR-08-2021-0597
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Exploring job resources as predictors of employees' effective coping with
           job stress

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      Authors: Leonidas A. Zampetakis, Panagiotis Gkorezis
      Abstract: The purpose of this paper is to shed more light on the relative impact of the various workplace resources on employees' effective coping with job stress symptoms, taking into account synergistic and antagonistic effects. The authors used job demands-resources (JD-R) theory as an overarching theoretical framework to test the hypotheses. The authors used a factorial survey experiment and a within-person design. Data were obtained from a random sample of 97 Greek employees working in public and private organizations. Multilevel modeling regression techniques were used for data analyses. The authors examined the relative effect of various job resources at different levels on employees' ratings of effective coping with job stress symptoms. In parallel, the authors investigated the possible synergistic and antagonistic interactions between the specific job resources. The authors found that managers' leadership and humor style, their relationship with subordinates and coworkers’ support had positive effects on employees' coping with job stress. In addition, the authors found that the manager's leadership style interacts with manager–subordinate relationship quality and coworkers’ support as well as the latter interacts with the manager's humor style and manager–subordinate relationship quality. The study model explained 50% of the variance in effective coping with stress ratings. The study highlights the importance of workplace resources as contextual variables, for the effective coping with stress symptoms at work. It highlights that a combination of workplace resources produces a net effect that was better than would have been expected based solely on the individual performance of these job resources. As such, the research answer calls to attend to the effects of synergistic effects of workplace resources on effective coping with stress symptoms at work.
      Citation: Personnel Review
      PubDate: 2022-07-22
      DOI: 10.1108/PR-11-2020-0814
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Catching emotions: the moderating role of emotional contagion between
           leader-member exchange, psychological capital and employee well-being

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      Authors: Matthew J. Xerri, Rebecca Cozens, Yvonne Brunetto
      Abstract: This paper uses conservation of resources theory to compare the impact of supervisor-employee relationships and the extent to which emotional contagion (EC) moderates the links between psychological capital (PsyCap) and well-being for United States (US) healthcare workers. In this study structural equation modeling (SEM) and analysis of variances (ANOVAs) were used to test survey data collected at two points in time from 240 US doctors, nurses and allied health professionals. The findings provide insight into why healthcare professionals, who undertake emotional labor, have a higher incidence of lower well-being and increased burnout rates compared with other jobs, except for emergency workers. The findings show that the relationship between PsyCap and well-being was different for low and high EC employees. The impact of PsyCap on well-being was greater for those with lower EC, and this means that those employees who have high EC have a greater risk of reduced well-being. Traditional bureaucratic rationalist management models are inappropriate for managing those who have high EC and/or undertake emotional labor. Instead, new human resource (HR) models are needed that focus on employee well-being, and in providing greater organizational support and upskilling employees in how to cope with their emotions and to build their own reservoirs of personal support.
      Citation: Personnel Review
      PubDate: 2022-07-22
      DOI: 10.1108/PR-11-2021-0785
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Employer’s investments in job crafting to promote knowledge worker’s
           sustainable employability: a moderated mediation model

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      Authors: Syed Muhammad Irfan, Faisal Qadeer, Muhammad Ibrahim Abdullah, Muddassar Sarfraz
      Abstract: The primary study purpose is to examine whether managerial support triggers job crafting and sustainable employability, and to what extent work uncertainty moderates the managerial support and sustainable employability relationships mediated by job crafting using a moderated mediation approach. Thus, this study aims to uncover new antecedent and outcomes of job crafting using job demands and resources (JD–R) theory as no such research has yet examined these relationships. The structural equation modeling (SEM) technique was employed to test the proposed relationships based on survey data that include a final 483 knowledge workers of the services sector. The authors tested the structural model using self-developed estimates for AMOS 24.0 to examine the moderated mediation process models (process models 7, 14 and 58) rather than using a conventional process macro through SPSS. Consistent with the formulated hypothesis, the results of this study indicate that managerial support directly stimulates job crafting and sustainable employability. Further, job crafting mediates the relationships between managerial support and sustainable employability. This validates the JD–R theory assumption that managerial support as job resources initiates a motivational process through job crafting, leading to sustainable employability as the outcome of the motivational process. Additionally, the moderated mediation results show that in the presence of high work uncertainty, employees are more engaged in job crafting to boost their sustainable employability. Organizations may incorporate these findings while developing human resources (HR) management policies and practices to align top-down and bottom-up job re(design) approaches. For example, by designing line managers’ role in implementation of supportive HR practices, their supportive leadership behavior towards employees will successfully trigger job crafting and nurture their sustainable employability. This research adds to the work design and employability literature. No such study has yet examined whether managerial support triggers job crafting and sustainable employability. Prior studies examine personality traits, some individual difference variable, job characteristics, or leadership influence as antecedents of job crafting. Utilizing the JD–R theory, we empirically validate that job crafting plays a vital role in the motivational process initiated by the job resources (managerial support), leading to sustainable employability as an outcome of the motivational process. The authors further show that in the presence of high job demands (work uncertainty), employees are more engaged in job crafting and more conscious to boost their sustainable employability.
      Citation: Personnel Review
      PubDate: 2022-07-19
      DOI: 10.1108/PR-10-2021-0704
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Impact of workplace safety on well-being: the mediating
           role of thriving at work

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      Authors: Norberth Okros, Delia Virga
      Abstract: Based on the socially embedded model of thriving at work and using the conservation of resources and job demands-resources theories, this study aims to examine the mediating role of thriving at work, as a personal resource, in the relationship between workplace safety, as job resource, and well-being. The authors used structural equation modeling to test the mediation model on a sample of 350 correctional officers. The results provided support to the authors' model. The authors found that workplace safety is positively linked to job satisfaction and negatively to health complaints, and these relationships are partially mediated by thriving at work. Consistent with the conservation of resources theory, thriving at the workplace is a mechanism that translates the positive effect of workplace safety on well-being. The contribution of this research resides that a safe work environment leads to improved health and job satisfaction via thriving at work because thriving correctional officers feel energetic and able to acquire and apply knowledge and skills at workplace.
      Citation: Personnel Review
      PubDate: 2022-07-19
      DOI: 10.1108/PR-10-2021-0709
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The quality of working life from a person-centred perspective: linking
           job crafting, work environment types and work engagement

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      Authors: Ieva Urbanaviciute, Jurgita Lazauskaite-Zabielske
      Abstract: The current study inspects pathways through which job crafting relates to the quality of employees' working lives. To date, this has been mostly done either by linking job crafting to individual job characteristics or by investigating its association with separate aspects of occupational well-being (such as work engagement), whereas empirical evidence about how it may affect one's overall work situation remains scarce. To address this question, the authors conducted latent profile analyses based on selected job resources and job demands, which allowed the authors to derive distinct work environment patterns prevailing in a heterogeneous sample of 1,064 employees. Four patterns were identified denoting a passive, high-strain, low-strain and optimally balanced work environment types. The authors then tested the hypothesis that job crafting would relate to employees' odds of exposure to these patterns and that the latter would differentiate between high and low work engagement. Approach job crafting was related to higher odds of being exposed to a favourably balanced work environment, and the reverse was true of avoidance crafting. Work engagement differed as a function of the quality of the work environment. Furthermore, the results suggested a potentially indirect link between approach job crafting and work engagement via exposure to different work environment types, whereas avoidance crafting related to lower work engagement only directly. The findings contribute to theory testing and practice by providing a holistic representation of the work environment and then interlinking its features with employee proactivity and engagement.
      Citation: Personnel Review
      PubDate: 2022-07-18
      DOI: 10.1108/PR-04-2021-0243
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Full of energy – The relationship between supervisor developmental
           feedback and task performance: a conservation of resources perspective

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      Authors: Zhongqiu Li, Chao Ma, Xue Zhang, Qiming Guo
      Abstract: Meaningful feedback at work signals effective performance management. Drawing on a new perspective of the conservation of resources (COR) theory, this paper aims to examine the mediating effect of relational energy in the relationship between supervisor developmental feedback and subordinates' task performance with the moderating role of learning demands. Data from 230 supervisor-subordinate dyads were collected at two time points of four enterprises in China. The results support the proposed mediation effect that supervisor developmental feedback positively predicts subordinates' task performance via boosting subordinates' relational energy. Furthermore, the results highlighted the moderating role of learning demands in the relationship between supervisor developmental feedback and subordinates' relational energy. The moderated–mediated relationship for subordinates' task performance was also supported. Drawing on COR theory, this paper contributes to a complete understanding of how supervisor developmental feedback may support or build employees' relational energy, facilitating task performance and further exploring learning demands as a boundary condition of this indirect relationship.
      Citation: Personnel Review
      PubDate: 2022-07-08
      DOI: 10.1108/PR-03-2021-0138
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Reframing the performance management system: a conversations
           perspective

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      Authors: Paula O'Kane, Martin McCracken, Travor Brown
      Abstract: To explore human resource (HR) practitioner perspectives of the effectiveness, challenges, and aspirations of the performance management (PM) system to inform future directions for PM design and success. Interviews with 53 HR practitioners from a cross-section of organisations operating in the United Kingdom, Canada and New Zealand. Practitioner's discussed the criticality of effective conversations across all elements of the PM system. Using an interpretive approach, and through a lens of social exchange theory (SET), we used their voice to develop a conversations-based PM model. This model centres on effective performance conversations through the design and implementation of the PM system. It includes four enablers and five environmental elements. The enablers (aligned goals, frequent feedback, skills development, and formality) depend on skilled interactions and conversations, and the organisational environmental elements (design, development function, buy-in, culture, and linkage to other systems) are enhanced when effective conversations take place. Practitioners can use the conversations model to help shape the way they design and implement PM systems, that place emphasis on upskilling participants to engage in both formal and informal honest conversations to build competency in the enablers and assess organisational readiness in terms of the environmental elements. By listening to the under-utilised voice of the HR practitioner, and through a lens of SET, we developed a PM model which emphasises reciprocity and relationship building as key tenets of the PM system. While past research recognises the importance of effective conversations for PM implementation, it has largely silent been about the role of conversations in system design. Our model centres these conversations, presenting enablers and environmental elements to facilitate their core position within effective PM.
      Citation: Personnel Review
      PubDate: 2022-07-05
      DOI: 10.1108/PR-07-2021-0492
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Sustainable HRM and class-based inequality
         This is an Open Access Article Open Access Article

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      Authors: Marco Guerci, Sven Hauff, Nazareno Panichella, Giovanni Radaelli
      Abstract: This paper points out that common human resource manageement (HRM) research and practice have overlooked employee's class of origin. Workers' class of origin can be seen as “the elephant in the room” in current HRM, being that it significantly affects organizational decision-making with negative social (increased class-based inequality) and organizational (inefficient allocation of human re-sources) effects. The paper summarizes the partial, fragmented and multi-disciplinary literature on HRM and employees’ social class of origin. The paper shows how recruiting, selection, training and development practices systematically reinforce class-based inequality by providing high-class employees with more resources and opportunities compared to low-class employees. The paper provides sustainable HR practitioners, educators and researchers with recommendations on how to address employees' social class of origin, improving organizational competitive advantage and reducing class-based inequality at the societal level. The paper focuses on a topic which, in diversity management, is an elephant in the room (i.e. workers social class of origin).
      Citation: Personnel Review
      PubDate: 2022-07-01
      DOI: 10.1108/PR-10-2021-0772
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How and when perceived job search incivility leads to reduced job search
           behavior

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      Authors: Zia Ul Islam, Qingxiong (Derek) Weng, Ahmed Ali, Usman Ghani, Rana Muhammad Naeem
      Abstract: The purpose of this study is to examine the influence of job seekers' perceived incivility during job search on their job search intensity via job search-specific self-esteem, and to explore how the job seekers' level of dispositional mindfulness buffers these relationships. Using self-report measures, time-lagged data were obtained from 242 graduating students of a Chinese university. Results showed that perceived incivility during job search was negatively related to job search-specific self-esteem, and that job search-specific self-esteem was positively related to job search intensity. Further, dispositional mindfulness mitigated the direct link between perceived incivility and job search-specific self-esteem and the indirect link between job seekers' perception of incivility and job search intensity through job search-specific self-esteem. By integrating the recruitment and job search literature, we investigated how negative experiences (perceived incivility during recruitment) stemming from the context of job search influence the motivation of job seekers to continue their job search via the mediating role of job search-specific self-esteem. Further, for the first time, we explored the moderating role of dispositional mindfulness in the job search literature by utilizing the framework of positive psychology.
      Citation: Personnel Review
      PubDate: 2022-06-27
      DOI: 10.1108/PR-07-2019-0401
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Employment expectations: examining the effect of psychological contract
           fulfillment on bridge employees' personal and work attitudes

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      Authors: Bishakha Mazumdar, Amy Warren, Kathryne Dupré, Travor Brown
      Abstract: In this study the authors examine whether bridge employees tend to hold non-standard jobs, and if so, whether non-standard job choice is deliberate. Moreover, the authors examine whether fulfillment of employment expectations affects the personal and work attitudes of bridge employees. The authors' research and hypotheses are supported and developed through psychological contract theory. The authors collected data from 195 bridge employees, employed in a variety of jobs, through an online survey. Hypotheses were tested using hierarchical multiple regression. This study suggests that some bridge employees may engage in non-standard employment deliberately. Moreover, we show that fulfillment of perceived obligation by employers (psychological contract) is associated with personal and work attitudes (life satisfaction, job satisfaction, affective commitment, normative commitment and intentions to stay) of bridge employees. While this study supports psychological contract theory as an important framework for understanding bridge employment, sample size, cross-sectional data and a lack of diversity in the sample limit causality, generalizability and data robustness. Future research should strive to replicate and extend the current findings. The present study underlines the importance of designing jobs to meet the expectations of bridge employees. Also, it highlights the preference of bridge employees to engage in non-standard employment. The authors extend bridge employment research by empirically examining the relationship between unmet employment expectations and the personal and work attitudes of bridge employees.
      Citation: Personnel Review
      PubDate: 2022-06-17
      DOI: 10.1108/PR-08-2020-0658
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • You’re so good-looking and wise, my powerful leaders! When deference
           becomes flattery in employee–authority relations

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      Authors: Dirk De Clercq, Renato Pereira
      Abstract: The purpose of this study is to investigate the relationship between employees’ deference to leaders’ authority and their upward ingratiatory behavior, which may be invigorated by two personal resources (dispositional greed and social cynicism) and two organizational resources (informational justice and forgiveness climate). In this study survey data were collected among employees who work in the banking sector. Strict adherence to leaders’ authority stimulates upward ingratiatory behavior, especially when employees (1) have a natural tendency to want more, (2) are cynical about people in power, (3) believe they have access to pertinent organizational information and (4) perceive their organization as forgiving of mistakes. For human resource (HR) managers, this study points to the risk that employees’ willingness to comply blindly with the wishes of organizational leaders can escalate into excessive, inefficient levels of flattery. Several personal and organizational conditions make this risk particularly likely to materialize. This study extends prior human resource management (HRM) research by revealing the conditional effects of an unexplored determinant of upward ingratiatory behavior, namely, an individual desire to obey organizational authorities unconditionally.
      Citation: Personnel Review
      PubDate: 2022-06-16
      DOI: 10.1108/PR-08-2021-0573
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Sleep-deprived and emotionally exhausted: depleted resources as inhibitors
           of creativity at work

