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Positive Influence of Organisational Politics on Job Performance in Indian Higher Education Context: A Qualitative Inquiry 印度高等教育背景下组织政治对工作绩效的积极影响:一项定性研究
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-08-28 DOI: 10.1177/23220937231175601
M. Roopa, S. Lakshminarayanan, Prajwala Preema Rodrigues, Nandan Prabhu
The job performance of academics in the higher education context has transcended from the prime focus of teaching to the concurrence of learning facilitation, research and publication. These reforms address a central research question: What are the emerging factors influencing job performance in the Indian higher education context? This study adopts a qualitative research design to explore the emerging factors affecting job performance. Thirteen academic researchers from Indian universities participated in the focus group discussions. The results of focus group discussions unravel five themes: demographics, behaviours, motivation, context and skills. The focus group discussions foregrounded the debate on knowledge-sharing behaviours, organisational politics and networking skills. However, what remains unknown is whether the organisational actors’ political characteristics influence their knowledge sharing, affecting their job performance. In this regard, the authors propose a new model that binds organisational politics to knowledge sharing and its impact on job performance. This novel approach to examining job performance contributes to theory by providing insights into the emerging themes that affect job performance and emphasising the role of political characteristics in understanding the job performance of academic researchers.
在高等教育背景下,学者的工作表现已经超越了以教学为主要关注点,转向了促进学习、研究和出版的同时进行。这些改革解决了一个核心研究问题:在印度高等教育背景下,影响工作绩效的新因素是什么?本研究采用质性研究设计,探讨影响工作绩效的新因素。来自印度大学的13名学术研究人员参加了焦点小组讨论。焦点小组讨论的结果揭示了五个主题:人口统计、行为、动机、背景和技能。焦点小组讨论为关于知识共享行为、组织政治和网络技能的辩论奠定了基础。然而,组织行动者的政治特征是否会影响他们的知识共享,从而影响他们的工作绩效,这一点尚不清楚。在这方面,作者提出了一个新的模型,将组织政治与知识共享及其对工作绩效的影响联系起来。这种研究工作绩效的新方法有助于理论的发展,它提供了对影响工作绩效的新兴主题的见解,并强调了政治特征在理解学术研究人员工作绩效中的作用。
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引用次数: 0
Is Too Much Work Intensification Harmful? Impact on Psychological Health and Work Engagement of Employees 过度强化工作有害吗?对员工心理健康及工作投入的影响
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-08-07 DOI: 10.1177/23220937231185960
V. Chouhan
The article empirically investigates the relationship between work intensification (WI) and employee well-being by considering high-performance work systems (HPWS) and perceived organisational support (POS) as mediators. An integrated model is designed to discover the interactions between WIs, indicators of employee well-being (psychological health and work engagement), POS and HPWS. Our sample consists of 411 executives working in Indian IT organisations. Data analyses were performed by structural equation modelling. The research found that WI adversely impacts employee well-being. The findings revealed that POS and HPWS mediate the linkage between WI and employee well-being. The research findings make significant contributions by demonstrating how WI affects employee well-being and by assisting organisations in implementing sustainable HRM practices and constructing a congenial atmosphere. Finally, we sum up the impact of WI on workers, their families and society, and present a broad variety of implications for researchers and practitioners to comprehend sustainable HRM and its role in enhancing employee well-being.
本文通过考虑高性能工作系统(HPWS)和感知组织支持(POS)作为中介,实证研究了工作强化(WI)与员工幸福感之间的关系。设计了一个集成模型来发现WIs、员工幸福感指标(心理健康和工作投入)、POS和HPWS之间的相互作用。我们的样本包括在印度IT组织工作的411名高管。数据分析采用结构方程模型。研究发现,WI会对员工的幸福感产生负面影响。研究发现,POS和HPWS在WI与员工幸福感之间起中介作用。研究结果通过展示WI如何影响员工福祉,并通过协助组织实施可持续的人力资源管理实践和构建融洽的氛围,做出了重大贡献。最后,我们总结了WI对工人、他们的家庭和社会的影响,并为研究人员和从业者理解可持续人力资源管理及其在提高员工福祉方面的作用提出了广泛的影响。
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引用次数: 0
Linking Workplace Incivility and Emotional Exhaustion: A Moderated Mediation Examination 职场不文明与情绪耗竭:一个有调节的中介检验
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-08-03 DOI: 10.1177/23220937231185049
S. Tarab
Ignorance in cultivating a harmonious work culture and not addressing the negative misconduct at the workplace is highly undesirable for the organisations and taxing for individual and team-level performances. Drawing upon conservation of resources theory, a moderated mediation framework is hypothesised where workplace incivility predicts emotional exhaustion in employees, and organisational social capital is identified as a critical resource mediating the mechanism. In addition, irresponsible leadership is tested as a boundary condition influencing this relationship. A cross-sectional study using an online questionnaire collected data from a heterogeneous sample of 410 Indian service sector employees providing evidence for the hypothesised relationships. Results confirm that participants experiencing higher levels of incivility reported greater levels of emotional burnout. This outcome is affected by irresponsible leadership such that the higher the levels of irresponsible leadership, the more the social capital is undermined and emotional exhaustion rises in employees.
