Subjects -> BUSINESS AND ECONOMICS (Total: 3530 journals)
    - ACCOUNTING (132 journals)
    - BANKING AND FINANCE (306 journals)
    - BUSINESS AND ECONOMICS (1229 journals)
    - CONSUMER EDUCATION AND PROTECTION (20 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (201 journals)
    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (235 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (145 journals)
    - INTERNATIONAL DEVELOPMENT AND AID (103 journals)
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    - PUBLIC FINANCE, TAXATION (37 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 92 of 92 Journals sorted by number of followers
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 224)
Human Resource Management     Hybrid Journal   (Followers: 76)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 74)
Human Resource Management Journal     Hybrid Journal   (Followers: 72)
Human Relations     Hybrid Journal   (Followers: 61)
Human Resource Management Review     Hybrid Journal   (Followers: 60)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 52)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 50)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 45)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 43)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 34)
Journal of Accounting Research     Hybrid Journal   (Followers: 34)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 29)
Review of Accounting Studies     Hybrid Journal   (Followers: 28)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 26)
Human Resource Development Review     Hybrid Journal   (Followers: 26)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 25)
Personality and Individual Differences     Hybrid Journal   (Followers: 25)
Accounting Forum     Hybrid Journal   (Followers: 23)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 23)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 23)
Accounting and Business Research     Hybrid Journal   (Followers: 22)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 22)
European Accounting Review     Hybrid Journal   (Followers: 20)
Human Resource Management Research     Open Access   (Followers: 19)
Human Resource Development International     Hybrid Journal   (Followers: 19)
Open Journal of Leadership     Open Access   (Followers: 18)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 17)
Personnel Review     Hybrid Journal   (Followers: 16)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 16)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 16)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 15)
European Journal of Training and Development     Hybrid Journal   (Followers: 14)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
Public Personnel Management     Hybrid Journal   (Followers: 13)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 13)
International Journal of Human Resource Studies     Open Access   (Followers: 13)
British Accounting Review     Hybrid Journal   (Followers: 12)
Advances in Accounting     Hybrid Journal   (Followers: 11)
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 11)
International Journal of Management Education     Hybrid Journal   (Followers: 11)
Journal of Human Capital     Full-text available via subscription   (Followers: 11)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 11)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 10)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 9)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 7)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Human Resource and Organization Development Journal     Open Access   (Followers: 7)
Attachment & Human Development     Hybrid Journal   (Followers: 7)
Strategic HR Review     Hybrid Journal   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 6)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 6)
German Journal of Human Resource Management     Hybrid Journal   (Followers: 5)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of Professions and Organization     Free   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Research in Human Development     Hybrid Journal   (Followers: 5)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 5)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Coaching : Theorie & Praxis     Open Access   (Followers: 4)
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Australian Accounting Review     Hybrid Journal   (Followers: 4)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 4)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 4)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 3)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 3)
Evidence-based HRM     Hybrid Journal   (Followers: 3)
Journal of Global Responsibility     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 2)
Journal of HR intelligence     Open Access   (Followers: 2)
Pacific Accounting Review     Hybrid Journal   (Followers: 2)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 2)
Journal of Marketing and HR     Open Access   (Followers: 2)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
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)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 1)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 1)
Journal of Human Resource and Sustainability Studies     Open Access   (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
Journal of Organizational Effectiveness : People and Performance
Number of Followers: 5  
 
  Hybrid Journal Hybrid journal (It can contain Open Access articles)
ISSN (Print) 2051-6614 - ISSN (Online) 2051-6622
Published by Emerald Homepage  [360 journals]
  • Review of phenomenological approaches and its scope in human resource
           management