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      Authors: Mavis Agyemang Opoku, Seung-Wan Kang, Najung Kim
      Abstract: Within the theoretical frameworks of conservation of resources and job demands-resources (JD-R), the study aims to examine how sleep deficit could be negatively related to creativity at work by depleting critical resources of creativity. The survey data were collected from 368 individuals nested in 40 teams at a call center. The authors conducted multilevel analysis to test the proposed hypotheses to account for the hierarchical nature of the data while simultaneously estimating the effect of predictors at different levels on individual-level outcomes and maintaining the predictors' level of analysis. Through the data, the study presents how the depletion of resource, that is, emotional exhaustion, functions as a mediating mechanism that connects sleep deficit to creativity at work. Further, the study presents that higher job demands can worsen the negative effects of resource depletion on creativity at work because they further deplete resources needed for creative behaviors. Specifically, when sleep-deprived, those working in a high-task-interdependence climate are likely to experience emotional exhaustion more severely than do those in a low-task-interdependence climate. Also, the relationship between emotional exhaustion and creativity is more negative for managers than for non-managers because of managers' higher job demands. By presenting sleep deficit-linked inhibitors of creativity at work, the authors highlight the importance of securing sufficient sleep and affective resources when designing jobs and HR practices in organizations. This paper addresses the call for attention to examining the mechanisms through which sleep deficit affects employee creative behavior.
      Citation: Personnel Review
      PubDate: 2022-06-14
      DOI: 10.1108/PR-09-2021-0620
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • A game of reciprocity' The effect of leader–follower
           congruence on task performance

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      Authors: Qi Zhang, Xingshan Zheng, Yao Yao, Francisca N.M. Dube
      Abstract: Building on the person–supervisor fit theory, this paper examines how and when leader–follower moqi congruence positively impacts task performance. With data collected from 174 leader–follower dyads in 41 project teams in Shanghai, China, the authors use polynomial regression and response surface plots to test the hypotheses on the effects of leader–follower moqi congruence. Leader–follower moqi congruence positively affects followers' task performance, mediated by coordination. Task coordination was of higher quality when the congruence is achieved at a high level of moqi than at a low level. The effect of leader–follower moqi congruence on task performance (mediated by coordination) was weaker when leader-member exchange was low than when it was high. This study identifies why leader–follower moqi can improve coordination and task performance. It extends person–supervisor fit theory and is an enhancement for moqi research and practice.
      Citation: Personnel Review
      PubDate: 2022-06-13
      DOI: 10.1108/PR-07-2021-0519
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Making sense of a mess: “doing” resilience in the vortex of a
           crisis

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      Authors: Eileen Aitken-Fox, Jane Coffey, Kantha Dayaram, Scott Fitzgerald, Stephen McKenna, Amy Wei Tian
      Abstract: The purpose of the paper is to investigate how human resource professionals (HRPs), in a variety of organizations, responded to the crisis brought about by the event of COVID-19. In particular, it aims to show how organizations, across all sectors, in Western Australia responded with urgency and flexibility to the crisis and showed “resilience in practice”. The study is based on 136 questionnaire responses, 32 interviews and 25 managerial narratives. The mixed qualitative methodology was designed to enable an investigation of the impact of COVID-19 and the response of HRPs. HRPs have responded with agility and flexibility to the impact of COVID-19. They have done so through extensive trial and error, sometimes succeeding, sometimes failing. They have not simply activated a preconceived continuity plan. The research indicates that resilience is an ongoing accomplishment of organizations and the people in them. The objective was description rather than prescription, and the research does not offer solutions to future pandemic-like situations. The research suggests that, given the impact of COVID-19 on organizations, HR practices, processes and policies will need to be thoroughly reconsidered for relevance in the post-COVID world. Possible future directions are highlighted. The research considers the actions of HRPs as they responded to a global crisis as the crisis unfolded.
      Citation: Personnel Review
      PubDate: 2022-06-13
      DOI: 10.1108/PR-12-2021-0869
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Localization in the United Arab Emirates: a study of stereotypes,
           organizational socialization, employability and work outcomes

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      Authors: Abdulaziz Karam, Nick Ashill, Payyazhi Jayashree, Valerie Lindsay
      Abstract: This paper aims to extend the traditional conceptualization of localization, which has largely focused on recruitment, by examining “employability” and “retention” as crucial determinants of localization success. Using survey data from local (Emirati) employees in private sector organizations in the United Arab Emirates (UAE), the authors develop a holistic model of localization and test the relationships between stereotypes, organizational socialization, employability and retention outcomes, using Smart-PLS. Among the main findings are the significant influence of stereotypes on organizational socialization (OS) experiences of Emirati employees, with a negative relationship between “work ethics stereotypes” and perceptions of OS experiences. Strong evidence is also found for the indirect effects of OS experiences on retention of Emirati employees, mediated by employability. This study contributes to the literature on localization by examining the relationships between key variables not examined together in previous research. In terms of limitations, the cross-sectional nature of the study prevents the identification of direction of causality among these relationships. Since employee integration, as part of localization efforts, is a gradual process, future research should include longitudinal studies. Employability has emerged as a significant challenge for organizations and governments working to implement successful localization initiatives. This study’s findings highlight several opportunities for organizational and governmental policy interventions to support successful localization. The authors’ holistic model extends localization literature by providing evidence for the role of stereotypes and employability as key constructs to be examined along with OS experiences and retention.
      Citation: Personnel Review
      PubDate: 2022-06-08
      DOI: 10.1108/PR-07-2021-0548
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Scan it, buy it, pay it – customers' psychological contracts as
           partial employees in retail

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      Authors: Bertrand Audrin, Catherine Audrin
      Abstract: Self-service technologies (SST) have become more and more pervasive in retail to facilitate autonomous checkout. In this context, customers play an active role and, as such, can be considered as “partial employees.” Partial employees have to perform a wide range of tasks, get rewarded for their work and need to understand the terms of the exchange, all without being subject to a formalized contract. In this research, the authors suggest that partial employees go through a process of organizational socialization that allows them to define the psychological contract they hold with the organization. In order to investigate the psychological contracts of partial employees, 324 Canadian customers using SST completed an online questionnaire, in which their SST use, psychological contract fulfillment and organizational socialization were measured. Descriptive analyses highlight that customers as partial employees build a psychological contract with their most frequent retailer, as they perceive not only retailer inducements but also their own contributions. Multiple linear regressions suggest that organizational socialization favors psychological contract fulfillment, but that specific dimensions of organizational socialization are important for employer inducements vs. employee contributions. Moreover, results suggest that the frequency of use of SST as well as the patronage positively predicts psychological contract fulfillment. This research investigates a specific situation of unconventional employment – that of customers as partial employees with organizations. It contributes to the literature on the psychological contract by broadening its application to new relations and to the literature on customer management by reemphasizing the relevance of the psychological contract in this domain.
      Citation: Personnel Review
      PubDate: 2022-06-07
      DOI: 10.1108/PR-08-2020-0640
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Exhausted by social distancing at work: understanding the effects of
           COVID-19 pandemic in workgroups

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      Authors: Farid Jahantab, Smriti Anand, Prajya R. Vidyarthi
      Abstract: In the new post-COVID-19 work order, this study aims to examine whether and how individual-level social distancing interacts with workgroup-level socio-affective support to influence employee exhaustion and performance. Multi-level analyses of time-lagged multi-source data from 231 employees nested in 34 workgroups were conducted to test our hypothesized relationships. Analyses revealed a significant relationship between social distancing and employee performance via emotional exhaustion. Further, the positive relationship between social distancing and emotional exhaustion was attenuated by workgroup team orientation and support for innovation, and the indirect effect of social distancing on employee performance was weaker in workgroups with a high team orientation and high support for innovation. This study extends the job demands-resources theory to the new work order and examines the impact of workplace social distancing on employee outcomes in the context of workgroup membership.
      Citation: Personnel Review
      PubDate: 2022-06-07
      DOI: 10.1108/PR-08-2021-0585
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The impact of abusive supervision differentiation on team performance in
           team competitive climates

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      Authors: Yating Wang, Mingjian Zhou, Hong Zhu, Xuehua Wu
      Abstract: This paper aims to explore the mechanism underlying the relationship between abusive supervision differentiation (ASD) and team performance. The moderating roles of inter-team and intra-team competitive climate are also examined. This research collects data from 419 employees and 71 supervisors from hospitals and financial companies in China. Techniques include descriptive statistics and hierarchical multiple regression are applied to analyze the data. This research finds that (1) team relationship conflict mediated the relationship between ASD and team performance and (2) intra-team competitive climate strengthened the indirect relationship between ASD and team performance through team relationship conflict. The results indicate that organizations should take measures to minimize the occurrence of abusive supervision. Team leaders should increase self-control and avoid abusing employees. Furthermore, organizations should establish an open and fair reward and punishment system to avoid cutthroat competition. This study advances our knowledge of how ASD results in poor team effectiveness. This contributes to the literature by identifying team relationship conflict as a mediating mechanism linking the negative association of ASD with team performance. Additionally, competitive climate enriches the individual-focused team-level model of abusive supervision.
      Citation: Personnel Review
      PubDate: 2022-06-06
      DOI: 10.1108/PR-04-2021-0281
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Inclusive leadership and knowledge sharing in Japanese workplaces: the
           role of diversity in the biological sex of workplace personnel

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      Authors: Yuta Morinaga, Yuki Sato, Shohei Hayashi, Tomoyuki Shimanuki
      Abstract: This study aims to examine the impact of managers’ inclusive leadership (IL) on knowledge-sharing (KS) behavior. Additionally, the authors consider the cross-level moderation effect of diversity in the biological sex of employees on the relationship between IL and employee KS behaviors. A two-wave questionnaire survey was conducted in a large Japanese company. The sample included 827 employees (254 men and 573 women) in 129 groups. The authors, then, conducted a cross-level analysis using hierarchical linear modeling (HLM). IL promotes two types of KS among employees: knowledge donating (KD) and knowledge collecting (KC). Additionally, the moderating effects of employee biological-sex diversity on the relationship between IL and KS varied according to the KS type. IL had a positive effect on KD only in groups with higher biological-sex diversity, and did not affect groups with lower biological-sex diversity. Biological-sex diversity did not moderate the relationship between IL and KC. This study has practical implications, especially for personnel departments with high diversity in employees’ biological sex. Further, to improve employees’ KS behaviors, it may be important to develop managers’ IL skills. This is the first study that explores the relationship between IL and KS and the first to provide evidence of the moderating effect of diversity of employee’s biological sex.
      Citation: Personnel Review
      PubDate: 2022-06-03
      DOI: 10.1108/PR-02-2021-0111
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Positive deviance at work: a systematic review and directions for future
           research

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      Authors: Naman Sharma, Bharat Kumar Chillakuri
      Abstract: This study aims to investigate the positive side of employee deviance. Historically, research exploring employee deviance focussed on undesirable organisational and individual outcomes. Thus, previous research has empirically established that employee deviance harms both the organisation and organisation's employees. Recent studies argue that employee deviance also has a positive effect; however, such studies are limited in number. The extant research fails to consider the positive side of employee deviance, and therefore, the present studies bridge the gap through a systematic literature review on positive deviance. The study examined peer-reviewed theoretical and empirical journal articles related to workplace deviance. An initial search resulted in 2,691 research articles, of which 40 papers were considered relevant for the study given the objective of this paper. Research papers were extracted from the Web of Science, EBSCO and Scopus. The extracted data were then synthesised to formulate the research questions and objectives for this study. Basing on the systematic literature review, the study presents six main themes: positive deviance and younger workforce, positive deviant leader and subordinates and positive deviance as a strategic tool for employee engagement, positive deviance and positive organisational scholarship, positive deviance and entrepreneurial orientation. The study also proposes positive deviance as a mediator/moderator of other relationships within an organisation. Systematic literature is a methodology that relies on the availability and accessibility of research studies based on the research criteria. The study considered three significant databases to identify the relevant papers for the study. Therefore, the research is limited, and the possibility of omitting the papers is not ruled out, although unintentional. The paper is plausibly the first research to conduct a systematic literature review on positive deviance. The study establishes and reconfirms the encouraging side of employee deviance. The study extends the literature on workplace deviance in two significant ways. First, the paper systematically examines the empirical and review literature related to positive deviance and presents a greater understanding of the predictors, consequences, methodologies, etc. Second, the study highlights the critical research gaps in this area and suggests the course of action for future research.
      Citation: Personnel Review
      PubDate: 2022-06-01
      DOI: 10.1108/PR-05-2020-0360
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Individual outcomes of employee resource group membership

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      Authors: Gregory Robert Beaver
      Abstract: This article illustrates the experiences of employee resource group (ERG) members over a two-year period with the aim of understanding the benefits and risks of membership for sexual minority employees. Qualitative interview data were collected from seven lesbian, gay or bisexual ERG members following an extreme case approach at two points in time separated by two years. Three themes of outcomes related to ERG membership emerged from the data. Participants reported both benefits and risks associated with the social and career-related consequences of membership. The role that allies play in providing visibility, legitimacy and support to ERG members also emerged and shifted in importance over the two years between interviews, with ally involvement becoming more important to career outcomes over time. This study illuminates potential consequences of supporting ERGs for minority employees, as well as insight into the role of allies in these groups. This study contributes to the literature by revealing several individual outcomes of a growing form of diversity management practice: ERGs.
      Citation: Personnel Review
      PubDate: 2022-05-31
      DOI: 10.1108/PR-03-2021-0163
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Serving for thriving: a moderated mediation analysis of the relationship
           between servant leadership and thriving at work

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      Authors: Soebin Jang, Sangok Yoo, Jin Lee, Yunsoo Lee
      Abstract: Drawing on the socially embedded model of thriving at work, this study aims to test a moderated mediation model to elucidate the mediating effect of work meaningfulness and the moderating role of perceived interpersonal justice on the relationship between servant leadership and thriving at work. Based on a sample of 221 employees from the manufacturing industry in South Korea, a series of hierarchical regression analyses were conducted by using statistical package for the social sciences (SPSS) software. For conducting moderated mediation analysis, the PROCESS macro for SPSS was utilized. The findings show that servant leadership significantly relates to thriving at work, and work meaningfulness and perceived interpersonal justice act as a mediating mechanism and a boundary condition, respectively. Based on moderated mediation analysis, the collective effect of servant leadership, work meaningfulness and perceived interpersonal justice on thriving at work were also confirmed. The findings suggest that organizations should adopt servant leadership to promote employee thriving at work. In doing so, it is important to ensure that employees experience work meaningfulness, and are treated with respect and dignity. This study extends research on servant leadership, and sheds light on important mechanisms and boundary conditions under which servant leadership promotes thriving at work.
      Citation: Personnel Review
      PubDate: 2022-05-31
      DOI: 10.1108/PR-08-2021-0602
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • High-involvement work practices, employee trust and engagement: the
           mediating role of perceived organisational politics

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      Authors: Iqbal Mehmood, Keith Macky, Mark Le Fevre
      Abstract: The purpose of this paper is to examine perceptions of organisational politics (POP) as a mediator of the relationship between high-involvement work practices (HIWPs) and employee outcomes (trust in employer and employee engagement). Using a longitudinal time-lagged quantitative survey design, data were collected in two waves (n = 1,554, time 1, and n = 970, time 2). Direct and indirect (mediation) effects were tested through structural equation modelling (SEM) in AMOS. The results of SEM suggest that HIWPs are positively associated with trust in the employer and employee engagement and negatively associated with POP. The data supported a partial mediation model in which POP mediated the relationship between HIWPs and both trust in the employer and employee engagement levels. HIWPs reduce employees’ perceptions of the degree to which their work environment is politicised, enhance employee engagement and develop a more trusting relationship between employee and employer. Perceptions that workplace environments are characterised by political behaviours are ubiquitous and a large body of research has highlighted their detrimental effects on both employees and employers. This is the first study that has examined the potential of HIWPs in reducing such perceptions, which in turn, can foster employee engagement and enhance trust in the employer. Longitudinal studies of the effect HIWPs have on employee perceptions and attitudes are also still scarce.
      Citation: Personnel Review
      PubDate: 2022-05-27
      DOI: 10.1108/PR-03-2021-0151
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Decent work among rural-urban migrant workers in China: evidence and
           challenges