忽视培养和谐的工作文化,不解决工作场所的负面不当行为,这对组织来说是非常不可取的,对个人和团队的表现也是不利的。根据资源守恒理论,假设了一个适度的中介框架,其中工作场所的不文明行为预测员工的情绪衰竭,组织社会资本被确定为中介机制的关键资源。此外,不负责任的领导能力被视为影响这种关系的边界条件。一项使用在线问卷的横断面研究从410名印度服务业员工的异质样本中收集了数据,为假设的关系提供了证据。结果证实,经历过更高程度不文明行为的参与者报告了更高程度的情绪倦怠。这种结果受到不负责任领导的影响,不负责任的领导级别越高,社会资本就越受到破坏,员工的情绪疲惫也就越严重。
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引用次数: 0
Does Shared Leadership Inspire Team Citizenship Behaviour Through Team Psychological Capital? 共享领导是否通过团队心理资本激励团队公民行为?
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-08-03 DOI: 10.1177/23220937231187479
R. Vijayaraghavan, Preeti Sharma, P. Jyothi
Understanding organisational citizenship behaviour at the team level has gained importance in recent years, as organisations place greater emphasis on teams and teamwork. Although contemporary literature acknowledges shared leadership as a significant antecedent of organisational citizenship behaviour, existing studies rarely consider the underlying mechanisms through which shared leadership produces organisational citizenship behaviour. This study investigates the influence of team psychological capital on the relationship between shared leadership and team citizenship behaviour using data collected from team members and supervisors belonging to 48 teams from diverse industries in India. An analysis using the team as the unit of analysis and partial least squares structural equation modelling technique revealed that team psychological capital acts as a partial mediator in the relationship between shared leadership and team citizenship behaviour. Based on the insights from this study, the authors suggest that managers should nurture both shared leadership and team psychological capital to promote team citizenship behaviour.
近年来,随着组织更加重视团队和团队合作,了解团队层面的组织公民行为变得越来越重要。尽管当代文献承认共享领导力是组织公民行为的重要前提,但现有研究很少考虑共享领导力产生组织公民行为所通过的潜在机制。本研究利用从印度不同行业48个团队的团队成员和主管那里收集的数据,调查了团队心理资本对共享领导力和团队公民行为之间关系的影响。一项以团队为分析单位和偏最小二乘结构方程建模技术的分析表明,团队心理资本在共享领导力和团队公民行为之间的关系中起着部分中介作用。基于这项研究的见解,作者建议管理者应该培养共同的领导力和团队心理资本,以促进团队公民行为。
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引用次数: 0
We’re Monitored Too Much! Workplace Bullying or Managerial Control in the Maldivian Tourist Resorts 我们被监控得太多了!马尔代夫旅游度假区的工作场所欺凌或管理控制
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-08-03 DOI: 10.1177/23220937231182061
Aishath Leeza, Shamala Kumar
In the Maldives, the tourism accommodations offer a unique working environment, which makes employees vulnerable to exploitation, abuse and likely to create its own profile of bullying. Therefore, this study places the spotlight on a setting about which little is known by the broader community of academics and professionals working in the field of human resource management. We used both quantitative and qualitative methods in this study to understand the phenomenon of workplace bullying, where participants faced an interview and then complete a questionnaire. Our study reveals that workplace bullying can be a strategy used by management to get work done in the short term. The managers’ primary goal is to achieve an organisational objective by leveraging the formal power and control structures they possess within the organisation. This approach gives off the impression of being unfair and inherently unjust towards those lower in the organisational hierarchy. As a result, individuals fail to report bullying incidents to the appropriate authorities and do not receive the necessary assistance; instead, they suffer in silence. Workers regard bullying as inherent to the system and ‘natural’ and ‘normal’ in this environment, as a result of the systems and the processes that they see operating.