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      Authors: Snehal G. Mhatre , Nikhil K. Mehta
      Abstract: This article focuses on the various phenomenological approaches and their scope in the Human Resource Management (HRM) domain. The authors reviewed and elaborated various phenomenological approaches, and their convergence, divergence and scope in the field of HRM. The theoretical underpinnings of phenomenology reveal that with its philosophical differences, phenomenology emanates various spectrums in the form of different approaches. Furthermore, these approaches, e.g. Post-Intentional Phenomenology and Interpretative Phenomenological Analysis, have the potential to understand and uncover various phenomena in the field of HRM. Phenomenological approaches could be employed to uncover various complex phenomena in the field of HRM. Phenomenological approaches can be used to examine the everyday life experiences of employees, as they could contribute to reframe and enhance the HRM practices in the organization. The study contributes to the authors' knowledge of employing various phenomenological approaches to explore the diverse phenomena in the field of HRM.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-09-20
      DOI: 10.1108/JOEPP-12-2021-0354
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Does lack of social interaction act as a barrier to effectiveness in work
           from home' COVID-19 and gender

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      Authors: V. Deepa , Hasnan Baber , Balvinder Shukla , R. Sujatha , Danish Khan
      Abstract: The COVID-19 pandemic pushed organizations across the world to suddenly adopt work from home at a mass scale to maintain business continuity. This study aims to investigate the influence of lack of social interaction in work from the home arrangement on employee work effectiveness. The data were analysed using the partial least square (PLS) structural equation modelling (SEM) approach, a nonparametric method based on total variance, through SmartPLS software 3.0. The data were collected from 399 participants in India using the snowball sampling technique. The target populations were the people who were working from home due to the pandemic and by asking them to forward the survey link in their network. The results suggest that social interaction has a significant positive impact on work effectiveness. However, this impact is not affected by the employee's perceived benefits of maintaining social distancing during the pandemic. The study also found that social interaction is important for both genders and found no significant difference in the relationship between social interaction and work from home effectiveness for male and female employees. This study will be useful for human resource practitioners and managers as they build strategies to adopt work from home as a regular practice even in non-pandemic situations. This study is the first to examine the influence of lack of social interaction on the work from home effectiveness during the COVID-19 times. It examines the moderating role of the perceived benefits of maintaining social distancing and gender on the effect of lack of social interaction as a barrier to work from home effectiveness.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-09-12
      DOI: 10.1108/JOEPP-11-2021-0311
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Work engagement: the role of psychological ownership and self-regulatory
           focus behavior

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      Authors: Eric Delle , Anthony Sumnaya Kumasey , Anthony Nkrumah Agyabeng , Atia Alpha Alfa , Farhad Hossain
      Abstract: Drawing on the self-extended and regulatory focus theories, the present study examined the mechanism as well as the boundary condition under which psychological ownership might relate positively to the work engagement of employees working in public sector organizations in Ghana. Data were collected from employees (n = 313) working in public sector organizations in Ghana at a single point in time with a survey questionnaire. The results indicated that psychological ownership and self-regulatory focus behaviors (i.e. prevention and promotion focus behaviors) were beneficial for work engagement; and that while prevention focus mediated psychological ownership-work engagement relationship, that relationship was positive and stronger for employees who performed less promotion focus behaviors. Managers in public sector organizations should understand that employees with strong psychological ownership would feel more engaged if they perform less promotion focus behaviors. The authors’ study contributes uniquely to the nascent work engagement literature in the Ghanaian context, and by testing boundary conditions and underlying mechanisms increased the authors’ understanding of work engagement among public sector employees in Ghana.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-09-09
      DOI: 10.1108/JOEPP-12-2021-0344
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Subjective well-being in the relationship between workaholism and
           workplace incivility: the moderating role of gender

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      Authors: Fatemeh Taheri , Nahid Naderibeni , Azam Mirzamani
      Abstract: The purpose of this article is to investigate the mediating role of subjective well-being (SWB) in the relationship workaholism and workplace incivility with an emphasis on the moderating role of gender. Using an online survey, the required data were collected from 401 employees in 41 public organizations in Iran. By structural equation modeling, the results showed workaholism has a negative direct association with workplace incivility. Additionally, SWB mediates the relationships between workaholism and workplace incivility. Moreover, workaholic men and women are more likely to experience higher workplace incivility and lower SWB, respectively. Managers should focus on reducing workaholism and developing SWB to decrease uncivil behaviors. Researchers need to assess the different instigators of incivility, considering the mediating or moderating role of other variables in private organizations. The stress of workaholism, coupled with the harsh conditions of economic sanctions in Iran, has exacerbated the occurrence of incivility behavior. This study helps to reduce and control such behaviors by examining the role of SWB and gender. The study contributes to the research on incivility behavior by advancing the understanding of organizational and personal factors (workaholism and SWB) that can influence workplace incivility among employees. It also addresses the usefulness of examining SWB disposition in understanding the relationship between workaholism and workplace incivility.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-08-26
      DOI: 10.1108/JOEPP-10-2021-0284
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • The journey of culture and social responsibility and its relationship with
           organizational performance: pathway and perspectives

