BACKGROUND: The adequate delivery of formative feedback in higher education is vigorously discussed to support the development of students’ learning activities. Most of the literature refers to individual feedback to students in the context of web-based training and teaching in higher education. However, concrete design recommendations are scarce, especially regarding collaborative online international learning modules. OBJECTIVE: This paper aims to identify and systematize the need for formative feedback from students in Virtual Exchange modules and concludes with implications for the design of formative feedback activities. METHODS: The research employs a two-step sequential explorative mixed methods and longitudinal approach. A quantitative pre-test is followed by a qualitative self-reflective journal survey with two data collection dates using a thematic co-occurrence analysis. RESULTS: Based on 11 abductively coded themes, findings include the effects of agents on students and barriers and prerequisites for implementing formative Feedback in COIL modules. CONCLUSIONS: The effects of feedback can vary depending on the agent. While e-tutors need to build trust and give orientation, teachers support reflection, and peers affect motivation. Applicable and quick responses are fundamental for a positive perception of formative feedback. Peer feedback can potentially improve learning and reduce the teacher’s workload.
{"title":"Designing formative feedback in collaborative online international learning","authors":"M. Altmann, Maik Arnold","doi":"10.3233/hsm-230100","DOIUrl":"https://doi.org/10.3233/hsm-230100","url":null,"abstract":"BACKGROUND: The adequate delivery of formative feedback in higher education is vigorously discussed to support the development of students’ learning activities. Most of the literature refers to individual feedback to students in the context of web-based training and teaching in higher education. However, concrete design recommendations are scarce, especially regarding collaborative online international learning modules. OBJECTIVE: This paper aims to identify and systematize the need for formative feedback from students in Virtual Exchange modules and concludes with implications for the design of formative feedback activities. METHODS: The research employs a two-step sequential explorative mixed methods and longitudinal approach. A quantitative pre-test is followed by a qualitative self-reflective journal survey with two data collection dates using a thematic co-occurrence analysis. RESULTS: Based on 11 abductively coded themes, findings include the effects of agents on students and barriers and prerequisites for implementing formative Feedback in COIL modules. CONCLUSIONS: The effects of feedback can vary depending on the agent. While e-tutors need to build trust and give orientation, teachers support reflection, and peers affect motivation. Applicable and quick responses are fundamental for a positive perception of formative feedback. Peer feedback can potentially improve learning and reduce the teacher’s workload.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-04-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140734121","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: “Silence” is a common phenomenon in the operation of enterprises, where some instances of silence can uphold organizational harmony, while other forms can exacerbate organizational issues, hindering intra-organizational information transfer and decision-making and affecting organizational innovation. OBJECTIVE: This study aims to explore the relationship between humble leadership style and employee silent behavior, verifying the mediating role of psychological contracts in this relationship. METHODS: Based on the social exchange theory, hypotheses are validated using descriptive statistical analysis, correlation analysis and the SEM structural equation modeling testing. RESULTS: The findings indicate a significant negative correlation between humble leadership and employee silence. Humble leadership significantly inversely predicts permissive and defensive dimensions of employee silence, while the correlation with the prosocial dimension is insignificant. Moreover, psychological contracts partially mediate the impact of humble leadership on permissive silence and defensive silence among employees. CONCLUSION: The study helps managers comprehend how humble leadership, characterized by the traditional Chinese “humility” culture, affects employee silence. Especially within Chinese enterprises, where employees are influenced by traditional Chinese thought and exhibit historical dependency on silent behavior, probing whether the humble leadership style can effectively encourage employees to provide constructive suggestions for organizational development is particularly meaningful.