在马尔代夫,旅游住宿提供了独特的工作环境,使员工容易受到剥削、虐待,并可能形成自己的欺凌形象。因此,这项研究将焦点放在了人力资源管理领域的学术界和专业人士所知甚少的环境上。在这项研究中,我们使用了定量和定性的方法来了解职场欺凌现象,参与者接受采访,然后完成问卷调查。我们的研究表明,职场欺凌可能是管理层在短期内完成工作的一种策略。管理者的主要目标是通过利用他们在组织内拥有的正式权力和控制结构来实现组织目标。这种方法给人的印象是,对组织层级较低的人来说,这是不公平的,本质上是不公正的。因此,个人没有向有关当局报告欺凌事件,也没有得到必要的援助;相反,他们默默忍受。工人们认为欺凌是系统固有的,在这种环境中是“自然的”和“正常的”,这是他们所看到的系统和过程的结果。
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引用次数: 0
Why Do Employees Negotiate Personalised Work Arrangements? Examining the Motives and Outcomes of Idiosyncratic Deals in an Indian IT Industry Context 为什么员工要协商个性化的工作安排?审视印度IT行业背景下特殊交易的动机和结果
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-08-03 DOI: 10.1177/23220937231173119
Maithily R, Devi Soumyaja
Idiosyncratic deals (i-deals) are personalised work arrangements negotiated between employees and employers. In most contemporary organisations, i-deals have achieved desirable employee behaviour and positive work-related outcomes. Although recent literature has given increased attention to i-deals, a lack of clarity exists regarding what drives i-deal negotiations and the perceived outcomes of such individualised negotiations in emerging economies like India, which falls in the middle zone of negotiability. Therefore, the study investigates what motivates employees for i-deal negotiations and the outcomes of such i-deals from an employee perspective by following a qualitative methodology. Data for the study were collected through in-depth interviews among 30 IT sector employees in India who successfully negotiated i-deals. Axial coding was used for data coding, resulting in two main themes for the study: motives for i-deal negotiation and outcomes of those negotiations. The study findings show that career advancement and job autonomy are the critical drivers of i-deal negotiations. Besides, the benefits experienced by the employees from such negotiations include reduced work–family conflict, enhanced work engagement and job satisfaction. Theoretical and managerial implications are also discussed.
白痴交易(i-deals)是雇员和雇主之间协商的个性化工作安排。在大多数现代组织中,i-deals已经实现了令人满意的员工行为和积极的工作成果。尽管最近的文献越来越关注i-deals,但对于是什么推动了i-deal谈判,以及在印度等新兴经济体中这种个性化谈判的预期结果,仍缺乏明确性,印度处于可谈判性的中间地带。因此,本研究采用定性方法,从员工的角度调查了员工进行i-deal谈判的动机以及此类i-deal的结果。这项研究的数据是通过对印度30名成功谈判电子交易的IT部门员工的深入采访收集的。轴向编码用于数据编码,导致研究的两个主要主题:i-deal谈判的动机和这些谈判的结果。研究结果表明,职业发展和工作自主性是i-deal谈判的关键驱动因素。此外,员工从此类谈判中获得的好处包括减少工作-家庭冲突、提高工作参与度和工作满意度。还讨论了理论和管理意义。
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引用次数: 0
Leaders’ Part in Boosting Change Encouraging Attitude of Employee: The Sequential Mediation Model of Dealing Change in the Organisation 领导者对员工变革激励态度的促进作用:组织应对变革的序贯中介模型
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-08-03 DOI: 10.1177/23220937231176164
M. N. Islam
The aim of this study is to investigate the influence of transformational leadership on employees’ change championing behaviour, and the mediating roles of employees’ trust in leadership and employees’ work engagement in the relationship between transformational leadership and employees’ change championing behaviour. The research was conducted among 379 employees in the banking sector of Bangladesh. The findings revealed a significant and positive impact of transformational leadership on employees’ change championing behaviour. Furthermore, the study identified that employees’ trust in leadership and WE play important mediating roles, individually and sequentially, in the relationship between transformational leadership and employees’ change championing behaviour during change management in the Bangladesh banking sector. This study contributes to our understanding of how transformational leadership promotes employees’ change championing behaviour and underscores the effectiveness of transformational leadership in fostering employees’ trust in leadership and work engagement. Additionally, this study emphasises the importance of employees’ trust in leadership and work engagement in the context of organisational change implementation.