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      Authors: Mingyan Han, Maolong Zhang, Enhua Hu, Hongmei Shan
      Abstract: This study aims to examine how Chinese rural-urban migrant workers' socio-economic status was associated with their decent work. Grounded in the psychology of working theory (PWT), this study tested the path from rural-urban migrant workers' socio-economic status to decent work via work volition, with this path moderated by environmental uncertainty and trade union support. 470 rural-urban migrant workers from four manufacturing enterprises were investigated. Results indicated that rural-urban migrant workers' socio-economic status was positively associated with rural-urban migrant workers' decent work through work volition. In addition, environmental uncertainty weakened the impact of socio-economic status on work volition while trade union support strengthened the relationship between socio-economic status and work volition. The study contributes to the growing research on the PWT by testing its utility among rural-urban migrant workers in the Chinese context. The study also identifies the crucial effects of environmental uncertainty and trade union support, which are distinctive characters of contemporary China, in the formation process of rural-urban migrant workers' decent work. A detailed explanation of the results and implications is discussed in the end.
      Citation: Personnel Review
      PubDate: 2022-05-27
      DOI: 10.1108/PR-09-2021-0650
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • at age 50: a retrospective using bibliometric analysis

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      Authors: Arup Varma, Satish Kumar, Weng Marc Lim, Nitesh Pandey
      Abstract: Personnel Review (PR) is a leading human resource management journal. The article endeavors to provide a retrospective of the journal to commemorate the journal's 50th anniversary. The article employs a variety of bibliometric analysis techniques such as performance analysis, co-authorship analysis, bibliographic coupling, and negative binomial regression to provide a retrospective of PR. The performance analysis suggests that PR has grown steadily in PR's publications and citations. Though most of PR's contributions originate from Europe, a geographical shift toward global contributions has been witnessed in recent years. Besides that, a culture of collaboration among PR authors has manifested and proliferated over time. Though a third of European studies are qualitative and more than 90% of Asian studies are quantitative, PR studies, as a whole, are moving away from conceptual and qualitative to empirical and quantitative research. Next, the bibliographic coupling of the PR corpus indicates five major themes—namely, human resource management policies and practices; personnel competency, experience, and well-being; career management and employee engagement; strategic human resource management; and organizational culture and workplace environment. Finally, the negative binomial regression reveals that article age, abstract and article length and number of keywords and references significantly drive PR citations. The article represents the inaugural retrospective of PR.
      Citation: Personnel Review
      PubDate: 2022-05-26
      DOI: 10.1108/PR-05-2021-0313
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How do work engagement and work autonomy affect job crafting and
           performance' An analysis in an Indian manufacturer

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      Authors: Deepika Jindal, Peter Boxall, Gordon W. Cheung, Ann Hutchison
      Abstract: The authors examine the interactive effects of work engagement and work autonomy in enhancing job crafting behaviour and performance. Dyadic data from a sample of 320 white-collar employees in an Indian manufacturer are analysed through structural equation modelling. The level of job crafting is highest when both work engagement and work autonomy are high. Job crafting fully mediates the interactive effect of work engagement and autonomy on task performance and partially on contextual performance. There is value in reviewing organisational constraints on employee autonomy to foster the ways in which highly motivated workers can craft their jobs and, thus, maximise their performance. This study demonstrates the interactive effects of work engagement and autonomy in enhancing job crafting and, through this mechanism, employee performance.
      Citation: Personnel Review
      PubDate: 2022-05-24
      DOI: 10.1108/PR-11-2019-0646
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Perceptions of living wage impacts in Aotearoa New Zealand: towards a
           multi-level, contextualised conceptualisation

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      Authors: Jane Parker, James Arrowsmith, Amanda Young-Hauser, Darrin Hodgetts, Stuart Colin Carr, Jarrod Haar, Siatu Alefaio-Tugia
      Abstract: The study maps workplace stakeholders’ perceptions of living wage (LW) impacts in New Zealand. Empirical findings inform an inaugural model of LW impacts and contingent factors at individual, organisation, sector/industry and national levels. Data from a national employee survey, semi-structured interviews with business sector representatives, and staff in two LW organisation cases were subjected to thematic content analysis. Informants emphasised anticipated LW impacts amid complex workplace and regulatory dynamics. Employers/managers stressed its cost effects. However, employees, human resource (HR) advocates and other LW proponents highlighted employee “investment” impacts that improve worker productivity and societal circumstances. This study highlights the need for further context-sensitive LW analysis. An initial model of LW impacts provides a framework for comparative and longitudinal work in other national contexts. The proposed model categorises perceived LW effects and can inform policy development. Findings also stress a need for cross-agency initiatives to address LW concerns, including a key role for HR. The findings highlight perceptions of a LW impacting within and beyond the workplace. Whilst higher-quality management is seen to encourage better-informed decisions about “going living wage”, a LW's positive socio-economic impacts require multi-lateral initiatives, suggesting that those initiatives are is part of wider obligations for policy makers to encourage decent living standards. This study provides a much-needed and inaugural focus on the intertwined workplace and wider impacts of a LW, extending extant econometric analyses. The paper also synthesizes different data sources to develop an inaugural, context-sensitive model of perceived LW effects.
      Citation: Personnel Review
      PubDate: 2022-05-17
      DOI: 10.1108/PR-01-2021-0037
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Retention and turnover of staff undertaking degree studies: insights and
           evidence from South Africa

         This is an Open Access Article Open Access Article

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      Authors: Judite A. Adriano, Christian Callaghan
      Abstract: Social exchange theory predicts that perceptions of employee/employer exchange relationships may change as employees add educational qualifications. Literature also suggests that more innovative individuals, who are particularly important to organisations, may be more likely to change jobs. The purpose of this study is to test how the innovativeness of an individual differs in its contribution to retention when subjected to different mediating and moderating influences indicated in the literature, for a cohort of employees that are undertaking degree studies while working. To test theory that suggests certain implications for employee turnover, the part-time studies unit of a large South African university offering degree studies by evening classes was sampled, yielding 323 useable responses, with a response rate of about 30%. Structural equation modelling (SEM) is used to test a theoretical model predicting certain mediating and moderating influences on the relationship between individual innovativeness and turnover intentions. Individuals with higher innovativeness self-report higher turnover intentions, which seem to be reduced by the mediating effects of perceived supervisor support and job satisfaction. Perceptions of distributive justice and core self-evaluations, which may be associated with an individual's evaluation of the social exchange relationship, are found to directly enable retention. A model of moderation and mediation relationships between employee innovativeness and turnover intentions is derived from the literature and tested, offering novel insights into how to retain valuable staff in this context.
      Citation: Personnel Review
      PubDate: 2022-05-17
      DOI: 10.1108/PR-08-2019-0427
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The influences of cross-cultural adjustment and motivation on
           self-initiated expatriates' innovative work behavior

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      Authors: Taiba Hussain, Yi Zhang
      Abstract: Drawing upon the cross-cultural adjustment (CCA) model and self-determination theory, this study investigated the influence of CCA (work, interactional, and general adjustment) and motivation (autonomous and controlled) on the innovative work behavior of self-initiated expatriates (SIEs). Multi-source data were collected from 213 SIEs and their supervisors working in the United Arab Emirates to provide an understanding of the role of SIEs' CCA and motivation and their innovative work behavior. Findings indicated that work, interactional, and general adjustment are positively related to innovative work behavior. Autonomous motivation positively predicts innovative work behavior, while controlled motivation does not. Additionally, autonomous motivation moderated the effects of work adjustment and interactional adjustment on SIEs' innovative work behavior, whereas controlled motivation moderates the effect of general adjustment on SIEs' innovative work behavior. SIEs are regarded as talents that have the skills and valuable knowledge gained from their international experience and can be utilized in organizations to perform innovative work behaviors. However, SIEs face adjustment challenges that may hinder their ability to be innovative. Despite their potential as innovation drivers in organizations, there are few studies on the factors that affect SIEs' innovative behavior. This study contributes to the literature by examining the effects of adjustment and motivation on SIEs' innovative work behavior.
      Citation: Personnel Review
      PubDate: 2022-05-12
      DOI: 10.1108/PR-05-2021-0320
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Benevolent leadership and organizational citizenship behaviors in a higher
           education context: a moderated mediation model

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      Authors: Phong Dong Nguyen, Nguyen Huu Khoi, Angelina Nhat Hanh Le, Huong Xuan Ho
      Abstract: Drawing upon the conservation of resources (COR) theory, this paper investigates the moderated mediation model linking benevolent leadership to organizational citizenship behaviors towards the organization (OCBO) and towards individuals (OCBI) in the context of higher education. The mediating roles of leader-member exchange and affective commitment as well as the moderating roles of the two attachment styles—attachment anxiety and attachment avoidance—are also examined. Data were collected from a sample of 333 university lecturers and analyzed using partial least square structural equation modeling (PLS-SEM). The results demonstrate that leader-member exchange and affective commitment are mediating resources that help benevolent leaders motivate university lecturers to engage in two types of OCBs. Moreover, attachment anxiety and attachment avoidance act as the respective enhancer and inhibitor for the indirect effects of benevolent leadership on both OCBs through leader-member exchange. In contrast, the relationships between benevolent leadership and two types of OCBs through the mediating role of affective commitment are not contingent on the attachment styles of lecturers. The findings suggest that university leaders who aim at promoting OCBs among lecturers should deploy benevolent leadership style to facilitate a positive social exchange relationship as well as foster their affective commitment. Such leadership style is especially effective in influencing lecturers who possess attachment anxiety personality traits. This pioneer research develops and empirically tests a COR theory-grounded moderated mediation model pertaining to benevolent leadership and lecturers' OCBs. The findings contribute to the educational management literature by demonstrating that benevolent leadership, a crucial organizational resource, significantly motivates lecturers' voluntary and extra-role behaviors in a dynamic and contingent manner. Leader-member exchange and affective commitment are important mediating resources in the process of transforming benevolent leadership into beneficial behaviors. Further, the effectiveness of benevolent leadership largely depends on lecturers' personality traits of attachment anxiety and avoidance. These novel mediating and moderating findings demonstrate the sequential and interaction effects of various organizational and individual resources on lecturers' OCBs; thus, adding value to the COR theory's core principles, including resource caravans and resource investment behaviors.
      Citation: Personnel Review
      PubDate: 2022-05-11
      DOI: 10.1108/PR-04-2021-0234
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Understanding flexibility i-deals: integrating performance motivation in
           the context of Colombia

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      Authors: Can Ererdi, Siqi Wang, Yasin Rofcanin, Mireia Las Heras
      Abstract: The goal of this study is to explore the consequences of flexibility i-deals in work and non-work domains of employees. A matched supervisor–subordinate sample context drawn from a security organization in Chile (N = 3,624 subordinates matched with 107 supervisors) was used which is an unrepresented context in research on i-deals. Results from multi-level analyses reveal that the interaction of performance motivation of subordinates and flexibility i-deals matters to performance motivation of subordinates. In turn, performance motivation reduces turnover intentions and work–family conflict of subordinates. The findings from multi-level structural equation modelling supported our hypotheses and offered interesting implications for the i-deals literature and practitioners. Our findings highlight (1) the importance of being performance driven to obtain flexibility i-deals and (2) the enabling role of performance-oriented supervisors. Flexibility i-deals act as mechanism that translate the impact of performance motivation on key work and non-work outcomes and can be considered as important HR tools for employees and managers. This research highlights the importance of performance motivation to obtain i-deals and emphasises that the motivation of supervisors is key to enable these deals. Furthermore, the context of this research, which is a security organisation, is important as research to date has been conducted in Western and corporate settings.
      Citation: Personnel Review
      PubDate: 2022-04-26
      DOI: 10.1108/PR-08-2019-0419
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Job attitudes and career behaviors relating to employees' perceived
           incorporation of artificial intelligence in the workplace: a career
           self-management perspective

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      Authors: Alfred Presbitero, Mendiola Teng-Calleja
      Abstract: Artificial intelligence (AI) continues to be deployed in workplaces. While there are many positive outcomes of AI integration, understanding the extent of its consequences on employees is limited. Hence, this study examines employee perceptions of AI and the consequent influences on employee job attitudes and career behaviors. Utilizing the career self-management perspective, the authors explore the mechanisms related to employee perceptions of AI and potential career exploration behaviors. The authors tested several hypotheses using employee survey data (N = 345 call center agents) collected from a firm that recently integrated AI in their operations. The authors collected data on four occasions (one-week intervals between data collection) to determine employee perceptions of AI taking over jobs (Time 1); job insecurity (Time 2); psychological distress (Time 3); and career exploration behavior (Time 4). The findings reveal that perceptions of AI taking over jobs are significantly associated with higher career exploration behaviors. In addition, the authors found job insecurity and psychological distress as pathways that explain why employees having perceptions of AI taking over their jobs influences their career exploration behaviors. These findings fill a gap in the literature by revealing how AI integration in the workplace, despite its many positive outcomes for organizations, can have a negative influence on employees. The negative employee perceptions of AI can lead to career exploration behaviors. From the career self-management perspective, the authors offer novel insights that have practical implications for talent management, particularly the need to communicate effectively to employees about AI integration in the workplace to avoid them feeling threatened and leaving their jobs.
      Citation: Personnel Review
      PubDate: 2022-04-25
      DOI: 10.1108/PR-02-2021-0103
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Ingratiating with bosses for favourable performance ratings: a serial
           mediation mechanism

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      Authors: Muhammad Ali Asadullah, Ahmad Siddiquei, Mariam Musaddiq, Rizwana Amin
      Abstract: This study examines how team-level mediating mechanisms (i.e. team psychological safety and team helping behaviour) facilitate the relationship between employees' ingratiation and performance ratings. The data were collected from 180 customer service teams working in Pakistan's hospitality industry through multiple sources using a paper and pencil questionnaire. The multi-level structural equation modelling results showed that team psychological safety and helping behaviour fully mediated the relationship between ingratiation and performance ratings. The study has offered some implications for theory and practices. This study showed that ingratiation might be a helpful impression management tool within a team context. Such an influence technique nurtures a psychologically safe climate and encourages peers to help each other perform mutual tasks within the hospitality context.
      Citation: Personnel Review
      PubDate: 2022-04-25
      DOI: 10.1108/PR-05-2020-0351
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Expatriates' adjustment and performance in risky environments: the role of
           organizational support and rewards, risk propensity and resilience

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      Authors: Muhammad Sarfraz, Qasim Ali Nisar, Ali Raza
      Abstract: Drawing upon the social exchange and psychological capital literature and applying a multilevel perspective, this paper examines how personal and organizational factors contribute to expatriates' adjustment and performance of international assignments in a terrorism-induced risky environment. Data were collected using a non-probability sampling approach (e.g. purposive and subsequent snowball sampling). The authors tested the hypotheses using survey data of 138 expatriates with current international assignments in Pakistan. Expatriates' perceived organizational and risk-taking propensity influences their performance through improved adjustment. Moderating effects suggest that an individual's satisfaction with the received organizational rewards strengthens the risk-taking propensity to adjustment relationship; resilience strengthens the adjustment to performance relationship. This study extends existing expatriation literature by focusing on a specific type of risk factor pertinent to international assignments, i.e. terrorism. Integrating individual and organizational factors that influence adjustment and subsequent performance provides a clear picture rather if such factors are operationalized separately in the terrorism-induced risky environment context.
      Citation: Personnel Review
      PubDate: 2022-04-25
      DOI: 10.1108/PR-05-2021-0309
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How does the power dynamics in the information technology outsourcing
           supply chain influence supplier's talent retention: a multiple case study
           