背景："沉默 "是企业运营中的一种普遍现象，某些情况下的沉默可以维护组织和谐，而另一些形式的沉默则会加剧组织问题，阻碍组织内部的信息传递和决策，影响组织创新。目的：本研究旨在探讨谦逊型领导风格与员工沉默行为之间的关系，验证心理契约在这一关系中的中介作用。方法：基于社会交换理论，采用描述性统计分析、相关分析和 SEM 结构方程模型检验验证假设。结果：研究结果表明，谦逊型领导与员工沉默之间存在显著的负相关。谦逊型领导对员工沉默的放任维度和防御维度有明显的反向预测作用，而与亲社会维度的相关性不明显。此外，心理契约在一定程度上调节了谦逊型领导对员工放任型沉默和防御型沉默的影响。结论：本研究有助于管理者理解以中国传统 "谦逊 "文化为特征的谦逊型领导是如何影响员工沉默的。尤其是在中国企业中，员工受中国传统思想的影响，表现出对沉默行为的历史依赖性，因此探究谦虚型领导风格能否有效鼓励员工为组织发展提供建设性建议就显得尤为重要。
{"title":"Investigation of the impact mechanism of humble leadership on employee silence","authors":"Jingjing Ren, Fangchao Dong","doi":"10.3233/hsm-230125","DOIUrl":"https://doi.org/10.3233/hsm-230125","url":null,"abstract":"BACKGROUND: “Silence” is a common phenomenon in the operation of enterprises, where some instances of silence can uphold organizational harmony, while other forms can exacerbate organizational issues, hindering intra-organizational information transfer and decision-making and affecting organizational innovation. OBJECTIVE: This study aims to explore the relationship between humble leadership style and employee silent behavior, verifying the mediating role of psychological contracts in this relationship. METHODS: Based on the social exchange theory, hypotheses are validated using descriptive statistical analysis, correlation analysis and the SEM structural equation modeling testing. RESULTS: The findings indicate a significant negative correlation between humble leadership and employee silence. Humble leadership significantly inversely predicts permissive and defensive dimensions of employee silence, while the correlation with the prosocial dimension is insignificant. Moreover, psychological contracts partially mediate the impact of humble leadership on permissive silence and defensive silence among employees. CONCLUSION: The study helps managers comprehend how humble leadership, characterized by the traditional Chinese “humility” culture, affects employee silence. Especially within Chinese enterprises, where employees are influenced by traditional Chinese thought and exhibit historical dependency on silent behavior, probing whether the humble leadership style can effectively encourage employees to provide constructive suggestions for organizational development is particularly meaningful.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140246704","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Given the unpredictable and turbulent times, the concept of employee resilience is gaining increased recognition within numerous organisations, as resilient employees excel in adapting to continually altering situations and recovering more quickly. Additionally, they demonstrate higher work engagement. Since employee resilience, as a personal resource, can be developed, the question is about the ways through which it can be enhanced. Similarly, when arguing that engaged employees are able to perform better, the next question pertains to the antecedents of work engagement. The previous literature provided support that human resource management (HRM) plays an important role in fostering employee resilience and work engagement. However, the dimension of sustainability in people management has been somehow neglected. The paper tries to close the gap and, drawing on the JD-R model, explores the relationship among three constructs. OBJECTIVE: The aim of the paper is to reveal the interplay among employee resilience, sustainable HRM and work engagement. METHODS: Quantitative study. The data were collected using a survey. RESULTS: The core results revealed a positive link between sustainable HRM and work engagement. Additionally, employee resilience serves as a mediator. CONCLUSIONS: As an underlying mechanism, employee resilience influences the relationship between HRM practices and work engagement.
