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Evaluating the Attitude of Employees from the Practice of Exclusive Talent Management: A Study of Hotel Employees in Delhi 从专属人才管理实践看员工态度:对德里酒店员工的研究
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-10-04 DOI: 10.1177/23220937221118189
R. Bhatia, Papori Baruah
Understanding employees’ attitude towards the practice of exclusive talent management (ETM) has become increasingly important for ethical concerns. Despite its significant importance, this study is one of its kind, which first aims to examine the positive and negative attitude arising from the practice of ETM and also checks for the difference between the talented and non-talented employees. Based on social exchange and signalling theories, past studies have conceptually proposed that there may exist a difference in talented and non-talented employees because of their perception of justice and support, as this practice follows workforce discrimination in the organisation. Second, this article also aims to analyse how perceived justice and perceived support affect the attitude of employees towards ETM practices. Data was collected through the questionnaire method by applying convenience sampling technique, and responses of 735 employees were collected across 15 luxury hotels in New Delhi. Structural equation modelling and mediation analysis were conducted in AMOS to test various relationships. The findings suggest that ETM practices significantly affect both positive and negative attitude of employees. Also, talented employees perceive higher levels of positive attitude than non-talented employees, whereas no significant difference was found in their perception of negative attitude. Further, it was proposed that the differences in the attitude of the employees are because of their perception of justice and support towards ETM practices. It was found that perceived justice mediates the relationship of ETM with both positive and negative attitudes, but perceived support only mediates the relationship of ETM practices and the negative attitude.
了解员工对专属人才管理(ETM)实践的态度,对于伦理问题变得越来越重要。尽管具有重要意义,但本研究是同类研究中的一个,该研究首先旨在检查ETM实践中产生的积极和消极态度,并检查有才能和无才能员工之间的差异。基于社会交换和信号理论,过去的研究从概念上提出,有才能和无才能的员工可能存在差异,因为他们对正义和支持的看法不同,因为这种做法遵循了组织中的劳动力歧视。其次,本文还旨在分析感知公平和感知支持如何影响员工对ETM实践的态度。采用便利抽样技术,通过问卷调查法收集数据,收集了新德里15家豪华酒店735名员工的回答。在AMOS中进行了结构方程建模和中介分析,以检验各种关系。研究结果表明,ETM实践对员工的积极态度和消极态度都有显著影响。此外,有才能的员工对积极态度的感知水平高于无才能的员工,而对消极态度的感知水平无显著差异。此外,我们还提出,员工的态度差异是由于他们对公平的看法和对ETM实践的支持。研究发现,感知公正在积极态度和消极态度之间都起中介作用,而感知支持只在积极态度和消极态度之间起中介作用。
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引用次数: 1
Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh 技术采用和人力资源管理实践:在孟加拉国使用人工智能进行招聘
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-10-04 DOI: 10.1177/23220937221122329
Muhaiminul Islam, A. Mamun, Samina Afrin, G. M. A. Ali Quaosar, Md. Aftab Uddin
Artificial intelligence (AI) is now considered indispensable in undertaking operational activities, especially in the area of human resource analytics. However, in practice, the rate of the adoption of such modern algorithms in organisations is still in its early stages. Consequently, the primary objective of this study is to identify the main antecedents of the adoption of AI-based technologies in recruitment, using the lens of the unified theory of acceptance and use of technology (UTAUT) model, alongside perceived credibility and moderating variables, in the context of an emerging nation in South Asia, namely Bangladesh. Data were collected from 283 human resource professionals employed in different manufacturing and service firms in Bangladesh through the administration of a questionnaire, which was analysed by applying PLS-SEM. The outcomes of the study show that all the direct hypothesised relationships were found to be significant, apart from the extended variable of perceived credibility. However, no moderating effect of gender or firm size was found in any of the hypothesised propositions. Finally, policy implications and recommendations for future researchers are proposed.