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      Authors: Xiwei Zhang, Xiaoyan Liang
      Abstract: The purpose of this paper is to investigate how the power dynamics between the client firm and the supplier firm in the information technology outsourcing (ITO) supplier chain influence the supplier firm's human resource management (HRM) practices, particularly talent retention. A multi-case study approach was adopted comprising four supplier firms, three client firms and a total of 53 interviews. The transaction cost economics (TCE) is the theoretical lens that guides the interpretation of our findings. The power dynamics between client and supplier firms in the ITO supply chain is one underpinned by TCE theory, characterised by an asymmetric client-dominated, transactional relationship, with the client firms controlling the “why”, the “what”, and the “how” dimensions of their collaboration. This “three-dimensional control” led to high talent turnover in supplier firms, which boomerangs to perpetuate the power dynamic, forming “vicious cycles of talent turnover” in the ITO supplier chain. No previous study has analysed power dynamics as an external factor on ITO supplier firms' talent retention. The construct of the “three-dimensional-control” offers a framework to study power dynamics in the ITO supplier chain. The study’s framework of the “vicious cycles of talent turnover” is the first that explains the mechanisms through which the power dynamics in the ITO influences supplier's talent retention.
      Citation: Personnel Review
      PubDate: 2022-04-20
      DOI: 10.1108/PR-12-2020-0912
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The impact of role overload on job crafting from the perspective of
           construal level theory

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      Authors: Long Chen, Yana Du
      Abstract: Previous studies have vague views about whether employees who are required to complete large amounts of work (i.e. role overload) would proactively create a change in their job characteristics (i.e. job crafting), because the cognitive mechanism underlying the nexus between role overload and job crafting is unclear. The aim of this study is to identify why and when role overload has an impact on job crafting. This study builds a second-stage moderated mediation model. Using a two-wave panel field study of 213 employee–supervisor matched data, this study examines the proposed hypotheses. Results show that role overload decreases construal level, which can determine the tendency of employees to focus on the feasibility (low level of construal) or desirability (high level of construal) of behaviors. Goal self-concordance is the degree to which employees pursue their personal goals based on feelings of personal interests and values. The authors find that goal self-concordance guides employees who have higher levels of construal to exert more effort in job crafting. The authors further find that goal self-concordance moderates the mediating role of construal level. Specifically, for employees in pursuit of self-concordant goals, role overload reduces their construal level, resulting in less effort in job crafting. For employees who do not pursue self-concordant goals, role overload decreases their construal level, thereby improving job crafting. The findings of this study enrich the literature on role overload and job crafting by revealing the mechanism and boundary conditions of the relationship between role overload and job crafting.
      Citation: Personnel Review
      PubDate: 2022-04-15
      DOI: 10.1108/PR-03-2021-0179
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Job crafting, meaningfulness and affective commitment by gig workers
           towards crowdsourcing platforms

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      Authors: Mohamed Mousa, Walid Chaouali
      Abstract: Through focusing on gig workers registered in three crowdsourcing platforms, the authors investigate how individual and collaborative job crafting may be positively related to the meaningful work and affective commitment those gig workers develop towards the crowdsourcing platforms they register in. The authors employed a quantitative research method in which they focused on date from surveys completed by 327 gig workers. They tested the hypotheses using SmartPLS 3, which is more suitable when dealing with complex models, non-normal data, small samples and higher-order constructs. The results showed that the proactive behaviour embedded within both individual and collaborative job crafting may lead to a sense of meaningfulness for gig workers and subsequently, their affective commitment towards the crowdsourcing platforms they register in. Specifically, the more gig workers undertake individual (H1) and collaborative (H2) job crafting behaviour, the greater the sense of meaningfulness they develop. Moreover, meaningfulness for gig workers positively affects their affective commitment towards the crowdsourcing platforms they register with (H3). To the best of the authors' knowledge, this study is the first of its kind in the context of France and the European Union to focus on job crafting and its effect on both meaningful work and the affective commitment of non-traditional workers. This paper contributes by filling a gap in human resource (HR) management, in which empirical studies that address gig work have been limited so far.
      Citation: Personnel Review
      PubDate: 2022-04-14
      DOI: 10.1108/PR-07-2021-0495
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Human capital disclosure and the contingency view

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      Authors: Kaouthar Lajili
      Abstract: Building on an integration of strategic human resource capital management and human capital disclosure literature streams, this paper explores the associations between human resource performance and human resource disclosure in the financial services sector. Using content analysis and panel regression methods, the paper examines the extent, nature, and information content of human capital disclosures in the financial services sectors in North America during the global financial crisis period. Labor costs and marginal labor productivity are significantly associated with human resource disclosure and the latter is significantly related to both financial (explicit) and non-financial (implicit or relational) components of the employment relationship. Results show inverted effects between the US and Canadian samples. The findings support a contingency view or “best-fit” approach to human resource capital management. Differences in labor market structures and human capital attributes could have significant impacts on human capital disclosure strategies. More transparent and detailed disclosures regarding human resource capital management may provide useful and relevant information for investors and stakeholders in general. The study provides insights into how labor market structures and human capital attributes jointly affect the extent and nature of corporate disclosures with regards to rents distribution and relational governance between employers and employees.
      Citation: Personnel Review
      PubDate: 2022-04-07
      DOI: 10.1108/PR-10-2020-0791
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Relative deprivation, perceived status conflict and innovative behavior of
           outsourced employees: multiple moderating effects of dual organizational
           support

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      Authors: Pengcheng Wang, Chuanyan Qin, Shanshi Liu
      Abstract: How to manage outsourced employees in interorganizational teams with triangular relationships has not yet attracted enough attention. Based on relative deprivation theory, this study explores how relative deprivation affects outsourced employees’ innovative behavior and investigates the complex moderating effects of dual organizational support. The authors tested their hypothesis by conducting a two-wave survey; responses to a questionnaire were collected from 283 outsourced employees and their managers among 52 client organizations. Results found that relative deprivation negatively influences the outsourced employees’ innovative behavior by eliciting their perceptions of status conflict. Support from client (supplier) organization attenuates (aggravates) the positive impact of relative deprivation on innovative behavior throughout status conflict. The moderating effect of client organizational support was moderated by support from supplier organization. The authors selected the outsourced employees in a Chinese context to conduct this study, and the results need to be generalized in future research. Client organizational support can alleviate the negative effect of relative deprivation on outsourced employees, whereas supplier organization support aggravates the negative effect; managers should pay attention to the different effects of the two organizations’ support and provide reasonable support for outsourced employees. This study identified the mechanism of relative deprivation’s effect on outsourced employees’ innovative behavior from the perspective of interpersonal interaction and compared the effect of support from dual organizations. This study expands the research on triangular relationships, relative deprivation, status conflict and other field.
      Citation: Personnel Review
      PubDate: 2022-04-04
      DOI: 10.1108/PR-04-2021-0280
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How the supervisor's Machiavellianism results in abusive supervision:
           understanding the role of the supervisor's competitive worldviews and
           subordinate's performance

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      Authors: Abdul Karim Khan, Imran Hameed, Samina Quratulain, Ghulam Ali Arain, Alexander Newman
      Abstract: Drawing on the dual process model of ideology and prejudice, the purpose of this paper is to examine whether, how and when a supervisor's Machiavellianism leads to subordinates' perceptions of abusive supervision. In doing so, the authors also explore the mediating role of the supervisor's competitive world views and the moderating role of subordinates' performance on this relationship. The theoretical model was tested using three sources of data from supervisors, their subordinates and the organization. Hierarchical linear model analysis was run on supervisor and subordinate dyadic data for testing whether subordinates' performance moderated the mediated relationships or not. The results suggest that the supervisors' competitive worldviews explain the positive link between their Machiavellianism and subordinates' perceptions of abusive supervision. The results highlight that the mediation effect of supervisors' competitive worldviews on the link between their Machiavellianism and their subordinates' perceptions of abusive supervision is more pronounced when subordinates' performance is low than when it is high. This research contributes to the authors’ knowledge of the link between supervisors' Machiavellianism and abusive supervision, and how the toxic influence of their Machiavellianism is mediated by supervisors' competitive worldviews. The study contributes to the literature on abusive supervision and personality by studying the role of personality as an antecedent of abusive supervision. Further, this study used subordinates' performance as a contextual variable for understanding abusive supervision.
      Citation: Personnel Review
      PubDate: 2022-03-31
      DOI: 10.1108/PR-03-2021-0176
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Involved fathering: how new dads are redefining fatherhood

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      Authors: Christine D. Bataille, Emma Hyland
      Abstract: The purpose of this paper is to investigate how professional men in dual-career relationships craft and enact their fatherhood role ideologies during the transition to fatherhood. In particular, the authors focus on the impact that the development of a more involved approach to fatherhood has on the mother's ability to combine career and family. This study utilizes a longitudinal, qualitative methodology. Pre- and post-natal interviews were conducted with 18 professional men in dual-career heterosexual relationships. Although the traditional mode of fatherhood that is rooted in breadwinning continues to be the dominant approach among working fathers in the US, new modes of more involved fathering are emerging. The results of the study indicate that a general shift away from a strict, gendered division of household labor is taking place in today's dual career couples, and this is leading to an increase in men's involvement in childcare. Further, although much of the extant research conceptualizes fatherhood as a role typology, the results reveal that all fathers are involved in caring for their babies, though to varying degrees. Thus the authors propose a continuum of involvement. Finally, the authors discovered how men are finding creative ways to use official and unofficial workplace flexibility to be more involved at home. The findings offer novel insights into the factors that encourage involved fathering. The authors encourage organizations to create more supportive environments that foster involved fathering by extending paid parental leave benefits to men and providing more access to flexibility.
      Citation: Personnel Review
      PubDate: 2022-03-30
      DOI: 10.1108/PR-06-2019-0295
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Work-life balance satisfaction in crisis times: from luxury to necessity
           – The role of organization's responses during COVID-19 lockdown

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      Authors: Silvia Ortiz-Bonnin, Joanna Blahopoulou, M. Esther García-Buades, Maribel Montañez-Juan
      Abstract: This study examines how satisfaction with work-life balance (WLB) in combination with satisfaction with organization's COVID-19 responses (SOCV19R) helps to enhance subjective well-being and performance during the lockdown due to COVID-19. The data of this time-lagged study were gathered through an online survey with three-waves between March and May 2020 in Spain (N = 167). Hierarchical multiple regression and PROCESS were used to test the hypotheses. Direct relationships between SOCV19R and subjective well-being and performance were not significant. Instead, SOCV19R increased employees' well-being and performance through a higher satisfaction with WLB (full mediation). The novelty of this study is the evaluation of SOCV19R as a form of organizational support in times of crisis. This study suggests that a good organizational reaction to face a crisis such as the pandemic, encourages employees' WLB and helps them to boost their well-being and performance. It may be concluded that work-life balance (WLB) in Spain was seen as a luxury in good times and turned out to be a necessity in bad times. The present study recommends practical implications and provides lessons for human resource management for future crises or similar work conditions.
      Citation: Personnel Review
      PubDate: 2022-03-29
      DOI: 10.1108/PR-07-2021-0484
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • An institutional view on the relationship between high-performance work
           system and organizational performance: the role of country of origin

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      Authors: Xiaoxuan Zhai, Xiaowen Tian
      Abstract: This paper extends the institution theory to examine the relationship between high-performance work system (HPWS) and organizational performance (OP), and analyzes how country of origin interacts with performance measures and industrial affiliation in moderating the HPWS–OP relationship. The paper collects data of 60,142 firms and establishments in 252 studies published up to December 2021 and employs meta-analysis techniques to test hypotheses on the role of country of origin in moderating the HPWS–OP relationship in conjunction with performance measures and industrial affiliation. The paper finds that, firstly, there is a positive relationship between HPWS and OP, but the relationship is much stronger in developing than advanced countries. Secondly, the relationship is stronger when OP is measured in operational than financial term in both developing and advanced countries, but the moderating effect of performance measures is stronger in developing than advanced countries. Thirdly, the relationship is stronger in service than manufacturing industries in developing countries, but no such variation is found in advanced countries. The study for the first time unveils the important role of country of origin in interacting with performance measures and industry affiliation to condition the HPWS–OP relationship, and provides a coherent explanation based on institutional theory. The study sheds fresh light on the HPWS–OP relationship, and has important implications for managers.
      Citation: Personnel Review
      PubDate: 2022-03-23
      DOI: 10.1108/PR-06-2019-0334
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Effects of trust in organizations and trait mindfulness on optimism and
           perceived stress of flight attendants during the COVID-19 pandemic

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      Authors: Pornprom Suthatorn, Peerayuth Charoensukmongkol
      Abstract: This research adopts the conservation of resources (COR) theory to examine the effects of trust in organizations and trait mindfulness on optimism and perceived stress of flight attendants in Thailand during the COVID-19 pandemic. Online survey data were collected from 234 flight attendants who work for five low-cost airlines based in Thailand. The data were analyzed by using partial least squares structural equation modeling (PLS-SEM). The results show that trust in an organization and trait mindfulness are negatively associated with the perceived stress of flight attendants. Their associations are also partially mediated by optimism. Moreover, the moderating effect analysis reveals that trait mindfulness intensifies the positive association between trust in organizations and optimism. The evidence from this research broadens COR theory by showing that different aspects of resources can be combined to strengthen the ability of individuals to gain more resources to lessen stress.
      Citation: Personnel Review
      PubDate: 2022-03-22
      DOI: 10.1108/PR-06-2021-0396
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Insider perspectives on director remuneration governance
           deliberations

         This is an Open Access Article Open Access Article

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      Authors: Marilee Van Zyl, Nadia Mans-Kemp
      Abstract: Companies around the globe increasingly receive immense shareholder scrutiny due to perceivably excessive executive director remuneration. The debate in South Africa intensifies due to severe pay inequality. The authors thus accounted for the perspectives of asset managers and listed financial services companies in South Africa pertaining to the impact of voting and engagement on director pay policies and practices. Semi-structured interviews were conducted with selected asset managers, chief executive officers, chief financial officers and remuneration committee members of listed financial services companies to gauge their views on the impact of shareholder activism endeavours on remuneration governance. The qualitative data was analysed by conducting thematic analysis. Most of the asset managers and financial services representatives preferred proactive, private engagement on pay concerns, given the impact thereof on voting outcomes, and ultimately director remuneration practices and policies. Independent remuneration committees have a prominent role in facilitating engagements with investors to ensure fair remuneration. The consequences should be clearer if organisations receive substantial votes against their pay policies and implementation reports. South African regulators can consider the “two-strikes” rule to ensure that action is taken in response to shareholder voting on director remuneration matters. Representatives of asset managers and listed financial services investee companies offered valuable insights on remuneration governance deliberations in an emerging market. This in-depth analysis highlights the importance of proactive engagement to ensure that corporate leaders are paid fairly.
      Citation: Personnel Review
      PubDate: 2022-03-17
      DOI: 10.1108/PR-01-2021-0032
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Perceived managerial intimidation: harmful implications and potential
           buffers