{"title":"The interplay among employee resilience, sustainable HRM and work engagement","authors":"Nada Trunk Sirca, Zahid Riaz, Samreen Hamid, Greta Žurauskė, Ž. Stankevičiūtė","doi":"10.3233/hsm-230204","DOIUrl":"https://doi.org/10.3233/hsm-230204","url":null,"abstract":"BACKGROUND: Given the unpredictable and turbulent times, the concept of employee resilience is gaining increased recognition within numerous organisations, as resilient employees excel in adapting to continually altering situations and recovering more quickly. Additionally, they demonstrate higher work engagement. Since employee resilience, as a personal resource, can be developed, the question is about the ways through which it can be enhanced. Similarly, when arguing that engaged employees are able to perform better, the next question pertains to the antecedents of work engagement. The previous literature provided support that human resource management (HRM) plays an important role in fostering employee resilience and work engagement. However, the dimension of sustainability in people management has been somehow neglected. The paper tries to close the gap and, drawing on the JD-R model, explores the relationship among three constructs. OBJECTIVE: The aim of the paper is to reveal the interplay among employee resilience, sustainable HRM and work engagement. METHODS: Quantitative study. The data were collected using a survey. RESULTS: The core results revealed a positive link between sustainable HRM and work engagement. Additionally, employee resilience serves as a mediator. CONCLUSIONS: As an underlying mechanism, employee resilience influences the relationship between HRM practices and work engagement.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-02-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140431594","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: The concept of spirituality is gaining popularity in the business world. However, its definition remains a topic of debate within the scientific community due to variations in scope and dimensions depending on the approach used. OBJECTIVE: This paper aims to identify the fundamental properties necessary for comprehending Organizational Spirituality (OS). The primary objective is to propose a consensual definition of OS. METHODS: We conducted a systematic literature review to identify prior approaches that have touched upon the concept of OS. Subsequently, we performed a combinatorial analysis to identify varied levels of comprehension of spirituality in the workplace, and to provide an additional interpretation to the definition of OS by corroborating it with the perspectives of managers. RESULTS: We have identified two levels of spirituality in organizational contexts: the individual level and the organizational level. We thereafter suggested a consensual definition of OS which was confirmed by professionals’ testimonies. CONCLUSIONS: Research on the subject of OS is constrained by the insufficient conceptual development and divergent interpretations in current literature. Objective facts indicate that organizations cannot attain transcendence; however, their spirituality manifests in their vision, goals, and values.
背景：灵性的概念在商界越来越受欢迎。然而，由于使用的方法不同，其范围和维度也不尽相同，因此其定义在科学界仍是一个争论不休的话题。目的：本文旨在确定理解组织灵性（OS）所需的基本属性。主要目的是提出一个关于组织灵性的共识性定义。方法：我们进行了系统的文献综述，以确定之前涉及 OS 概念的方法。随后，我们进行了组合分析，以确定工作场所中对灵性理解的不同层次，并通过与管理人员的观点相互印证，为操作系统的定义提供额外的解释。结果：我们确定了组织环境中灵性的两个层面：个人层面和组织层面。随后，我们提出了 "操作系统 "的共识定义，并得到了专业人士的证实。结论：由于概念发展不充分以及当前文献中的解释存在分歧，有关 OS 的研究受到了限制。客观事实表明，组织无法实现超越；但是，组织的精神性体现在其愿景、目标和价值观中。
{"title":"In search of a consensual definition of organizational spirituality: A systematic literature review and validation with managers","authors":"Hakim Lahmar, Farid Chaouki, Florence Rodhain","doi":"10.3233/hsm-230141","DOIUrl":"https://doi.org/10.3233/hsm-230141","url":null,"abstract":"BACKGROUND: The concept of spirituality is gaining popularity in the business world. However, its definition remains a topic of debate within the scientific community due to variations in scope and dimensions depending on the approach used. OBJECTIVE: This paper aims to identify the fundamental properties necessary for comprehending Organizational Spirituality (OS). The primary objective is to propose a consensual definition of OS. METHODS: We conducted a systematic literature review to identify prior approaches that have touched upon the concept of OS. Subsequently, we performed a combinatorial analysis to identify varied levels of comprehension of spirituality in the workplace, and to provide an additional interpretation to the definition of OS by corroborating it with the perspectives of managers. RESULTS: We have identified two levels of spirituality in organizational contexts: the individual level and the organizational level. We thereafter suggested a consensual definition of OS which was confirmed by professionals’ testimonies. CONCLUSIONS: Research on the subject of OS is constrained by the insufficient conceptual development and divergent interpretations in current literature. Objective facts indicate that organizations cannot attain transcendence; however, their spirituality manifests in their vision, goals, and values.