人工智能(AI)现在被认为是开展业务活动不可或缺的,特别是在人力资源分析领域。然而,在实践中,在组织中采用这种现代算法的速度仍处于早期阶段。因此,本研究的主要目标是在南亚新兴国家孟加拉国的背景下,利用技术接受和使用统一理论(UTAUT)模型的视角,以及感知可信度和调节变量,确定在招聘中采用基于人工智能的技术的主要前提。数据从283名人力资源专业人士受雇于不同的制造和服务公司在孟加拉国通过问卷管理收集,这是通过应用PLS-SEM分析。研究结果表明,除了感知可信度的扩展变量外,所有直接假设的关系都是显著的。然而,在任何假设命题中都没有发现性别或公司规模的调节作用。最后,提出政策启示及对未来研究者的建议。
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引用次数: 1
Green Human Resource Management and Green Service Behaviour in Organisations: Examining Underlying Mechanism 绿色人力资源管理与组织中的绿色服务行为:内在机制考察
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-10-04 DOI: 10.1177/23220937221119908
Kalimullah Khan, Q. Khan, Shakir Jalaly, M. Shams, Tazeem Ali Shah
This study aims to examine perceived green human resource management (GHRM) influence on perceived in-role and extra-role green service behaviour. Specifically, drawing upon social identity theory, authors tested how green commitment mediates the relationship between GHRM and employees’ green behaviour. The study employed cross-sectional research design in a non-contrived setting for data collection from 203 responses of banking sector employees in Afghanistan. Partial least squares structural equation modelling is applied by using SmartPLS 3 software. The empirical results confirmed that green commitment mediates the relationship between GHRM and employees’ in-role and extra-role green service behaviour. This study explores green commitment as novel mechanisms through which GHRM practices influence employees’ in-role and extra-role green behaviour in organisations.
本研究旨在探讨感知绿色人力资源管理对感知角色内和角色外绿色服务行为的影响。具体而言,利用社会认同理论,作者测试了绿色承诺如何中介GHRM与员工绿色行为之间的关系。本研究采用非人为设置的横断面研究设计,从阿富汗银行业雇员的203个回应中收集数据。采用SmartPLS 3软件进行偏最小二乘结构方程建模。实证结果证实,绿色承诺在GHRM与员工角色内、角色外绿色服务行为之间具有中介作用。本研究探讨了绿色承诺作为GHRM实践影响员工角色内和角色外绿色行为的新机制。
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引用次数: 3
People Analytics Enabling HR Strategic Partnership: A Review 人力资源分析使人力资源战略伙伴关系:回顾
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-09-23 DOI: 10.1177/23220937221119599
Neha Suri, Pooja Lakhanpal
For more than two decades, academicians and practitioners have been theorising the role of people analytics in enhancing the efficiency, effectiveness and impact of the human resource (HR) management function, thereby prescribing people analytics as an enabler of HR strategic partnership. The objective of this study is to identify and synthesise existing literature on people analytics and its conceptualised efficacy. This is done with a view to assess how and why people analytics enhances HR as a field and elevates it to a function of strategic significance. The study uses the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) framework for systematic literature review to address the research objective. A total of 90 articles on the subject are identified majorly from Scopus. The analysis of this literature reveals four significant themes underscoring the role people analytics can play in enabling HR as a field and function. These include the following: (a) application of people analytics leads to greater vertical, horizontal and external alignment of the HR function; (b) people analytics facilitates better integration of HR management with the organisation’s strategic planning process; (c) people analytics aids the demonstration of causal links between HR management and business performance; and finally (d) people analytics endows the field with scientific rigour, consistency and resulting credibility. The study contributes to the existing knowledge on people analytics and HR strategy linkage by building a foundation and offering specific propositions for empirical enquiry relating the two. The significance of the study also emanates from its focus on the efficacy of people analytics which is being viewed as an HR approach with immense potential.