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      Authors: Alexandre dos Reis , José Manuel Cristovão Veríssimo
      Abstract: The purpose of this study is to map and analyze the academic production regarding the relationship among organizational culture (OC), corporate social responsibility (CSR) and organizational performance (OP), based on 240 papers listed in the Web of Science (WoS) database. This research was performed based on a bibliometric analysis supported by the VOSviewer software, followed by a content analysis of 37 prominent publications. The results make it possible to identify the geographical and institutional profile of the production, the level of collaboration and interaction between the researchers and their theoretical base of reference, and to consolidate the main characteristics, trends, and future directions of research in this field. This study propitiates a vast and practical repertoire that addresses business issues involving the relationship among OC, CSR and OP aiming to help the managers to interpret their local realities and challenges, especially due to positive impacts that such relationship can generate in the business. A systematic literature review involving specifically the themes of OC, CSR, and OP in a scenario of gradual growth in the number of publications and interest in these themes.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-08-18
      DOI: 10.1108/JOEPP-01-2022-0016
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Employee burnout: the dark side of performance-driven work climates

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      Authors: Franzisca Fastje , Jessica Mesmer-Magnus , Rebecca Guidice , Martha C. Andrews
      Abstract: The purpose of this study is to explore the role of “overtime norms” as a mediator between performance-driven work climates and employee burnout. This study also examines in-role performance and work engagement as moderators between high-performance climates and burnout. A snowball sample of 214 full-time working adults from the United States participated via an online survey. Data were analyzed using SmartPLS and conditional process analysis. Results from conditional process analyses suggest (1) performance-driven climates are positively related to burnout, (2) overtime norms mediate the relationship between performance-driven climates and burnout, and (3) in-role performance and work engagement moderate that relationship such that highly competent and engaged employees are less prone to stress and burnout. These results highlight the dangers of performance-driven work climates on employee well-being. Trends toward extended work hours which can be exacerbated by technological advancements inevitably come at a cost. Managers and organizations should be careful not to prioritize work life over non-work life. This study contributes to the literature by identifying overtime norms as a mediator in the performance-driven work climate–burnout relationship. This study also identifies in-role performance and work engagement as resources that can reduce burnout.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-08-12
      DOI: 10.1108/JOEPP-10-2021-0274
      Issue No: Vol. ahead-of-print , No. ahead-of-print (2022)
       
  • Does information source interact with information content and valence in
           influencing employer attractiveness and job pursuit intention'

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      Authors: Faiz Ahamad , Gordhan K. Saini
      Abstract: While the information source is likely to affect job search process, it is still unknown how the information source interacts with the information content and information valence. In this study, first, the authors examine the influence of information source, information content, and information valence on employer attractiveness and job pursuit intention; and second, the authors estimate the interaction of information source with content and valence of information on employer attractiveness and job pursuit intention. The authors adopted a 2 (information source: company-independent vs company-dependent) x 2 (information content: instrumental vs symbolic) x 2 (information valence: positive vs negative) between-subject factorial design to achieve the study’s research objectives, using a sample of 240 job applicants; and applied multivariate analysis of covariance for estimating the main and interaction effects. The authors find a significant interaction of information source with the content and valence of information, indicating a differential effect of content and valence, depending on the information source. The study reveals that the effect of information content (i.e. symbolic vs instrumental) on employer attractiveness varies depending on the source of information (i.e. company-independent vs company-dependent), with the company-independent source having a higher effect than the company-dependent source. Considering that the information source has a differential effect on job seekers, it would be useful to account for such differences in designing recruitment communications. Results guide managers in deciding the appropriate recruitment information outlet for communicating symbolic and instrumental attributes. The use of symbolic attribute content is recommended for generating favourable evaluations about an employer. This study is a novel attempt to examine on how information source interacts with information content type and information valence in influencing recruitment outcomes. The authors provide valuable insights to human resource managers or employer brand managers to design effective recruitment communications and leverage the company-independent information sources appropriately.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-08-15
      DOI: 10.1108/JOEPP-06-2021-0166
      Issue No: Vol. 9 , No. 4 (2022)
       