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139957433","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Data-driven practices are now crucial in the digital age for streamlining operations and boosting output across a range of industries. With e-Learning emerging as a cutting-edge and promising strategy to improve educational delivery and student engagement, higher education institutions are also adopting this trend. Despite the potential advantages, e-Learning adoption in higher education is still a developing topic with scant published research. OBJECTIVE: This study aims to conduct a thorough analysis of existing literature, seeking to determine the present status of e-Learning adoption in higher education while also identifying promising avenues for further research. METHODS: In this study, a systematic literature review methodology and a bibliometric approach are utilized to examine 63 papers sourced from the Scopus database, encompassing the years 2017 to 2021. These papers were specifically chosen due to their pertinence to e-Learning adoption in higher education institutions, following the exclusion and inclusion criteria outlined in the preferred reporting items for systematic reviews and meta-analyses (PRISMA) framework. The analysis techniques employed include descriptive overviews, citation analysis, and keyword co-occurrence. RESULTS: The systematic review of the literature revealed a significant increase in e-Learning adoption within higher education institutions (HEIs) in recent times. The findings highlighted several crucial factors influencing e-Learning adoption, including perceived ease of use, usefulness, learner attitude, self-efficacy, and facilitating conditions. However, further investigation is needed to better understand the impact of perceived learning and teaching styles on e-Learning acceptance in higher education settings. CONCLUSION: This study suggests conducting future investigations on e-Learning in developing countries, with a specific focus on intention, usage, adoption, and impact. Additionally, it emphasizes the importance of exploring the influence of learning and teaching styles on e-Learning acceptance within higher education institutions. These valuable insights will facilitate the development of effective strategies for the successful implementation of e-Learning in higher education settings.
{"title":"Digital transformation in higher education: A comprehensive review of e-learning adoption","authors":"Shard, Devesh Kumar, Sapna Koul","doi":"10.3233/hsm-230190","DOIUrl":"https://doi.org/10.3233/hsm-230190","url":null,"abstract":"BACKGROUND: Data-driven practices are now crucial in the digital age for streamlining operations and boosting output across a range of industries. With e-Learning emerging as a cutting-edge and promising strategy to improve educational delivery and student engagement, higher education institutions are also adopting this trend. Despite the potential advantages, e-Learning adoption in higher education is still a developing topic with scant published research. OBJECTIVE: This study aims to conduct a thorough analysis of existing literature, seeking to determine the present status of e-Learning adoption in higher education while also identifying promising avenues for further research. METHODS: In this study, a systematic literature review methodology and a bibliometric approach are utilized to examine 63 papers sourced from the Scopus database, encompassing the years 2017 to 2021. These papers were specifically chosen due to their pertinence to e-Learning adoption in higher education institutions, following the exclusion and inclusion criteria outlined in the preferred reporting items for systematic reviews and meta-analyses (PRISMA) framework. The analysis techniques employed include descriptive overviews, citation analysis, and keyword co-occurrence. RESULTS: The systematic review of the literature revealed a significant increase in e-Learning adoption within higher education institutions (HEIs) in recent times. The findings highlighted several crucial factors influencing e-Learning adoption, including perceived ease of use, usefulness, learner attitude, self-efficacy, and facilitating conditions. However, further investigation is needed to better understand the impact of perceived learning and teaching styles on e-Learning acceptance in higher education settings. CONCLUSION: This study suggests conducting future investigations on e-Learning in developing countries, with a specific focus on intention, usage, adoption, and impact. Additionally, it emphasizes the importance of exploring the influence of learning and teaching styles on e-Learning acceptance within higher education institutions. These valuable insights will facilitate the development of effective strategies for the successful implementation of e-Learning in higher education settings.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140443829","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
M. Boatca, Anca Draghici, Sabin-Ioan Irimie, B. Gajšek