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      Authors: Galit Meisler
      Abstract: Does perceived managerial intimidation result in harmful emotional and behavioral implications that impair employees' performance' If so, are there buffers against these implications' To answer these questions, the current study relies on the social exchange theory and presents a moderated mediation model in which (1) perceived managerial intimidation evokes hostility that results in both organizational counterproductive work behavior (O-CWB) and interpersonal counterproductive work behavior (I-CWB) and (2) negative affectivity, political skill, tenure with the manager and sectorial affiliation moderate these relationships. The moderated mediation model was tested using a sample of 367 subordinates. The data were collected in three waves. Perceived managerial intimidation was positively related to hostility and both forms of CWB. Moreover, hostility mediated the relationships between perceived managerial intimidation and these two outcomes and sectorial affiliation moderated these mediations. Public organizations should implement training programs to develop the awareness of the organizations' managers about the harmful implications of perceived managerial intimidation and teach the managers acceptable methods for improving employees' performance. This study investigates whether perceived managerial intimidation results in CWB. The study's findings demonstrate positive relationships between these variables, shedding light on the emotional mediating mechanism that links the variables. Moreover, the study validates sectorial affiliation as a buffer against the negative emotional and behavioral implications of perceived managerial intimidation, providing ideas for practical implications.
      Citation: Personnel Review
      PubDate: 2022-03-17
      DOI: 10.1108/PR-07-2019-0353
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • A balanced perspective on the affordance of a gamified HRM system for
           employees' creative performance

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      Authors: Juliet Eyore Ikhide, Ahmet Tarik Timur, Oluwatobi A. Ogunmokun
      Abstract: Rather than overstating the favorable effects of gamification on work outcomes, the purpose of this paper is to present a more balanced perspective into the effects a gamified human resource management (HRM) system may have on creativity at work. This conceptual paper explores and delineates how employees' interaction with gamification features within a gamified HRM system enables and particularly undermines employees' motivation for workplace creative performance. The cross-disciplinary nature of this paper necessitates the reliance on theoretical principles, the explanatory and predictive capacities of theories central to human-computer interaction, employee motivation and creativity fields. Thus, the tenets of affordance, self-determination and dynamic componential theory were utilized to analyze the affordance of a gamified HRM system for employees' creative outcomes. It is discovered that augmenting the HRM system with gamification affordance is crucial amid global market change and increasing digitization. However, incorporating game design elements into work systems does not necessarily guarantee an increase in creative outcomes. On the contrary, the system may equally undermine employees' motivation, which in turn hampers their creative outcomes. Many gamification papers have more often than not touted the positive effects of such a system on the targeted outcome. Based on the affordance theory which shows that a user's interaction with gamification properties could produce different outcomes (not only favorable ones) and considering the intricacies of employees' motivation and behavioral outcomes at work, this paper takes a more balanced perspective to examine how gamification could generate intended as well as unintended consequences for employees' creativity, which is crucial to overall job performance.
      Citation: Personnel Review
      PubDate: 2022-03-15
      DOI: 10.1108/PR-01-2021-0062
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Attraction and retention of employees in an Australian regional SME: the
           importance of place and scale in human resource management

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      Authors: Upamali Amarakoon, Linda Colley
      Abstract: This study examines employee attraction and retention issues and uses a case study of an Australian regional medium-sized enterprise to highlight the importance of organisational context factors such as place and scale in designing human resource (HR) solutions. The research presents a qualitative case study, with data drawn from strategic documents, interviews and focus groups, analysed thematically. A carefully constructed set of HR strategies – including purposeful use of employer branding, synchronising of human resource management (HRM) formality and informality and capitalising on the regional context – are key to employee attraction and retention and in turn the growth and competitiveness of the case study organisation. The HRM literature acknowledges the tendency to study larger corporations in metropolitan areas, at the expense of more nuanced research related to context. This research contributes to knowledge of attraction and retention through employer branding, with particular attention to scale and place, through study of a medium sized firm in a regional location. It highlights the importance of informality-formality dynamism.
      Citation: Personnel Review
      PubDate: 2022-03-15
      DOI: 10.1108/PR-03-2021-0172
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Uncovering the intellectual structure of diversity management research: a
           bibliometric analysis (1990–2019)

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      Authors: Shatrughan Yadav, Usha Lenka
      Abstract: Diversity management has gained researchers' and practitioners' attention because of its competitive advantage and performance outcomes in an organization. Despite increasing literature, there is no common understanding of the evolution and intellectual structure of diversity management. Therefore, this study aims to identify the leading works and analyze the changes in diversity management research's knowledge structure. This study adopts a novel approach using bibliometric methods to analyze the 785 papers published between 1990 and 2019. Bibliometric analysis is applied to identify the seminal work using the bibliometrix package. The bibliometric network visualization findings have highlighted the most influential works, prominent authors, theoretical insights, current research trends and gaps. Several clusters are extracted from bibliometric networks, and cluster analysis has integrated the different unconnected subfields and highlighted the major theme explored in diversity management research. This is the first bibliometric study that explored the intellectual structure of diversity management research. This study has provided theoretical and practical contributions for academicians and human resource practitioners and suggested future research avenues.
      Citation: Personnel Review
      PubDate: 2022-03-15
      DOI: 10.1108/PR-04-2021-0296
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Female workers' career success in the handicraft industry: a study of
           Uttarakhand, India

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      Authors: Gunjan Joshi, Rajib Lochan Dhar
      Abstract: This work is an extension of research on worker participation in achieving career success by including a prominent contextual construct, that is social capital. The present research aims to study how competency development influences the intrinsic career success of females in the handicraft industry, by considering the role of perceived employability as a mediator and social capital as a moderator. By doing so, this paper aims to fill the vacuum in the career literature that suggests that career success is not gender neutral. Data was collected from handicraft workers by adopting the survey method. CFA and SPSS macro named PROCESS were used to analyse data. Competency development influences the subjective career success of female workers, and perceived employability mediated the relationship between them. Moreover, social capital independently moderates the relationship between the participation of workers in competency development and perceived employability. The study is conducted in the Indian context alone, and therefore future studies must be conducted globally to deepen the scholarly dialogue on female workers' career success. Also, the current study measures career success, from a subjective perspective, thus future studies can measure female workers' objective career success. The current paper identifies the need to study the factors contributing to female workers' career success in small industries. Conventional industries and their workers' career success must be given equal importance by researchers, practitioners and policymakers. The paper fills the gap in career research by exploring female workers' career success through empirical evidence.
      Citation: Personnel Review
      PubDate: 2022-03-14
      DOI: 10.1108/PR-01-2019-0003
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Individual agency and structure perceptions in intentions to withdrawal
           from work early/late in the mid-and late-career

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      Authors: Carlos-María Alcover, Mariana Bargsted, Jesús Yeves
      Abstract: In the context of an aging workforce and uncertain labor markets, it is a priority to identify and analyze what factors influence intentions regarding motivation to continue working, how and when to retire. From the life course perspective, this paper aims to capture the individual agency and structure perceptions to withdrawal from work early/late intentions in the mid- and late-career, identifying voluntary/involuntary factors underlying these intentions. Hypotheses were tested using multiple regression analyses based on a cross-sectional design, with a representative sample of 414 Chilean workers over the age of 45. The results depict several patterns of contextual factors operating at different levels underlying mid- and late-career-related intentions. Specifically, they identify how perceptions of individual agency and structure are significantly associated with voluntary and involuntary factors that guide intentions to stay working or retire early, as well as to prolong working life and to lean toward bridge employment. This study contributes to identifying perceptions of individual agency and structure in career intentions and can help individuals and organizations clarify the voluntary and involuntary factors behind work–life intentions in their middle and final career stages. In addition, the results can contribute to international research in this field by providing information on the underrepresented Ibero-American context.
      Citation: Personnel Review
      PubDate: 2022-03-11
      DOI: 10.1108/PR-03-2021-0154
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Leader favorable feedback and withdrawal behavior: a moderated mediation
           model of gratitude and leader-member exchange

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      Authors: Zhou Jiang, Yuanmei (Elly) Qu
      Abstract: This study investigates why and when leader favorable feedback inhibits employees’ withdrawal behaviors. The authors propose that leader favorable feedback reduces employees’ withdrawal behaviors via employees’ gratitude toward the leader. The authors further posit that this mediation is contingent on leader-member exchange, arguing that as the quality of leader-member exchange increases, employees are more likely to feel grateful and are less likely to withdraw from work. Two-wave, multisource field data collected from 662 employees were used to test our hypotheses. Employees’ feelings of gratitude mediated the negative relationship between leader favorable feedback and employees’ withdrawal behavior. The negative effect of gratitude on withdrawal behavior was stronger under higher levels of leader-member exchange, as was the indirect effect of leader favorable feedback on withdrawal behavior via employees’ gratitude. These results contribute to a social exchange-based understanding of gratitude as an emotional mechanism underlying the feedback and withdrawal relationship and provide important practical implications for managers.
      Citation: Personnel Review
      PubDate: 2022-03-11
      DOI: 10.1108/PR-04-2021-0228
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Does intraorganizational competition prompt or hinder performance' The
           risks for proactive employees who hide knowledge

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      Authors: Yunita Sofyan, Dirk De Clercq, Yufan Shang
      Abstract: This study examines whether employees' perceptions of intraorganizational competition, defined as beliefs that the organization evaluates their performance in comparison with others, result in lower supervisor ratings of their conscientiousness if the employees, particularly those with proactive personalities, respond to the resource-draining, competitive work situation with knowledge hiding behavior. Multisource data were collected from employees and supervisors in different industries at three points in time. The research hypotheses were tested with hierarchical multiple regression analysis, in combination with PROCESS macro-based bootstrapping, to assess mediation and moderated mediation. Beliefs about highly competitive organizational climates are counterproductive, in that they lead employees to conceal knowledge intentionally from other organizational members. This mediating role of knowledge concealment is particularly prominent among employees with a strong desire to take the initiative to protect themselves against the hardships created by a climate of internal competition. The research design does not allow for formal tests of causality. For human resource managers, this research pinpoints self-protective knowledge hiding as a key, detrimental mechanism. It imposes dual harms: employees feel threatened by the strict performance-oriented climate, and their defensive reactions make them appear less conscientious to supervisors. This downward spiral is particularly likely to initiate among employees who exhibit a disposition toward action. This research investigates novel connections between specific organizational elements and outcomes, by specifying why and when employees' beliefs about performance-oriented organizational climates might backfire, due to their negative behavioral responses, such as purposeful knowledge hiding.
      Citation: Personnel Review
      PubDate: 2022-03-11
      DOI: 10.1108/PR-04-2021-0294
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Does fear-based silence mediate the nepotism–employee outcomes
           relationship'

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      Authors: Ajay K. Jain, Shalini Srivastava, Sherry E. Sullivan
      Abstract: Although common throughout the world, little is known about the mechanism by which nepotism is associated with employee outcomes. Drawing from social exchange theory, this study examines whether fear-based silence mediates the relationship between nepotism with employee workplace withdrawal and career satisfaction. In addition, whether gender moderates the relationship between nepotism and fear-based silence is also examined. Two time-lagged surveys of 330 employees in the Indian banking sector were completed. As hypothesized, nepotism was positively related to fear-based silence and employee workplace withdrawal; it was negatively related to career satisfaction. Fear-based silence partially mediated the relationships of nepotism with workplace withdraw and career satisfaction. Gender moderated the relationship between nepotism and fear-based silence. This study shows the negative impact of nepotism on employee outcomes and suggests means for reducing its prevalence in organizations. This is the first study to examine fear-based silence as a mediator of nepotism’s relationship with employee workplace withdrawal and career satisfaction. It also answers repeated calls for more research on fear-based silence and its antecedents.
      Citation: Personnel Review
      PubDate: 2022-03-11
      DOI: 10.1108/PR-06-2021-0394
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Growth mindsets increase flexible work arrangement attractiveness: a
           policy-capturing study

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      Authors: Brandon W. Smit, Katie M. Lawson
      Abstract: Although flexible work arrangements (FWAs) are widely regarded as a desirable employee benefit, questions remain about which factors drive (or attenuate) applicant attraction to them. The authors offer a novel theoretical account by advancing the concept of lay theories (i.e. mindsets) around an individual's ability to juggle work and life responsibilities, defined as beliefs that the ability to juggle is either malleable (i.e. growth) or cannot be changed (i.e. fixed), which suggests greater efficacy increases attraction. Utilizing an experimental policy-capturing design, 86 participants each rated a series of 64 job offers (N = 5,376) with several manipulated job attributes. Participants were randomly assigned into a growth or fixed mindset condition. Multilevel regressions revealed that a growth (vs fixed) mindset caused participants to place greater weight on flexible work scheduling policies by reporting greater attraction to jobs with flexible arrangements. Organizations may increase applicant attraction by taking steps to ensure that the value of work–life benefits is salient, such as offering concrete examples of how policies have been used. This study questions the assumption that those who need flexibility are more attracted to FWAs and demonstrates that beliefs around one's ability to juggle work–life demands are a unique mechanism shaping applicant attraction.
      Citation: Personnel Review
      PubDate: 2022-03-08
      DOI: 10.1108/PR-10-2020-0793
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Does social distancing make the heart grow fonder' The impact of work
           spouse interaction frequency on organizational outcomes

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      Authors: Rachel E. Frieder, Marilyn V. Whitman, Ashley Mandeville, Matthew Leon
      Abstract: The shift to remote work brought about by the COVID-19 pandemic dramatically limited spontaneous workplace interpersonal interactions. For one interpersonal relationship in particular, the work spouse, the sudden physical distance may impact the energy work spouses draw from one another. Drawing on interactional ritual theory, this study aims to investigate the relationship between interaction frequency and organizational outcomes mediated by relational energy amid the pandemic. During the COVID-19 pandemic, working adults who indicated they had a work spouse were recruited via Qualtrics to participate in a two-part online study. Complete data from 120 participants across both time periods revealed that more frequent interaction between work spouses is associated with increased job satisfaction and affective commitment mediated by relational energy. This study represents the first empirical examination of individual and organizational outcomes of a unique interpersonal workplace relationship. Additionally, this study enhances our understanding of the impact of relational energy in socially distanced situations between employees in a close, intimate (non-sexual) pair bond.
      Citation: Personnel Review
      PubDate: 2022-03-03
      DOI: 10.1108/PR-05-2021-0348
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Emotional exhaustion, emotional intelligence and task performance of
           employees in educational institutions during COVID 19 global pandemic: a
           moderated-mediation model

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      Authors: George Sunil D'Souza, Francis Gnanasekar Irudayasamy, Satyanarayana Parayitam
      Abstract: The objective of the present study is to investigate the relationship between emotional exhaustion and performance. During the present coronavirus disease (COVID-19) global pandemic, as the world has come to a standstill and more than 200 countries have been seriously affected, the level of emotional exhaustion experienced by people worldwide is beyond one's imagination. But how organizations were coping with emotional exhaustion and maintaining performance has remained an important question. To address this, the authors developed a conceptual model suggesting that organizational citizenship behavior (OCB) can act as a mediator, and leadership style and emotional intelligence (EI) can act as moderators in alleviating the dysfunctional consequences of emotional exhaustion. Using a structured survey instrument, data were collected from 384 respondents from the faculty and administrative personnel in the Mangalore Diocese educational institutions. The authors used stratified sampling and tested the psychometric properties of the instrument using Lisrel software. To test the hypotheses involving two-way and three-way interactions, the authors used Hayes (2018) PROCESS as a statistical technique. The results revealed that OCB mediated the relationship between emotional exhaustion and performance. To alleviate the dysfunctional consequences of emotional exhaustion, EI and transformational leadership interact to influence OCBs. The authors found that at lower and higher levels of EI, employees exhibited OCBs when leaders exhibited a greater level of transformational leadership. Furthermore, the transactional leadership style interacted with emotional exhaustion to reduce the adverse effects of later on performance. As with any research based on self-report measures, the present study has inherent limitations of social desirability and common method bias. However, the authors have sufficient care to minimize, if not eliminate, these limitations. The research highlights the importance of EI, a contingency leadership style in organizations, to reduce the adverse effects of emotional exhaustion caused by the global pandemic. This study contributes to both organizations and literature on personnel psychology and organizational behavior. The study suggests that individuals need to invest resources in developing the skills of controlling and regulating their emotions and engaging in extra-role behaviors. In addition, leaders in organizations need to exercise transformational and transactional leadership styles to combat the present COVID-19 global pandemic situation. This study provides new insights into the importance of EI, leadership style, and OCBs in restoring the loss of resources because of emotional exhaustion. The conceptual model developed and tested is the first of its kind in India, to our knowledge, and contributes to both theory and practice.
      Citation: Personnel Review
      PubDate: 2022-03-02
      DOI: 10.1108/PR-03-2021-0215
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • A cross-industry comparison of how women leaders experience gender bias