  • “I alone can fix it”: is social courage a bright side of
           narcissism'

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      Authors: Matt C. Howard , Wade Forde , Jacob Whitmore , Elise V.Z. Lambert
      Abstract: Narcissism is characterized by grandiosity, and it is included in the Dark Triad with Machiavellianism and psychopathy. Narcissism relates to many detrimental outcomes, but a growing stream of research has investigated beneficial outcomes of the Dark Triad. The authors continue this stream of research by assessing the relation of narcissism with social courage behaviors, which are prosocial actions with personal social risks. The authors propose that this relation is mediated by self-deceptive enhancement and subjective invulnerability and also test these relations while including the other Dark Triad dimensions. The authors perform two survey studies to investigate our research questions. The first utilizes a cross-sectional approach, whereas the second utilizes a time-separated approach. The results of this study show that narcissism has an indirect effect on social courage via both mediators, and it also produced a significant direct effect. Machiavellianism and psychopathy did not produce any reliable effects on social courage – whether direct or indirect. The authors support that a “dark” trait relates to a “bright” outcome, but also that a bright outcome relates to a dark trait. These findings link the narcissism and social courage to novel theoretical frameworks, such as those associated with ethical decision making and self-regulation, which opens many directions for future research on both constructs. The current article addresses two recent calls for novel research: the study of courage as well as positive outcomes of negative traits. It also adds much-needed nuance to current research on narcissism and courage.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-08-11
      DOI: 10.1108/JOEPP-01-2021-0011
      Issue No: Vol. 9 , No. 4 (2022)
       
  • Human resource management for the resilience of public organizations: a
           model based on macro-competences

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      Authors: Vítor Vasata Macchi Silva , Jose Luis Duarte Ribeiro
      Abstract: This paper proposes a model composed by macro-competences developed to contribute for the resilience of public organizations. To propose the model, a literature review in the area of organizations resilience was carried out, and the structural equation modeling (SEM) approach was used. The setting used to validate the proposed model was the Brazilian Federal Institutions of Higher Education. The results present five dimensions of action seen as macro-competences that contribute for organizations’ resilience: human resource management, development of individual competencies, risk management, preparedness for response, and responsiveness. The results also point at competences that can be developed in each of those dimensions with a view toward resilience. Competences of strategically planning the workforces, of testing the risk hypotheses continuously, and applying the action plans proposed by risk management in response to crises can improve individual and organizational resiliencies. Guided by the proposed model, public organizations will be better prepared to withstand adversities, such as resources cutbacks and staff shortages.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-08-08
      DOI: 10.1108/JOEPP-08-2021-0235
      Issue No: Vol. 9 , No. 4 (2022)
       
  • Decision-making biases in women entrepreneurs: the novices vs the habitual

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      Authors: Pouria Nouri
      Abstract: Decision-making biases play substantial roles in entrepreneurs' decisions and the fate of entrepreneurial enterprises, as well. Previous studies have assumed all entrepreneurs are homogeneous in their proneness to biases, therefore inadvertently creating a crucial research gap by ignoring the role of business experience in the genesis of biases. Furthermore, there is a lack of research on women entrepreneurs' decision-making biases. Thus, this paper's main objective is to explore two influential biases of overconfidence and over-optimism in novice and habitual women entrepreneurs. The data for this study were collected by conducting semi-structured interviews with 21 Iranian novice and habitual women entrepreneurs active in four high-tech sectors of biotech, nanotech, aerospace and advanced medicine. The gathered data were analyzed by thematic analysis. According to the findings, while habitual entrepreneurs are prone to all three types of overconfidence (overestimation, overplacement and overprecision) and over-optimism, novice entrepreneurs do not show any signs of overplacement or overprecision. There are certain valuable implications resulting from this study that could be of use for not only future researchers in the field of entrepreneurial decision-making and women entrepreneurship but also for women entrepreneurs running entrepreneurial enterprises, especially small businesses. This paper offers certain novel contributions to the field of entrepreneurship by not only exploring biases in women entrepreneurs exclusively but also scrutinizing biases in novice (first-time) and habitual (experienced) entrepreneurs comparatively.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-08-08
      DOI: 10.1108/JOEPP-12-2021-0338
      Issue No: Vol. 9 , No. 4 (2022)
       