BACKGROUND: In the current post-pandemic context, the main characteristics of workplaces have changed radically. Among the most prominent aspects of the post-pandemic workplace are hybrid arrangements, wide-spread remote work as the main work arrangement and increasing automation and robotization. These changes pose major concerns in terms of workplace wellness and occupational health and safety, primarily due to emerging or insufficiently analyzed risks in the workplace. OBJECTIVE: Especially in the post-pandemic world, where emerging risks in the workplace add to the pre-existing organizational challenges, the key to preventive and proactive organizational behavior is integration of ergonomics in current work environments, irrespective of the type of work arrangement (remote, in office, manufacturing plants, etc.). Starting from this idea, the authors aimed to create an intervention model and to support the decision-making process to ensure successful implementation of ergonomic interventions. METHODS: The article presents a new perspective on workplace risk management and enhancement of workplace wellbeing based on a framework that encompasses workplace risk assessment, proposal of ergonomic interventions, and the managerial and financial evaluation of the proposed interventions. RESULTS: A key contribution to the literature in the field is represented by case studies on two companies, where cost-benefit analysis (CBA) was performed to assess validity of the proposed framework. CONCLUSIONS: The paper is a valuable contribution to the literature in the field of ergonomic interventions due to the innovative approach proposed by the authors. Innovation through combination is the key to a framework that addresses the real need of practitioners aiming to improve working conditions and ensure work-life balance across industries.
{"title":"Safety, health and comfort in the workplace: An innovative framework to support implementation of ergonomic interventions","authors":"M. Boatca, Anca Draghici, Sabin-Ioan Irimie, B. Gajšek","doi":"10.3233/hsm-230159","DOIUrl":"https://doi.org/10.3233/hsm-230159","url":null,"abstract":"BACKGROUND: In the current post-pandemic context, the main characteristics of workplaces have changed radically. Among the most prominent aspects of the post-pandemic workplace are hybrid arrangements, wide-spread remote work as the main work arrangement and increasing automation and robotization. These changes pose major concerns in terms of workplace wellness and occupational health and safety, primarily due to emerging or insufficiently analyzed risks in the workplace. OBJECTIVE: Especially in the post-pandemic world, where emerging risks in the workplace add to the pre-existing organizational challenges, the key to preventive and proactive organizational behavior is integration of ergonomics in current work environments, irrespective of the type of work arrangement (remote, in office, manufacturing plants, etc.). Starting from this idea, the authors aimed to create an intervention model and to support the decision-making process to ensure successful implementation of ergonomic interventions. METHODS: The article presents a new perspective on workplace risk management and enhancement of workplace wellbeing based on a framework that encompasses workplace risk assessment, proposal of ergonomic interventions, and the managerial and financial evaluation of the proposed interventions. RESULTS: A key contribution to the literature in the field is represented by case studies on two companies, where cost-benefit analysis (CBA) was performed to assess validity of the proposed framework. CONCLUSIONS: The paper is a valuable contribution to the literature in the field of ergonomic interventions due to the innovative approach proposed by the authors. Innovation through combination is the key to a framework that addresses the real need of practitioners aiming to improve working conditions and ensure work-life balance across industries.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140444386","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Organizational learning capability research has been gaining more attention. OBJECTIVE: Specifically, this paper examines annual trend publication, active journals, authors, institutions, nations, keywords, citation pattern and top cited articles over the past 45 years. It decides the frequent organizational learning capability topics and highlights future research directions. METHODS: A bibliometric was performed on 149 papers published between 1978–2023 from the Scopus database. A content analysis was also performed. RESULTS: Publication trends have exhibited growth over time. Learning Organization and Industrial Marketing Management are two key journals that publish organizational learning capability. Publications are contributed by Chiva, R. and Alerge, J. Universidad Jaume I and Universitat de València are the two main institutions that exert the influence over the publication. Spain has been contributing more publications. Citations pattern analysis revealed 158.78 citations per year and 7145 citations for 149 papers. Sixthly, publications use keywords such as “organizational learning”, “innovation”. Both highly cited articles accumulated 442 citations. CONCLUSIONS: The findings are useful for policy-makers seeking reference and evidence to guide them in designing organizational learning capability policies, implementing management actions and programs.