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      Authors: Amber L. Stephenson, Leanne M. Dzubinski, Amy B. Diehl
      Abstract: This paper compares how women leaders in four US industries–higher education, faith-based non-profits, healthcare and law–experience 15 aspects of gender bias. This study used convergent mixed methods to collect data from 1,606 participants. It included quantitative assessment of a validated gender bias scale and qualitative content analysis of open-ended responses. Results suggest that, while gender bias is prevalent in all four industries, differences exist. Participants in higher education experienced fewer aspects of gender bias than the other three industries related to male culture, exclusion, self-limited aspirations, lack of sponsorship and lack of acknowledgement. The faith-based sample reported the highest level of two-person career structure but the lowest levels of queen bee syndrome, workplace harassment and salary inequality. Healthcare tended towards the middle, reporting higher scores than one industry and lower than another while participants working in law experienced more gender bias than the other three industries pertaining to exclusion and workplace harassment. Healthcare and law were the two industries with the most similar experiences of bias. This research contributes to human resource management (HRM) literature by advancing understanding of how 15 different gender bias variables manifest differently for women leaders in various industry contexts and by providing HRM leaders with practical steps to create equitable organizational cultures.
      Citation: Personnel Review
      PubDate: 2022-03-01
      DOI: 10.1108/PR-02-2021-0091
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The impact of COVID-19 on the work–life balance of working mothers:
           evidence from Nigerian academics

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      Authors: Babatunde Akanji, Chima Mordi, Hakeem Ajonbadi, Olatunji Adekoya
      Abstract: Given the limiting gender role conditions arising from the prevalence of patriarchy in Nigeria and the shift to workers staying at home due to the deadly spread of coronavirus (COVID-19), this article aims to explore the impact of the COVID-19 pandemic on the work–life balance of professional mothers using the work–home resources model as a conceptual lens. The qualitative data is based on telephone interviews with 28 married female university academics with children. The findings reveal that the confinement policies enforced due to the need to combat the spread of COVID-19 and patriarchal norms deeply embedded in the Nigerian culture have exacerbated stress amongst women, who have needed to perform significantly more housework and childcare demands alongside working remotely than they did prior to the pandemic. The thematic analysis showed a loss of personal resources (e.g. time, energy, and income) resulting in career stagnation, health concerns, and increased male chauvinism due to the abrupt and drastic changes shaping the “new normal” lifestyle. The study relies on a limited qualitative sample size, which makes the generalisation of findings difficult. However, the study contributes to the emerging global discourse on the profound negative consequences of COVID-19 on the lives and livelihoods of millions, with a focus on the stress and work–family challenges confronting women in a society that is not particularly egalitarian – unlike Western cultures. The article provides valuable insights on how the COVID-19 pandemic has dramatically affected professional working mothers in the sub-Saharan African context, where literature is scarce.
      Citation: Personnel Review
      PubDate: 2022-03-01
      DOI: 10.1108/PR-08-2020-0636
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How difficulties in upward voice lead to lateral voice: a case study of a
           Chinese hospital

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      Authors: Fenwick Feng Jing, Adrian Wilkinson, Paula K. Mowbray, Maria Khan, Huanpeng Zhang
      Abstract: The aim of this study is to explore and unpack the notion of lateral voice within the context of a Chinese hospital. A qualitative design was used, involving interviews of 24 medical personnel from a public hospital in mainland China. This included two focus groups (eight participants each) of physicians and nurses, and eight individual interviews with managers, including a chief nurse and directors of the medical centre. The findings reveal that in top-down contexts with a respect for hierarchy, direct and vertical voice is discouraged but lateral voice fills this gap and can lead in some circumstances to a pathway to collective vertical voice. Interestingly, the study finds that fear of damaging relationships with peers may also discourage lateral voice in some cases, leading to silence altogether. Contradictory lateral voice outcomes arising from employees working within this context are discussed. The study makes an original contribution to voice literature through exploring an understudied voice target, that is, voicing to peers. In doing so, the study demonstrates the importance of lateral voice as an important component of voice behaviour.
      Citation: Personnel Review
      PubDate: 2022-02-28
      DOI: 10.1108/PR-02-2021-0075
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The instrumental role of employee voice in achieving promotability: social
           influence perspective

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      Authors: Hataya Sibunruang, Norifumi Kawai
      Abstract: Drawing upon social influence theory, this study examines employee voice as one potential form of social influence that enables employees to receive positive performance evaluations from their supervisors, further increasing their chances of being promoted to a higher positional level. Importantly, organizational politics as experienced by employees is an important boundary condition that may affect the success of voice in achieving promotability. This study obtained data from 218 independent matched subordinate-supervisor dyads from a manufacturing company in Japan. This study utilized the PROCESS macro developed by Hayes (2013) to test moderated mediation hypotheses. Employee voice positively predicts employee promotability through supervisors' evaluations of employee task performance, and organizational politics operates as a boundary condition at both the first and second stages of moderation. By speaking up at work, employees may instill an impression as a highly performing and competent individual in the eyes of their supervisors, thereby increasing their chances of being promoted within their organization. However, it is important to carefully consider the degree of workplace politics before expressing one's voice. For organizations, it is important to ensure that the policies and procedures used to demine promotion decisions are objective. This study departs from the traditional perspective that voice is primarily used for prosocial reasons by suggesting that voice can also be used for the purpose of promoting personal career objectives.
      Citation: Personnel Review
      PubDate: 2022-02-28
      DOI: 10.1108/PR-05-2020-0332
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Informal learning and career identity formation: the mediating role of
           work engagement

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      Authors: Hossein Ali Abadi, Alan Coetzer, Hernan ‘Banjo' Roxas, Mahsa Pishdar
      Abstract: The aim of the study is to extend prior research on career identity formation by investigating whether individuals' participation in informal workplace learning activities positively relates to career identity. The study also examines whether work engagement significantly mediates the participation in informal learning and career identity relationship. Using data from a survey of 313 individuals in Iran, the study developed and tested measurement and structural models and employed partial least squares structural equation modelling to test the hypotheses. The findings suggest that work engagement substantially mediates the positive relationship between participation in informal learning and career identity. Furthermore, the learning potential of the workplace and the propensities of individuals to actively approach situations that provide them with opportunities to learn and seek feedback on their performance have positive although varying relations with levels of participation in informal learning. Human resource management and career management specialists must be cognisant of the central role that employee participation in informal learning plays in strengthening their work engagement and career identity. Learning and development specialists should seek to create conditions in the work environment that are favourable to informal learning and work engagement. Although the role of formal development programmes in career identity formation is well documented, studies that examine links between participation in informal learning activities and career identity are very rare. Furthermore, there are no known studies that examine the potential mediating role of work engagement in the relationship between participation in informal learning activities and career identity.
      Citation: Personnel Review
      PubDate: 2022-02-24
      DOI: 10.1108/PR-02-2021-0121
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How human resource managers can prevent perceived pandemic threats from
           escalating into diminished change-oriented voluntarism

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      Authors: Dirk De Clercq, Renato Pereira
      Abstract: For human resource (HR) managers, the harmful outcomes of employees’ ruminations about external crises, such as a pandemic, represent important, timely concerns. This research postulates that employees’ perceptions of pandemic threats might diminish the extent to which they engage in change-oriented voluntarism at work. This negative connection may be attenuated by employees’ access to two personal (work-related self-efficacy and organization-based self-esteem) and two relational (goal congruence and interpersonal harmony) resources. The theoretical predictions are tested with survey data collected among employees who work in a banking organization in Portugal. Persistent negative thoughts about a pandemic undermine discretionary efforts to alter and enhance the organizational status quo, but this detrimental effect is mitigated when employees (1) feel confident about their work-related abilities, (2) have a positive self-image about their organizational functioning, (3) share a common mindset with coworkers with respect to work goals and (4) maintain harmonious relationships with coworkers. This study pinpoints several ways HR managers can reduce the danger that employees’ worries about life-threatening crises may lead to complacent responses that, somewhat paradoxically, might undermine their ability to alleviate the suffered hardships. The findings contribute to research on the impact of external crisis situations on organizations by providing an explanation of why employees may avoid productive, disruptive work activities, contingent on their access to complementary resources.
      Citation: Personnel Review
      PubDate: 2022-02-23
      DOI: 10.1108/PR-06-2021-0430
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How do work–life support practices impact bank employees' subjective
           well-being'

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      Authors: Ishita Roy, Md. Shamsul Arefin, Md. Sahidur Rahman
      Abstract: Based on the social exchange theory, the paper aims to explore the effects of work–life support (WLS) practices on subjective well-being through work engagement and job satisfaction. Data of 332 bank employees were collected in three waves and analyzed using AMOS and PROCESS macro. The study revealed that WLS practices influenced employees' subjective well-being both directly and indirectly. The study's results further supported the serial mediation of the indirect effect through work engagement and job satisfaction. Organizational WLS practices are supposed to play an effective role in helping employees increase subjective well-being. Organizations should attach importance to implementing WLS practices to ensure that employees are engaged and satisfied. Furthermore, organizations should undertake and communicate favorable WLS practices to stimulate employees' work and non-work well-being. The study is the first that examines the impact of WLS practices on employees' subjective well-being. Furthermore, the study offers novel insights regarding the dual mediation effect of work engagement and job satisfaction in the relationship between WLS practices and subjective well-being.
      Citation: Personnel Review
      PubDate: 2022-02-22
      DOI: 10.1108/PR-01-2021-0050
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Understanding the role of job quality in the association of employees’
           career change to self-employment and job satisfaction

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      Authors: Shi Shu, Ying Wang, Haiying Kang, Chia-Huei Wu, Pia Arenius
      Abstract: – While researchers have discussed the association between career change to self-employment and job satisfaction, few have considered how the association is achieved. Therefore, in this study, the authors aim to explain this relationship from the perspective of job quality. The authors build on job design theory to propose and empirically test how fluctuations in job satisfaction as associated with the transition to self-employment can be explained by changes in job quality. – The authors tested their propositions using a longitudinal, nationally representative database from Australia for the 2005–2019 period. The final sample included 108,384 observations from 18,755 employees. – In line with the literature, the authors found that job incumbents experienced low job satisfaction in the years prior to their career change to self-employment and that their job satisfaction improved after the transition. More importantly, the authors found the same change pattern for job quality – measured as job autonomy and skill variety – and the statistical results demonstrated that job quality was the key determinant of job satisfaction during the process. – This study advocates the importance of job quality in managing employee wellbeing and facilitating retention. – The authors contribute to the literature by uncovering how job quality, represented by skill variety and job autonomy, can explain fluctuations in job satisfaction during individuals’ career change from paid employment to self-employment.
      Citation: Personnel Review
      PubDate: 2022-02-22
      DOI: 10.1108/PR-03-2021-0212
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • What if employees with intrinsic work values are given autonomy in worker
           co-operatives' Integration of the job demands–resources model and
           supplies–values fit theory

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      Authors: Rhokeun Park
      Abstract: This study explores the role of intrinsic work values as a motivator in the workplace. By integrating the job demands–resources model and supplies–values fit theory, it also investigates whether autonomy and worker co-operatives can strengthen the intrinsic motivation of employees who have strong intrinsic work values. Longitudinal surveys collected at 25 worker co-operatives and 27 corporations were analyzed with a model in which a moderated mediation model and a mediated moderation model are integrated. The results revealed that individuals with strong intrinsic work values had stronger intrinsic motivation and engaged less frequently in job search behavior. The moderation analyses demonstrated that employees with strong intrinsic work values were more strongly motivated in worker co-operatives than in corporations and that this result was obtained because more autonomy was granted in worker co-operatives than in corporations. To date, little research has examined the moderating roles of autonomy and worker co-ops in the associations of intrinsic work values with employee motivation and behavior. The present study contributes to the literature on work values and worker co-operatives by providing evidence that autonomy and worker co-operatives can accelerate intrinsic motivation of employees with intrinsic work values. Managers should grant employees enough autonomy and opportunities to participate in decision-making to stimulate their motivation, especially for employees with strong intrinsic work values. By integrating the job demands–resources model with the supplies–values fit theory, this study proposes interaction effects of a personal resource with job and organizational resources on intrinsic motivation.
      Citation: Personnel Review
      PubDate: 2022-02-22
      DOI: 10.1108/PR-05-2021-0362
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Mentoring and coping self-efficacy as predictors of affective occupational
           commitment for women in STEM

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      Authors: Lama Blaique, Ashly Pinnington, Hazem Aldabbas
      Abstract: Despite an evident increase in the number of women joining Science, Technology, Engineering and Mathematics (STEM) majors at universities, the recruitment and retainment of women in STEM occupations continue to be a substantial challenge. The aim of this research is to investigate several individual and contextual factors that could increase the representation of women in STEM fields. The authors report the results of a questionnaire survey of women (n = 375) working in STEM industries in the Middle East and North Africa region who have or had a mentor during their careers. Structural equation modelling is used to examine the proposed hypotheses. The results indicate that both mentoring and coping self-efficacy positively influence affective occupational commitment. Coping self-efficacy is also found to partially mediate the relationship between mentoring and affective occupational commitment. The authors recommend that researchers and practitioners give more attention to the contextual factors such as mentoring and its contribution to the coping self-efficacy and affective occupational commitment of employees in STEM occupations. In this study, the authors investigate individual and contextual factors that have potential to enhance women's occupational commitment in STEM industries based on the Career Self-Management Model.
      Citation: Personnel Review
      PubDate: 2022-02-21
      DOI: 10.1108/PR-09-2020-0729
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Dead-end jobs or steppingstones' Precarious work in Albania

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      Authors: Elvisa Drishti, Fiona Carmichael
      Abstract: This study asks whether lower quality forms of employment lead to career transitions into higher quality forms of employment acting as steppingstones, or bridges or, whether instead they lead to dead-ends, or traps, in which workers move between unstable jobs with low prospects for upward mobility and unemployment. This study uses a unique longitudinal dataset recording monthly employment states over 3 years for 373 individuals in the Albanian city of Shkoder. The analysis uses sequence and regression analysis to investigate whether people employed in lower quality, more precarious jobs remain in these kinds of jobs or instead are able to transition into higher quality, permanent and full-time employment. In line with previous evidence for the region, the analysis confirms the precarization of many working lives particularly for women, young people and those with lower educational attainment. This evidence is more supportive of the dead-end hypothesis than the idea that a lower quality job can be a steppingstone into a better job. This study contributes to the limited knowledge of labour market functioning in developing post-socialist Western Balkans countries. Recent flexicurity policies have generated an increased prevalence of more precarious employment arrangements in Albania. This investigation addresses previous research limitations regarding point-in-time transitions and unobserved heterogeneity using retrospective longitudinal data and controlling for personality traits.
      Citation: Personnel Review
      PubDate: 2022-02-18
      DOI: 10.1108/PR-04-2021-0275
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Is meaningful work always a resource toward wellbeing' The effect of
           autonomy, security and multiple dimensions of subjective meaningful work
           on wellbeing