  • From family incivility to satisfaction at work: role of burnout and
           psychological capital

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      Authors: Maria Tresita Paul Vincent , Nimitha Aboobaker , Uma N. Devi
      Abstract: Building on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages. This study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0. Findings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap. This study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested. This study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-07-19
      DOI: 10.1108/JOEPP-01-2022-0011
      Issue No: Vol. 9 , No. 4 (2022)
       
  • Exploring the phenomenon of HR analytics: a study of challenges, risks and
           impacts in 40 large companies

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      Authors: Charles Cayrat , Peter Boxall
      Abstract: This paper aims to respond to questions being raised about the challenges, risks and impacts of Human Resource Analytics (HRA). Based on a study of 40 companies, it discusses the implications of HRA for practitioners, praxis and practices in HRM and adds to this a concern with whether HRA is enhancing mutuality in employment relationships. Using an abductive approach, the authors analyzed data from semistructured interviews with an HRA leader or specialist in 40 large organizations. While wrestling with the challenge of data quality and integration, the practice of descriptive analytics is widely adopted in these companies and the majority can demonstrate improvement in the efficiency and effectiveness of HR activities through predictive analytics. The analytical competence of HR specialists is an ongoing issue. While much more research is needed, the companies in the authors’ sample demonstrated some valuable examples of mutual gains from HRA. Education in HRA must not only help to raise quantitative competencies among HR specialists but should also help them to ask critical questions about the theoretical propositions and subjective data points being built into HRA. Boundary spanning is important to enable effective HRA and processes for employee voice to be improved. Arguably, the time has come for a more formalized data analytics' strategy in large organizations. This paper provides evidence on how HRA is being implemented in large companies, including how HRA leaders are managing its challenges and risks and the impacts it is having on business and employee outcomes.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-07-12
      DOI: 10.1108/JOEPP-08-2021-0238
      Issue No: Vol. 9 , No. 4 (2022)
       
  • The social construction of executive pay: governance processes and
           institutional isomorphism

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      Authors: Stephen J. Perkins , Susan Shortland
      Abstract: The purpose of this paper is to explore the social construction of executive pay in the UK via an examination of narratives drawn from the social actors on the front-line of Key Management Personnel (KMP) pay determination. The authors' qualitative research draws upon in-depth interviews with non-executive directors (NEDs) serving on remuneration committees, institutional investors, and independent pay consultants. Regulation, market pricing and risk mitigation together with the social processes inherent within discharging corporate governance responsibilities create a status-quo-preserving isomorphic effect, restricting context-sensitive approaches to KMP pay determination. The paper informs action by company directors, investors and policy makers to address KMP pay controversies, building shared accountability amongst decision-makers focussed on more strategic context-aligned processes and outcomes. The authors' analysis illustrates how institutional isomorphism can be applied to analyse social actors' interpretations within KMP pay decision-making. The authors show that normative, coercive and mimetic isomorphic forces must be applied in dynamic interaction to extend the explanatory power of institutional isomorphism through the creation of a “No-Come-In” effect in respect of contemporary KMP pay determination settings.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-07-08
      DOI: 10.1108/JOEPP-02-2022-0037
      Issue No: Vol. 9 , No. 4 (2022)
       
  • Overwhelmed by family, but supported by likeminded, trustworthy coworkers:
           effects on role ambiguity and championing behaviors