{"title":"Organizational learning capability: A bibliometric and content analysis based on Scopus data (1978–2023)","authors":"T. L. Chin, Tay Lee Chee","doi":"10.3233/hsm-230203","DOIUrl":"https://doi.org/10.3233/hsm-230203","url":null,"abstract":"BACKGROUND: Organizational learning capability research has been gaining more attention. OBJECTIVE: Specifically, this paper examines annual trend publication, active journals, authors, institutions, nations, keywords, citation pattern and top cited articles over the past 45 years. It decides the frequent organizational learning capability topics and highlights future research directions. METHODS: A bibliometric was performed on 149 papers published between 1978–2023 from the Scopus database. A content analysis was also performed. RESULTS: Publication trends have exhibited growth over time. Learning Organization and Industrial Marketing Management are two key journals that publish organizational learning capability. Publications are contributed by Chiva, R. and Alerge, J. Universidad Jaume I and Universitat de València are the two main institutions that exert the influence over the publication. Spain has been contributing more publications. Citations pattern analysis revealed 158.78 citations per year and 7145 citations for 149 papers. Sixthly, publications use keywords such as “organizational learning”, “innovation”. Both highly cited articles accumulated 442 citations. CONCLUSIONS: The findings are useful for policy-makers seeking reference and evidence to guide them in designing organizational learning capability policies, implementing management actions and programs.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-02-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139963410","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: The negative consequences of Counterproductive work behaviors (CWBs) include intentional malfeasance that damages an organization or its employees. These include decreased output, increased costs, decreased employee morale and discontent. When CWBs exist, the company’s reputation and employee turnover rates may suffer. OBJECTIVE: The purpose of this study is to increase the current understanding of PCB and CWBs, as well as the mediating function of OC in this relationship, among higher education employees. METHODS: Using IBM SPSS AMOS, the results of the survey were analyzed. RESULTS: PCB is positively correlated with CWB-O and CWB-I, suggesting that employee perspectives on PCB negatively influence their emotions and contribute to unethical business behavior. This study found that OC mediates the relationship between PCBs and CWBs and that uninformed organization behavior causes employees to be more discouraged and angrier and participate in CWB. CONCLUSIONS: Academic administrators must discover salary and benefit inadequacies to give incentives based on accurate performance reports, taking into consideration their bosses’ PC infractions. Therefore, institutions must promote loyalty and belonging to reduce PCB if it is poorly broken. Managers may lessen employee cynicism by stressing organizational support and listening to and rewarding employees.
{"title":"“Investigating the effect of psychological contract breach on counterproductive work behavior: The mediating role of organizational cynicism”","authors":"Mohamed Abdelkhalek Omar Ahmed, Junguang Zhang","doi":"10.3233/hsm-230010","DOIUrl":"https://doi.org/10.3233/hsm-230010","url":null,"abstract":"BACKGROUND: The negative consequences of Counterproductive work behaviors (CWBs) include intentional malfeasance that damages an organization or its employees. These include decreased output, increased costs, decreased employee morale and discontent. When CWBs exist, the company’s reputation and employee turnover rates may suffer. OBJECTIVE: The purpose of this study is to increase the current understanding of PCB and CWBs, as well as the mediating function of OC in this relationship, among higher education employees. METHODS: Using IBM SPSS AMOS, the results of the survey were analyzed. RESULTS: PCB is positively correlated with CWB-O and CWB-I, suggesting that employee perspectives on PCB negatively influence their emotions and contribute to unethical business behavior. This study found that OC mediates the relationship between PCBs and CWBs and that uninformed organization behavior causes employees to be more discouraged and angrier and participate in CWB. CONCLUSIONS: Academic administrators must discover salary and benefit inadequacies to give incentives based on accurate performance reports, taking into consideration their bosses’ PC infractions. Therefore, institutions must promote loyalty and belonging to reduce PCB if it is poorly broken. Managers may lessen employee cynicism by stressing organizational support and listening to and rewarding employees.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140482489","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