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      Authors: Marjolein Lips-Wiersma, Jarrod Haar, Helena D. Cooper–Thomas
      Abstract: Using conservation of resources as a theoretical lens, the paper aims to investigate distinct objective meaningful work (OMW) and subjective meaningful work (SMW) domains as resources that contribute to wellbeing. A cross-sectional questionnaire was conducted with 879 employees, measuring OMW resources (job security and autonomy), SMW using the well-validated multidimensional Comprehensive Meaningful Work Scale (CMWS) focusing on five dimensions (integrity with self, expressing full potential, unity with others, service to others and balancing tensions), and three wellbeing outcomes (positive affect, negative affect and job stress). The authors conducted structural equation modeling, mediation analysis with PROCESS macro including bootstrapping, and dominance analysis, to identify the core relationships between OMW and SMW dimensions and three wellbeing constructs. OMW resources are largely beneficially related to SMW dimensions; both OMW and SMW resources are mostly beneficially related to wellbeing outcomes; and the overall associations of OMW with the three wellbeing constructs are partially mediated by SMW. The dominance analyses of SMW with wellbeing shows expressing full potential is the most important predictor of positive affect, and integrity with self is the most important (negatively related) predictor of negative affect and job stress. Our research, in pulling apart the different dimensions of MW, shows that to enhance wellbeing, HR professionals should not just pay attention to practices that support self-transcendent MW but also those that support the self. When not balanced, MW can lead to a loss of wellbeing. The findings highlight that (1) while the current MW literature places a lot of emphasis on SMW, OMW remains an important consideration, and (2) while the MW literature often focuses on self-transcendent meanings, such as making a difference, the self-oriented dimensions of SMW are more dominant toward wellbeing. This is valuable to employees, managers, and HR professionals considering how to improve MW and wellbeing.
      Citation: Personnel Review
      PubDate: 2022-02-16
      DOI: 10.1108/PR-10-2020-0754
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Crafting telework: a process model of need satisfaction to foster telework
           outcomes

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      Authors: Michal Biron, Wendy J. Casper, Sumita Raghuram
      Abstract: The purpose of this study is to offer a model explicating telework as a dynamic process, theorizing that teleworkers continuously adjust – their identities, boundaries and relationships – to meet their own needs for competence, autonomy and relatedness in their work and nonwork roles. This study uses the lens of job crafting to posit changes teleworkers make to enhance work-nonwork balance and job performance, including time-related individual differences to account for contingencies in dynamic adjustments. Finally, this study discusses how feedback from work and nonwork role partners and one’s self-evaluation results in an iterative process of learning to telework over time. This model describes how teleworkers craft work and nonwork roles to satisfy needs, enhancing key outcomes and eliciting role partner feedback to further recraft telework. The propositions can be translated to hypotheses. As such the dynamic model for crafting telework can be used as a basis for empirical studies aimed at understanding how telework adjustment process unfolds. Intervention studies could focus on teleworkers’ job crafting behavior. Organizations may also offer training to prepare employees to telework and to create conditions under which teleworkers’ job crafting behavior more easily translates into need satisfaction and positive outcomes. Many employees would prefer to work from home, at least partly, when the COVID-19 crisis is over. This model offers a way to facilitate a smooth transition into this work mode while ensuring work nonwork balance and performance. Most telework research takes a static approach to focus on the work–family interface. This study proffers a dynamic approach suggesting need satisfaction as the mechanism enabling one to combine work and domestic roles and delineating how feedback enables continuous adjustment in professional and personal roles.
      Citation: Personnel Review
      PubDate: 2022-02-14
      DOI: 10.1108/PR-04-2021-0259
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • The buffering role of servant leadership on the relationship between
           organizational politics and employee task performance and citizenship
           behaviors

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      Authors: Mohammad Nisar Khattak, Peter O'Connor, Noor Muhammad
      Abstract: The purpose of this study was to examine whether servant leadership (SL) buffers the negative relationship between perceived organizational politics (POP) and employee performance outcomes. Time-lagged multi source data were collected from 236 supervisor-subordinate dyads in a public sector university in Pakistan. SL, POP and several control variables were measured in subordinates at time 1, and supervisor ratings of organization citizenship behaviors and task performance were measured at time 2. The authors performed moderated multiple regression analysis to test the hypotheses underpinning the study. Findings revealed that POP was negatively related to employee task performance and two types of organization citizenship behavior (individual and organizational). Findings also revealed that SL attenuated the negative effect of POP on employee task performance and the two types of organization citizenship behavior. SL is particularly important in organizational cultures characterized by high politics; therefore, managers seeking to enhance task performance and citizenship behavior in employees should adopt this style of leadership if possible. This is the first study conducted in the South Asian context that has examined whether, and how, SL buffers the negative effects of POP on employee task performance and organization citizenship behavior.
      Citation: Personnel Review
      PubDate: 2022-02-14
      DOI: 10.1108/PR-11-2020-0848
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Perception of organizational politics, knowledge hiding and organizational
           citizenship behavior: the moderating effect of political skill

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      Authors: Navneet Kaur, Lakhwinder Singh Kang
      Abstract: Based on the conservation of resource (COR) theory, this study investigates the association between the perception of organizational politics and organizational citizenship behavior (OCB) while considering the mediating role of knowledge hiding and moderating role of political skill in this process. Data were collected in a time-lagged survey in two waves with a three-week interval from frontline employees and their peers working in private sector banks in India. The hypothesized relationships were ascertained using the PROCESS macro for SPSS. The results revealed a negative association between the perception of organizational politics and OCBs targeted at co-workers (OCBI), organization (OCBO) and customers (OCBC), both directly and indirectly, via knowledge hiding. Additionally, the negative indirect effect of the perception of organizational politics on OCB facets, via knowledge hiding, is buffered for individuals with high levels of political skill. The current study portrays a more comprehensive understanding of the dynamics between the perception of organizational politics and OCB, with a particular emphasis on identifying the unidentified factors that may impact this liaison.
      Citation: Personnel Review
      PubDate: 2022-02-11
      DOI: 10.1108/PR-08-2020-0607
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Modelling the interaction between serious leisure, self-perceived
           employability, stress, and workplace well-being: empirical insights from
           graduates in India

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      Authors: P.M. Nimmi, William E. Donald
      Abstract: Drawing on a framework of Job Demands-Resources (JD-R), the purpose of this paper is to conceptually develop and empirically validate a moderated mediation model of serious leisure and workplace well-being. The data were collected between December 2020 and March 2021 using an online questionnaire. A total of 225 completed questionnaires were received from employees in India who graduated between 2018 and 2020. The authors’ findings indicate that serious leisure is positively associated with workplace well-being and that the relationship is mediated by self-perceived employability. Stress moderates the relationship between serious leisure and self-perceived employability in such a way that the association is stronger when levels of stress are higher. Stress also moderates the mediating effect of self-perceived employability on the relationship between serious leisure and workplace well-being such that the indirect effect of serious leisure on workplace well-being is stronger when levels of stress are higher. Theoretical implications come from drawing on leisure studies literature to differentiate casual leisure and serious leisure. The concept of serious leisure is subsequently integrated into the human resource management literature to explore the relationship between serious leisure, self-perceived employability, stress, and workplace well-being. Practical and policy implications suggest how universities and organisations can support their students and early careers talent by encouraging them to participate in serious leisure activities.
      Citation: Personnel Review
      PubDate: 2022-02-10
      DOI: 10.1108/PR-04-2021-0305
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Time for life' The spillover effect of strain-based family-to-work
           conflict on early retirement intentions and the role of HR practice
           flexibility

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      Authors: Guodong Cui, Fuxi Wang, Jian-Min Sun, Yanyuan Cheng
      Abstract: To cope with the workforce shortages brought by population ageing, it is critical to understand the workplace micro-foundations that determine the mechanisms of older workers' early retirement intentions. Drawing on the conservation of resource theory, this study examines the spillover effect of strain-based family-to-work conflict (SFWC) on early retirement intentions, with emotional exhaustion as a mediator. Additionally, it investigates the contextual resources, HR practice flexibility, as a boundary condition for the above relationships. The study tests the hypotheses by employing a multi-sourced matching sample of 231 workers (aged 45–65) and their 49 managers. The results of cross-level analysis revealed that SFWC has a positive indirect relationship with early retirement intentions, through increased emotional exhaustion. The relationship between emotional exhaustion and early retirement intentions is weaker when older employees experience higher HR practice flexibility. This study is the first to use a resources perspective to analyse early retirement mechanisms, and it examines the spillover effect of SFWC on early retirement intentions. The findings also contribute to the literature on the role of HR practice for ageing workers.
      Citation: Personnel Review
      PubDate: 2022-02-01
      DOI: 10.1108/PR-03-2021-0199
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Cultivating organizational attraction: a resource view on psychological
           contracts of career development among interns

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      Authors: Yinyin Cao, Junghyun Lee, Marie Waung
      Abstract: The purpose of this study is to examine the relationship between psychological contracts and subsequent internship outcomes, with a specific focus on employer obligations with regard to career development. The study also examines the potential moderating role of person–organization (P–O) fit. Online surveys were administered to 196 college students both prior to and upon completing their summer internships. Moderated mediation analyses were performed following Hayes (2018). The results show that employer fulfillment of career development is positively associated with organizational attractiveness, as mediated by intern skill acquisition. In addition, high levels of P-O fit ameliorated low developmental situations, with high P-O fit resulting in stronger attraction to the organization than low P-O fit. The study underlines the importance of career development and the associated attainment of instrumental resources in the psychological contract process between organizations and interns. For the former, the provision of career development may increase interns' attraction to the organization. For interns, such opportunities can enhance skill acquisition, with differential effects for those with high and low P-O fit. This study is the first to provide an empirical assessment of the instrumental outcomes of psychological contract fulfillment with regard to career development prior to formal organizational entry. It further sheds light on the interactive effect of skill acquisition and P-O fit in predicting individual perceptions of the organization.
      Citation: Personnel Review
      PubDate: 2022-01-25
      DOI: 10.1108/PR-04-2021-0301
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Stakeholder engagement in inclusive employability management for
           employees whose health at work is impaired: empirical evidence from a
           French public organisation

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      Authors: Myriam Guillaume, Sabrina Loufrani-Fedida
      Abstract: This paper identifies the stakeholders engaged in inclusive employability management for employees whose health at work is impaired and examines how different mechanisms can be used to engage these stakeholders. The paper aims to explore the link between stakeholder engagement and inclusive employability management. The empirical study uses a qualitative approach to mobilise a case study in a French public organisation. Data collection combines four sources: 50 individual interviews, informal dialogues, 39 days of observations and 43 documents. The findings provide insights into the management of inclusive employability for vulnerable employees and reveal the multiplicity of stakeholders involved. Institutional, organisational and individual mechanisms are used to engage stakeholders in employability management for vulnerable employees. Furthermore, the implementation of inclusive structural and operational mechanisms promotes a policy that favours employability management. However, stakeholders are also faced with institutional, organisational and individual difficulties that limit their engagement. The findings have the potential to inform organisational stakeholders – human resources management (HRM) and managerial stakeholders in particular – of the support needed for employability management. The findings emphasise the value of ensuring that employability management policies and practices promote the full integration of vulnerable employees. The research fills an important gap in the HRM literature on managing employability for vulnerable employees. In doing so, the study makes a specific contribution to the literature on organisational inclusion with employability management. Our research contributes to extant knowledge of stakeholder engagement by including a bottom-up dimension to facilitate stakeholder engagement.
      Citation: Personnel Review
      PubDate: 2022-01-19
      DOI: 10.1108/PR-06-2021-0404
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Authoritarian and benevolent leadership: the role of follower homophily,
           power distance orientation and employability

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      Authors: Alexei Koveshnikov, Mats Ehrnrooth, Heidi Wechtler
      Abstract: Drawing on follower-centric leadership theory, the study examines the role of perceived homophily between the leader and the follower, follower's individual-level power distance orientation (PDO) and follower's perceived employability in moderating the effects of authoritarian and benevolent paternalistic leadership (BPL) on followers' turnover intentions. The study analyzes a sample of 403 white-collar Russian employees. Whereas both leadership styles generally decrease followers' turnover intentions, they operate differently. Authoritarian leadership (AL) is more effective among followers with higher follower-leader homophily and PDO, whereas BPL is effective only among followers with low perceived homophily and PDO, and more effective among followers with higher perceived employability. The study extends research on non-participative styles of leadership, their effects and boundary conditions.
      Citation: Personnel Review
      PubDate: 2022-01-18
      DOI: 10.1108/PR-02-2021-0097
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Exploring layers of context-related work-from-home demands during COVID-19

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      Authors: Laxmikant Manroop, Daniela Petrovski
      Abstract: This article identifies the contextual demands impacting the work from home (WFH) experience during the COVID-19 pandemic and considers their respective impact on employees' personal and work-related outcomes. Drawing on a qualitative methodology, the authors thematically analyzed written narratives from 41 employees who had been required to work from home during the COVID-19 pandemic. Data analysis identified four layers of contextual demands (omnibus, task, social and personal) that had resulted in participants being required to work from home. Drawing on this finding, the authors develop a conceptual process model to extend current theory and explain how the respective demands impact individual affective reactions and work-related experiences, health and wellbeing. The authors’ findings offer new insights into contexts where WFH becomes mandatory, indicating that it is characterized by a range of challenges and opportunities. This paper signals the need to provide employees with a realistic preview of working from home demands, including interventions to better prepare them to navigate the daily stressors of working from home; and provision of virtual employee assistance programs in the form of online counseling. This paper explores a unique phenomenon – the mandatory requirement to work from home during the COVID-19 pandemic and its impact on employees' personal and work-related experiences and outcomes.
      Citation: Personnel Review
      PubDate: 2022-01-18
      DOI: 10.1108/PR-06-2021-0459
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • What sort of collective bargaining is emerging in Nigeria'

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      Authors: John Ebinum Opute, Ali B. Mahmoud
      Abstract: Nigeria is experiencing an expanding variety of what is termed collective bargaining, which is being propelled by socio-economic challenges and the emerging political dispensation that had long eluded the country, albeit the numerous contours needing some pragmatic approaches from the state, employers of labour and the trade unions at the local and national levels. Therefore, this study represents an attempt to illustrate the rising collective bargaining pattern in Nigeria. This study drew on employee and employer sectoral associations examples together with labour union structures of the state to assess what underlined collective bargaining developments from the broad context of collective bargaining and the industrial relations implications. Content analysis was employed to analyse the secondary data (found in relevant company handbooks, policies, collective agreements, etc.) and primary data obtained through unstructured interviews. A form of collective bargaining is emerging where the trade unions are embracing symbiotic agreements at plant levels to improve conditions of employment and thus weakening the hold of the national union from collective bargaining – a move that may challenge the conceptual framework of collective bargaining as conceived by many states in developing economies. This is an investigative paper, carefully trailing the framework of collective bargaining from direct contacts with all stakeholders in the labour corridors of Nigeria – such as the Nigeria Labour Congress, Nigeria Employers’ Consultative Association, Chemical and Non-Metallic Products Employer's Federation, Metal Products Workers Union of Nigeria and Personnel Practitioners, cutting across all the segments of the political and economic development of the country.
      Citation: Personnel Review
      PubDate: 2022-01-18
      DOI: 10.1108/PR-12-2020-0872
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Innovative work behaviour: the what, where, who, how and when