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      Authors: Dirk De Clercq , Renato Pereira
      Abstract: This study addresses how and when the experience of family-induced work strain might steer employees away from efforts to promote innovative ideas. In particular, it proposes a mediating role of role ambiguity and moderating roles of two coworker resources (goal congruence and goodwill trust) in this process. The research hypotheses are tested with data obtained from a survey administered among employees who work in a professional services organization. An important explanatory mechanism that links family interference with work to diminished championing efforts is that employees hold beliefs that their job roles are unclear. The extent to which employees share work-related mindsets with coworkers, as well as their belief that coworkers are trustworthy, attenuate this harmful effect. For HR managers, the study shows a clear danger that threatens employees who feel drained by significant family demands: The negative situation may escalate into work-related complacency (diminished championing), which then may generate even more hardships. As it also reveals though, employees can leverage high-quality coworker relationships to contain this danger. This study adds to HR management research by investigating the role of negative spillovers from family to work in predicting idea championing, as explained by negative beliefs about job-related information deficiencies but buffered by high-quality coworker relationships.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-07-06
      DOI: 10.1108/JOEPP-11-2021-0313
      Issue No: Vol. 9 , No. 4 (2022)
       
  • A pathway to virtual team performance in the New Normal paradigm

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      Authors: Mahek Mahtta , Rajasshrie Pillai , Angappa Gunasekaran , Brijesh Sivathanu , Neeraj Kaushik
      Abstract: In the postpandemic era, organizations have planned a combination of on-site and virtual work to portray the “New Normal”. The authors aim to analyze the effect of virtual team (VT)-building strategies on virtual team performance and HR performance in the “New Normal” context. This study aims to explore the drivers and barriers to VT performance and its contribution to HR performance. The study utilized the grounded theory approach. Semistructured interviews with 114 VT leaders of national and multinational companies in India were conducted and NVivo 8.0 software was used to analyze data. VT-building strategies contribute to VT collaboration and subsequently to VT performance. It was found that VT-building strategies catalyze VT collaboration which is impacted by the drivers and barriers of VTs, affecting VT performance and HR performance. The primary contribution of this work is the development of a framework that delivers important insights to VT leaders, talent managers, HR professionals and academicians. This study uniquely examines the VT-building strategies and VT performance through the “New Normal” paradigm lens. This study proposes a conceptual model for VT performance and HR performance. It also provides the team-building strategies, drivers and barriers for VT performance. This work offers the roadmap to achieve VT performance and HR performance. This research also contributes to the human resource management literature by discussing the VT performance and HR performance in the “New Normal” paradigm. It provides insights to VT leaders, talent managers, HR professionals and academicians.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-06-30
      DOI: 10.1108/JOEPP-11-2020-0218
      Issue No: Vol. 9 , No. 4 (2022)
       
  • Soft organizational memory: a new insight using resource-based
           theory

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      Authors: Malek Al-edenat
      Abstract: This research aims to bridge the gap in the literature by developing a model to investigate individual work performance (IWP) within small and medium enterprises (SMEs) using soft organizational memory (OM) and additionally aims to test the role of learning and growth (LG) as a mediator in this relationship. A questionnaire survey was developed and adopted from previous studies and distributed to a sample of 320 employees from middle and bottom management levels in Jordanian SMEs. Data were collected and analyzed to test the proposed model employing structural equation modeling (SEM) through AMOS23. The study finds that soft-OM positively and directly impacts IWP and LG. Besides, the results show that LG directly affect IWP. Surprisingly, LG mediate the relationship between soft-OM and IWP within SMEs. Establishing a store for internal knowledge in such a progressively active environment is probably inadequate; however, knowledge needs to go beyond that among the firm and external structures such as clients, business allies and education and research organizations. This, in turn, will allow building streams of knowledge, consequently attaining an adequate level of performance. The originality of the current study departs from the fact that stock and flow of knowledge are different. The knowledge stock is the collection of human capital that an organization's employees retain, such as employees' knowledge, capabilities and skills. In contrast, the flow of knowledge expresses the practices that allow the transfer of competence and experience across time, geography and organizations. The current research findings propose that the decomposed approach helps understand the multifaceted associations represented in the knowledge management (KM)–performance linkage that cannot be speculated utilizing a complex model.
      Citation: Journal of Organizational Effectiveness: People and Performance
      PubDate: 2022-06-06
      DOI: 10.1108/JOEPP-12-2021-0351
      Issue No: Vol. 9 , No. 4 (2022)
       
  • Journal of Organizational Effectiveness: People and Performance

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