本研究旨在探讨变革型领导对员工变革倡导行为的影响,以及员工对领导的信任和员工的工作投入在变革型领导与员工变革倡导行为的关系中的中介作用。这项研究对孟加拉国银行业的379名员工进行了调查。研究结果显示,变革型领导对员工的变革倡导行为有显著的积极影响。此外,该研究还发现,在孟加拉国银行业变革管理期间,员工对领导的信任和WE在变革型领导和员工变革倡导行为之间的关系中,分别和依次发挥着重要的中介作用。本研究有助于我们理解变革型领导如何促进员工的变革倡导行为,并强调了变革型领导在培养员工对领导的信任和工作投入方面的有效性。此外,本研究强调了在组织变革实施的背景下,员工对领导的信任和工作投入的重要性。
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引用次数: 0
Does Leadership Style and HRM Practices Promote Employee Well-being Post Onset of the New Normal? A Mixed-method Approach 领导风格和人力资源管理实践是否促进了新常态下员工的幸福?一种混合方法
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-07-31 DOI: 10.1177/23220937231186937
U. Jada, Deepika Swain, Tony John, L. K. Jena
The immediate establishment of ‘a new normal’ in response to the present global crisis made leaders relook into the well-being of their employees through a new lens. Hence, promoting empowering leadership in any organisation to attain employee well-being became the key to surviving the detrimental impact of endangered organisational productivity. In line with two promising theories (social exchange and social learning), we proposed to join empowering leadership and employee well-being through activity-enhancing, opportunity-enhancing, motivation-enhancing, work–life balance-enhancing and voice-enhancing related human resources management (HRM) practices. A two-phase exploratory sequential mixed-method process was designed to identify and analyse the role of HRM practices on promoting well-being during the onset of the new normal. Results of the multi-mediation model conducted on 328 executives of private banks in eastern India—demonstrated participative decision-making as a rewarding impact of autonomy and freedom. It highlighted achieving employee well-being as a flow experience. Our findings propose the techno-functionality of empowering leadership in redefining the holistic concept of well-being for socio-tropic continents like India, which may help establish actual well-being as a panacea to evolving work lives.
为应对当前的全球危机,“新常态”的建立立即促使领导人从新的角度重新审视员工的福祉。因此,在任何组织中,促进授权领导以实现员工福利,成为生存的关键,因为它危及组织生产力的有害影响。根据社会交换理论和社会学习理论,我们提出通过活动增强、机会增强、激励增强、工作与生活平衡增强和语音增强等相关人力资源管理实践,将授权型领导与员工幸福感结合起来。设计了一个两阶段探索性顺序混合方法过程,以确定和分析人力资源管理实践在新常态开始期间促进福祉的作用。对印度东部328名私人银行高管进行的多中介模型结果表明,参与式决策是自主和自由的有益影响。它强调实现员工幸福感是一种心流体验。我们的研究结果提出了赋予领导力的技术功能,可以重新定义像印度这样的热带社会大陆的整体幸福感概念,这可能有助于将实际幸福感作为不断发展的工作生活的灵丹妙药。
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引用次数: 0
Peer Review Excellence Award Winners 同行评审优秀奖获得者
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-05-29 DOI: 10.1177/23220937231167630
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引用次数: 0
James M. Kouzes & Barry Z. Posner, Leadership in Higher Education: Practices That Make a Difference. Berret-Koehler Publishers, Inc., 2019, 208 pp., $18.99, ISBN 9781523087006. James M.Kouzes和Barry Z.Posner,《高等教育领导力:有所作为的实践》。Berret-Koehler出版社,股份有限公司,2019年,208页,18.99美元,国际标准书号9781523087006。
IF 1.7 Q3 Business, Management and Accounting Pub Date : 2023-04-28 DOI: 10.1177/23220937221138387
Prashant Sunil Borde, Ridhi Arora, S. Kakoty
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引用次数: 0
期刊
South Asian Journal of Human Resource Management
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