BACKGROUND: Many studies are focused on traditional (old) or modern (new) industrial policy. There are insufficient studies linking the emergence of the knowledge economy and the institutional requirements to underpin inclusive social and economic development in developed or developing countries. OBJECTIVE: This study aims to analyze the characteristics of the knowledge economy and the institutional requirements for more inclusive and sustainable socio-economic developments. Constraints of the international economic law in its current form for more inclusive and sustainable industrial policy in developed and developing countries will be put forward. The inclusive knowledge economy requires not only innovative advanced firms but also innovative and creative public sector employees capable of supporting and disseminating opportunities of the knowledge economy to the entire society. Moreover, the inclusive knowledge economy requires lifelong learning processes of the workforce in developed and developing economies. Therefore, a human dimension, broad participation, and shaping of modern development strategies a key to developing an inclusive and sustainable knowledge economy. Institutional constraints of the international economic framework are currently not adequately supportive of such a structural shift. The objective of this study is to show the possible adjustments at the international and national levels to support the development of an inclusive knowledge economy. The human dimension (participation, creativity, imagination) of the public and private sector goes hand in hand with institutional innovations. METHODS: The normative and institutional analysis, embedded in the historical context of industrialization patterns in the selected countries, will provide insights into the institutional requirements for an inclusive knowledge economy. RESULTS: The result of the conceptual and normative as well as empirical comparative analysis will provide insights into the possibilities and needs for institutional innovations at the regional, national, and supranational levels of polity while embracing the need for a more supportive international normative context. Several possible institutional innovations at the national levels, such as regional public venture funds, decentralized support, and training centers, are provided. A reform of the Agreement on Subsidies and Countervailing Measures to better delineate between potentially productive and harmful subsidies at the international level can be seen as a reform proposal at the international level. CONCLUSIONS: Industrial policies in developed and developing countries will not be able to address the social and economic divides between advanced and stagnating sectors of the economy without addressing the requirements for institutional innovations at all levels of the international polity.
{"title":"International economic law and the reinvention of industrial policy: Opportunities, limitations and risks","authors":"Matjaž Nahtigal","doi":"10.3233/hsm-230155","DOIUrl":"https://doi.org/10.3233/hsm-230155","url":null,"abstract":"BACKGROUND: Many studies are focused on traditional (old) or modern (new) industrial policy. There are insufficient studies linking the emergence of the knowledge economy and the institutional requirements to underpin inclusive social and economic development in developed or developing countries. OBJECTIVE: This study aims to analyze the characteristics of the knowledge economy and the institutional requirements for more inclusive and sustainable socio-economic developments. Constraints of the international economic law in its current form for more inclusive and sustainable industrial policy in developed and developing countries will be put forward. The inclusive knowledge economy requires not only innovative advanced firms but also innovative and creative public sector employees capable of supporting and disseminating opportunities of the knowledge economy to the entire society. Moreover, the inclusive knowledge economy requires lifelong learning processes of the workforce in developed and developing economies. Therefore, a human dimension, broad participation, and shaping of modern development strategies a key to developing an inclusive and sustainable knowledge economy. Institutional constraints of the international economic framework are currently not adequately supportive of such a structural shift. The objective of this study is to show the possible adjustments at the international and national levels to support the development of an inclusive knowledge economy. The human dimension (participation, creativity, imagination) of the public and private sector goes hand in hand with institutional innovations. METHODS: The normative and institutional analysis, embedded in the historical context of industrialization patterns in the selected countries, will provide insights into the institutional requirements for an inclusive knowledge economy. RESULTS: The result of the conceptual and normative as well as empirical comparative analysis will provide insights into the possibilities and needs for institutional innovations at the regional, national, and supranational levels of polity while embracing the need for a more supportive international normative context. Several possible institutional innovations at the national levels, such as regional public venture funds, decentralized support, and training centers, are provided. A reform of the Agreement on Subsidies and Countervailing Measures to better delineate between potentially productive and harmful subsidies at the international level can be seen as a reform proposal at the international level. CONCLUSIONS: Industrial policies in developed and developing countries will not be able to address the social and economic divides between advanced and stagnating sectors of the economy without addressing the requirements for institutional innovations at all levels of the international polity.