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      Authors: Muhammad Farrukh, Fanchen Meng, Ali Raza, Yihua Wu
      Abstract: This study aims to analyse the current trends and set the future research agenda in employee-level innovative work behaviour (IWB) research. A portfolio of 910 publications on IWB collected from the Scopus database was systematically analysed using different bibliometric techniques. Based on the performance analysis and science mapping of innovative work behaviour research, the study identifies the most prolific sources of IWB publications and lists several future research directions. This paper could serve as one-stop information that may facilitate transdisciplinary endeavours by assisting scholars and practitioners in identifying peer-recognised publications and scholarly communities.
      Citation: Personnel Review
      PubDate: 2022-01-17
      DOI: 10.1108/PR-11-2020-0854
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • A moderated mediation model of counterproductive work behaviour,
           organisational justice, organisational embeddedness and psychological
           ownership

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      Authors: Sultan Adal Mehmood, Abdur Rahman Malik, Devika Nadarajah, Muhammad Saood Akhtar
      Abstract: This study aimed to investigate the mechanisms through which organisational justice influences counterproductive work behaviour (CWB). This relationship was explained using a moderated mediation model where organisational embeddedness is a mediator between organisational justice and CWB, while psychological ownership (for the organisation) is a moderator of the relationship between organisational embeddedness and CWB. The conservation of resources (COR) theory was used as the underpinning theory to explain the interrelationships among the constructs. Data were collected by administering a quantitative cross-sectional survey to employees of Punjab Police, a large public sector, law enforcement organisation in Pakistan. The study model was analysed using PLS-SEM to address the treatment of higher-order reflective-formative constructs. The results showed that organisational justice is positively related to organisational embeddedness, while organisational embeddedness is negatively related to CWB. Organisational embeddedness was found to play a significant role in mediating the negative effects of organisational justice on CWB. Also, psychological ownership moderated the influence of organisational embeddedness on CWB in an interesting fashion. CWB was the highest when both embeddedness and ownership were low; however, CWB was not the lowest when both embeddedness and ownership were high. Reliance on self-report data, not accounting for the community embeddedness and discounting the differential effects of justice dimensions are some of the limitations of the present study. Despite these limitations, this study offers valuable insights into how the occurrence of CWB can be minimised. That is, apart from providing a work environment based on fair procedures and policies, it is critically important to manage the perceptions of embeddedness and psychological ownership of employees. Although numerous researchers have studied the link between organisational justice and CWB, few have explored the roles of organisational embeddedness and psychological ownership in this relationship. This study thus posits a novel moderated mediation mechanism, based on the COR theory, through which organisational justice is translated into CWB. Moreover, this study adds value by investigating this model in the police force context, where justice and CWB have important consequences.
      Citation: Personnel Review
      PubDate: 2022-01-14
      DOI: 10.1108/PR-05-2021-0330
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Continuous learning and employee performance: a moderated examination of
           managers' coaching behavior in India

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      Authors: Sunil Budhiraja
      Abstract: By integrating organizational support theory (OST) and social cognitive theory, this study investigates types of managers' coaching behavior as experienced by the employees. Furthermore, the study examines whether employees would exhibit greater task and contextual performance when organizational learning is blended with a specific coaching behavior of their manager. Using primary data from 298 software engineers working in select information technology companies across India, the current study attempts to assess moderating effect of managers' coaching behavior in two relationships, including continuous learning and employees' task performance (CL-TP) and continuous learning and employees' contextual performance (CL-CP). Result of exploratory factor analysis suggests that managers of select organizations exhibit two major types of coaching behavior: inspiration-based coaching behavior and facilitation-based coaching behavior. On the moderating role of coaching behavior, it is documented that facilitation-based coaching behavior significantly positively moderates both stated (CL-TP and CL-CP) relationships, whereas inspiration-based coaching behavior of supervisors has positive significant effect on CL-TP relationship but negatively moderates the CL-CP relationship. The extent to which the findings of this study can be generalized is constrained by the limited sample and organizational context. The most important managerial implication for all learning organizations is that both kinds of coaching behaviors help improving the task performance of the employees, but managers should prefer facilitation-based coaching style in order to generate higher contextual performance of employees. This study contributes to practitioners and existing literature by explaining how individual performance of employees is affected by the investment made by organizations in facilitating continuous learning.
      Citation: Personnel Review
      PubDate: 2022-01-13
      DOI: 10.1108/PR-04-2020-0272
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Can HRM predict mental health crises' Using HR analytics to unpack the
           link between employment and suicidal thoughts and behaviors

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      Authors: Rina Hastuti, Andrew R. Timming
      Abstract: The aim of this research is to determine the extent to which the human resource (HR) function can screen and potentially predict suicidal employees and offer preventative mental health assistance. Drawing from the 2019 National Survey of Drug Use and Health (N = 56,136), this paper employs multivariate binary logistic regression to model the work-related predictors of suicidal ideation, planning and attempts. The results indicate that known periods of joblessness, the total number of sick days and absenteeism over the last 12 months are significantly associated with various suicidal outcomes while controlling for key psychosocial correlates. The results also indicate that employee assistance programs are associated with a significantly reduced likelihood of suicidal ideation. These findings are consistent with conservation of resources theory. This research demonstrates preliminarily that the HR function can unobtrusively detect employee mental health crises by collecting data on key predictors. In the era of COVID-19, employers have a duty of care to safeguard employee mental health. To this end, the authors offer an innovative way through which the HR function can employ predictive analytics to address mental health crises before they result in tragedy.
      Citation: Personnel Review
      PubDate: 2022-01-10
      DOI: 10.1108/PR-05-2021-0343
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • How and when does humble leadership enhance newcomer well-being

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      Authors: Fei Kang, Jiyu Li, Yuanyuan Hua
      Abstract: Many studies have examined the positive outcomes of humble leadership for employees. However, its impact on newcomers' well-being has been rarely investigated. In this paper, based on affective events theory and the broaden-and-build theory of positive emotions, the authors proposed a moderated mediation model to explore the effect of humble leadership on newcomer well-being. In the model, we identified newcomers' pride as a mediating variable and newcomers' proactive personality as a moderating variable. The data were from a two-wave sample containing 213 newcomers. The hypothesized model was tested using partial least squares structural equational modeling. The results demonstrated that humble leadership was positively related to newcomers' well-being, and newcomers' pride medicated this relationship. Additionally, newcomers' proactive personality moderated the relationship between humble leadership and newcomers' pride. The authors adopted a cross-sectional research design, rendering it difficult to derive causal relationships between variables. In addition, all data were from self-reports of newcomers which would suffer from common method variance. This research examined the role of humble leadership in promoting newcomers' pride and well-being.
      Citation: Personnel Review
      PubDate: 2022-01-06
      DOI: 10.1108/PR-01-2021-0019
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Overcoming organizational politics with tenacity and passion for work:
           benefits for helping behaviors

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      Authors: Dirk De Clercq, Chengli Shu, Menglei Gu
      Abstract: This study unpacks the relationship between employees' perceptions of organizational politics and their helping behavior, by explicating a mediating role of employees' affective commitment and moderating roles of their tenacity and passion for work. Quantitative survey data were collected from 476 employees, through Amazon Mechanical Turk. Beliefs that the organizational climate is predicated on self-serving behaviors diminish helping behaviors, and this effect arises because employees become less emotionally attached to their organization. This mediating role of affective commitment is less salient to the extent that employees persevere in the face of challenges and feel passionate about working hard. For human resource managers, this study pinpoints a lack of positive organization-oriented energy as a key mechanism by which perceptions about a negative political climate steer employees away from assisting organizational colleagues on a voluntary basis. They can contain this mechanism by ensuring that employees are equipped with energy-boosting personal resources. This study addresses employees' highly salient emotional reactions to organizational politics and pinpoints the critical function of affective commitment for explaining the escalation of perceived organizational politics into diminished helping behavior. It also identifies buffering effects linked to two pertinent personal resources.
      Citation: Personnel Review
      PubDate: 2022-01-04
      DOI: 10.1108/PR-09-2020-0699
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Understanding the development of a common social identity between
           expatriates and host country nationals

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      Authors: Sana Mumtaz, Sadia Nadeem
      Abstract: This article examines the impact of expatriates' interaction adjustment and conducive work environment (i.e. trust, shared vision and intercultural communication) on the development of a common social identity between expatriates and host country nationals (HCNs) using the social identity theory (SIT). It also investigates whether increased trust, shared vision and intercultural communication mediate the relationship between expatriates' interaction adjustment and development of a common social identity. Dyadic data were collected from 93 Chinese expatriates and 239 Pakistani HCNs using a three-wave time-lag design. A multilevel model was estimated using Bayesian estimation technique in the Mplus software. Empirical evidence suggests an inverse relationship between expatriates' interaction adjustment and the development of a common social identity between expatriates and HCNs. Further, trust and intercultural communication led to a positive impact on the group memberships between expatriates and HCNs. However, no support was found regarding the mediating role of trust, shared vision and intercultural communication in this empirical research. The existing literature focuses mainly on change experiences of expatriates during international assignments. However, the current study goes beyond this and investigates the individualized change experiences of HCNs. Further, empirical evidence in this research found a negative relationship between expatriates' interaction adjustment and the development of a common social identity between expatriates and HCNs, which needs to be examined further.
      Citation: Personnel Review
      PubDate: 2022-01-03
      DOI: 10.1108/PR-07-2021-0535
      Issue No: Vol. ahead-of-print, No. ahead-of-print (2022)
       
  • Formalization and employee thriving at work: a moderated mediation model
           including work engagement and centralization

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      Authors: H.M. Saidur Rahaman
      Abstract: Until recently, scholars have begun to examine the contextual antecedents of employees thriving at work. A recent study has shown that one aspect of organizational structure/context (i.e. formalization) can be an important antecedent of employee thriving at work. However, scholars have urged doing research examining how different aspects of organizational structure can combinedly influence employee work outcomes such as thriving at work. Given that, the present paper proposes a theoretical model to unravel the mechanisms of how two aspects of organizational structure (i.e. formalization and centralization) may operate as the antecedents of employees thriving at work. In particular, the author draws on the Conservation of Resources Theory (COR) to hypothesize that employees' work engagement mediates the relationship between their perception of formalization and thriving at work. The author further hypothesizes that the indirect relationship between formalization and employee thriving at work is moderated by employees' perception of centralization, such that the relationship is stronger in the presence of a lower level of centralization than higher. The author gathered data by employing a time-lagged survey design involving 136 full-time employees from different organizations. Results show that employee work engagement mediates the relationship between formalization and employee thriving at work. Further, the indirect relationship between formalization and employee thriving at work is stronger when the level of centralization is relatively low. Formalization is able to enact employees' thriving at work, particularly when organization implements relatively less centralized structure. This study first introduces work engagement as a mediator in the formalization–employee thriving at work relationship and centralization as a moderator along this mediating process.
      Citation: Personnel Review
      PubDate: 2022-01-17
      DOI: 10.1108/PR-03-2021-0223
      Issue No: Vol. 51, No. 9 (2022)
       
  • How and when overqualification improves innovative work behaviour: the
           roles of creative self-confidence and psychological safety

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      Authors: Nasib Dar, Saima Ahmad, Wali Rahman
      Abstract: This paper aims to examine the influence of perceived overqualification on innovative behaviour in the workplace. By integrating self-efficacy and human capital theories, this study proposes that perceived overqualification improves innovative behaviour directly and indirectly by boosting employee creative self-confidence. It further investigates the boundary conditions imposed by perceived psychological safety in this process. The research utilises a quantitative research methodology through a two-wave survey of 335 employees and their 135 leaders. Moderated and mediated regression analyses were used to analyse the research data. The results revealed that perceived overqualification promotes innovative behaviour at work directly and indirectly through its positive influence on creative self-confidence. The mediating effect of creative self-confidence in the relationship between perceived overqualification and innovative behaviour is moderated by perceived psychological safety at work, such that the relationship is stronger in a higher perceived psychological safety condition compared to when it is low. This study has theoretical and practical implications for personnel management. From a theoretical perspective, it integrates human capital and self-efficacy theories to explain a mechanism through which perceived overqualification will lead to innovative behaviour in the workplace. From a managerial perspective, it mitigates the stigma associated with an overqualified workforce by suggesting that perceived overqualification can be a source of innovation at work. This is the first study that examines the creative self-confidence-based mechanism in the relationship between perceived overqualification and innovative behaviour at work. It also explores the moderating role of psychological safety in this relationship.
      Citation: Personnel Review
      PubDate: 2022-01-17
      DOI: 10.1108/PR-06-2020-0429
      Issue No: Vol. 51, No. 9 (2022)
       
  • A qualitative investigation of the work-nonwork experiences of dual-career
           professional couples without children

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      Authors: Galina Boiarintseva, Souha R. Ezzedeen, Anna McNab, Christa Wilkin
      Abstract: This paper aims to investigate the idiosyncratic relationships between work and nonwork among dual-career professional couples (DCPCs) intentionally without children, considering individual members' role salience, nonwork responsibilities and care or career orientation. Interview data from 21 Canadian and American couples (42 individuals) was used to explore the research question: How do DCPCs without children perceive their work-nonwork balance' DCPCs without children are a heterogenous demographic. Some couples are career oriented, some care oriented, some exhibit both orientations, shaping their experience of work-nonwork balance. Unlike popular stereotypes, they do have nonwork responsibilities and interests outside of their thriving careers. Similar to their counterparts with children, they face conflicts managing work and nonwork domains. Based on theories of role salience, work-nonwork conflict, enrichment and balance, the authors suggest that analyses of work-nonwork balance should include nonwork activities other than child caring. The authors further propose that the experience of the work-nonwork interface varies according to whether couples are careerist, conventional, non-conventional or egalitarian. The study also demonstrates that work-nonwork experiences are relational in nature and should be explored beyond a strictly individual perspective.
      Citation: Personnel Review
      PubDate: 2022-01-05
      DOI: 10.1108/PR-01-2021-0006
      Issue No: Vol. 51, No. 9 (2022)
       
  • Threat or opportunity: accelerated job demands during COVID-19
           pandemic

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      Authors: Leila Afshari, Aamir Hayat, K.K. Ramachandran, Timothy Bartram, Bamini K.P.D. Balakrishnan
      Abstract: The purpose of this study is to investigate the effects of accelerated job demands on employee outcomes during the COVID-19 crisis. An integrated model was developed to explore the relationships between different types of job demands (learning, decision-making, work intensification), employee turnover intention (TI) and burnout (BU). Data were obtained from professionals whose work conditions were impacted by the COVID-19 pandemic crisis. An online survey was distributed anonymously. A total of 566 questionnaires were included in the analysis. Structural equation modeling was employed to analyze the data. The findings revealed that employees' perception of job demands impacts the significance and direction of the relationships between different forms of job demands and employee outcomes. Furthermore, the findings confirm that mediating role of perceived organizational support alleviates the adverse effects of job demands on employee outcomes. Finally, the present study supported the moderation effect of positive affectivity between work intensification and employee BU. This study provides employers with insights about supporting employees to cope with increased job demands in conditions where rapid changes are inevitable. The unique context of research (COVID-19) enabled this study to account for the acceleration of job demands that employees experience in rapidly changing situations. This study employed an instrument that allowed for the assessment of acceleration in job demands. Furthermore, the granular approach of the measurement model extended the perspectives of job demands and work intensification.
      Citation: Personnel Review
      PubDate: 2022-01-03
      DOI: 10.1108/PR-02-2021-0098
      Issue No: Vol. 51, No. 9 (2022)
       
 
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