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-01-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139612596","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Faisal Qamar, N. Bhutto, Sadia Nisar, Khalil Ahmed Channa, N. Ghumro, Sadam Hussain, Minahil Khaliq
BACKGROUND: Higher education industry has seen a dramatic shift in the new normal. Given that, the present study proposes learning organization as a predictor of happiness of teachers and the academic administrators because happiness is vital to enhancing performance during unprecedented times. OBJECTIVE: Drawing on the resource based view (RBV) and ability, motivation and opportunity (AMO) framework, this research aims to investigate workplace happiness of university-level educators in the post-pandemic era. It proposes learning organization as a determinant of happiness at work through indirect path of perceived organizational support. Furthermore, it also proposes moderation of achievement motivation between learning organization and workplace happiness. METHODS: Using simple random sampling, data were collected through survey questionnaire from 172 staff and faculty members of universities/HEIs in Sindh, Pakistan. The study employed structural equation modeling through SmartPLS for data analysis. RESULTS: The study findings suggest that learning organization indirectly predicts happiness at work through perceived organizational support. However, moderation of employee achievement motivation could not be supported. CONCLUSION: Applying learning organization model and utilizing AMO and RBV theories, the study offers implications from theoretical and managerial perspectives. It proposes a holistic framework for achieving workplace happiness amidst post-COVID era. The study recommends that during times of uncertainty, the universities/HEIs may implement the model of learning organization as a strategic tool to foster happiness at work. It could result in a satisfied, committed and engaged workforce. Limitations and future research areas are discussed.
{"title":"Does learning organization create workplace happiness of educators? A post-pandemic perspective","authors":"Faisal Qamar, N. Bhutto, Sadia Nisar, Khalil Ahmed Channa, N. Ghumro, Sadam Hussain, Minahil Khaliq","doi":"10.3233/hsm-220175","DOIUrl":"https://doi.org/10.3233/hsm-220175","url":null,"abstract":"BACKGROUND: Higher education industry has seen a dramatic shift in the new normal. Given that, the present study proposes learning organization as a predictor of happiness of teachers and the academic administrators because happiness is vital to enhancing performance during unprecedented times. OBJECTIVE: Drawing on the resource based view (RBV) and ability, motivation and opportunity (AMO) framework, this research aims to investigate workplace happiness of university-level educators in the post-pandemic era. It proposes learning organization as a determinant of happiness at work through indirect path of perceived organizational support. Furthermore, it also proposes moderation of achievement motivation between learning organization and workplace happiness. METHODS: Using simple random sampling, data were collected through survey questionnaire from 172 staff and faculty members of universities/HEIs in Sindh, Pakistan. The study employed structural equation modeling through SmartPLS for data analysis. RESULTS: The study findings suggest that learning organization indirectly predicts happiness at work through perceived organizational support. However, moderation of employee achievement motivation could not be supported. CONCLUSION: Applying learning organization model and utilizing AMO and RBV theories, the study offers implications from theoretical and managerial perspectives. It proposes a holistic framework for achieving workplace happiness amidst post-COVID era. The study recommends that during times of uncertainty, the universities/HEIs may implement the model of learning organization as a strategic tool to foster happiness at work. It could result in a satisfied, committed and engaged workforce. Limitations and future research areas are discussed.","PeriodicalId":13113,"journal":{"name":"Human systems management","volume":null,"pages":null},"PeriodicalIF":2.3,"publicationDate":"2024-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139620358","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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