二十多年来,学者和从业者一直在理论化人员分析在提高人力资源(HR)管理职能的效率、有效性和影响方面的作用,从而规定人员分析作为人力资源战略合作伙伴关系的推动者。本研究的目的是确定和综合现有的文献对人的分析和其概念化的功效。这样做的目的是为了评估人员分析如何以及为什么会加强人力资源作为一个领域,并将其提升到具有战略意义的功能。本研究采用系统文献综述的首选报告项目和荟萃分析(PRISMA)框架来解决研究目标。共有90篇关于该主题的文章主要来自Scopus。对这些文献的分析揭示了四个重要的主题,强调了人员分析在使人力资源成为一个领域和功能方面可以发挥的作用。这些包括以下几点:(a)人员分析的应用导致人力资源职能更大的纵向,横向和外部对齐;(b)人力资源分析有助人力资源管理与机构的策略规划过程更有效地结合;(c)人员分析有助于证明人力资源管理与企业绩效之间的因果关系;最后(d)人员分析赋予该领域科学的严谨性、一致性和由此产生的可信度。本研究为人力资源分析和人力资源战略联系的现有知识提供了基础,并为两者相关的实证调查提供了具体的主张。这项研究的意义还在于它对人员分析的有效性的关注,这被视为一种具有巨大潜力的人力资源方法。
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引用次数: 2
The Influence of Organisational Culture on Employee Commitment: An Empirical Study on Civil Service Officials in Bangladesh 组织文化对员工承诺的影响:基于孟加拉国公务员的实证研究
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-09-22 DOI: 10.1177/23220937221113994
Iffat Jahan, Thanh Huynh, Gideon Mass
The purpose of this study is to determine the effect of organisational culture on the commitment of officers in the Bangladesh Civil Service (BCS; Administration) cadre. The study examines the relationships between four organisational cultural characteristics and a three-component commitment model. The quantitative data analysis was conducted using data collected via a survey from 211 respondents. The research findings indicate that mission, one of the organisational cultural traits, has a significant impact on the affective, normative and continuing commitment of the BCS (Administration) cadre. Only normative commitment is strongly influenced by involvement, another organisational cultural characteristic. This study’s findings will contribute to the body of knowledge about organisational culture and employee commitment in public organisations. This result can be used to increase officer commitment by top management or the responsible departments. If officers remain committed to the service, this will ultimately result in an increase in productivity, performance and efficiency, as well as a decrease in absenteeism and an increase in officer morale. This will ultimately add value to the services provided to the general public in Bangladesh, as the administration cadre is critical in formulating and implementing public policies.
本研究的目的是确定组织文化对孟加拉国公务员(BCS;管理干部。本研究考察了四种组织文化特征与三要素承诺模型之间的关系。定量数据分析是通过对211名受访者的调查收集的数据进行的。研究结果表明,使命作为组织文化特质之一,对行政干部的情感性承诺、规范性承诺和持续性承诺有显著影响。只有规范性承诺会受到另一个组织文化特征——投入的强烈影响。本研究的发现将有助于公共组织中组织文化和员工承诺的知识体系。该结果可用于提高最高管理层或责任部门的人员承诺。如果警务人员继续忠于职守,最终会提高生产力、表现和效率,并减少缺勤和提高士气。这最终将增加向孟加拉国公众提供的服务的价值,因为行政干部在制定和执行公共政策方面至关重要。
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引用次数: 2
Advancing Public Service Innovation Through Empathy: An Analysis of Bangladesh’s Intrepid Approach 通过同理心推进公共服务创新:对孟加拉国“无畏”模式的分析
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-08-24 DOI: 10.1177/23220937221113993
S. Ehsan, F. Hossain, D. Eldridge, S. Bhuiyan
This study attempts to understand, explore and analyse how Bangladesh public administration has made considerable progress in fostering public service innovation (PSI) by instilling empathy among the public bureaucrats through the Empathy Training Programme (ETP). By employing qualitative methods, this study collected data from both primary and secondary sources. The empirical findings of the study suggest that ETP has been able to change the paternalistic and colonial mindset of public bureaucrats. In addition, the study further reveals that public bureaucrats are bringing this knowledge of empathy-led innovation to their workplaces, where they are effectively practising it, indicating that the ETP has not only been able to generate a cultural change in the Bangladesh Civil Service (BCS) but also has created a sense of responsiveness and self-accountability among public bureaucrats. However, there are still areas of concern in terms of the sustainability of the ETP approach. The study also identified some critical building blocks, which have been considered responsible for the limited scaling up of the pilot projects. Finally, the study has come up with a set of recommendations for making this intrepid approach to Bangladesh public administration more effective.
本研究试图理解、探索和分析孟加拉国公共行政如何通过移情培训计划(ETP)在公共官僚中灌输移情,在促进公共服务创新(PSI)方面取得了相当大的进展。本研究采用定性方法,收集第一手资料和第二手资料。研究的实证结果表明,ETP已经能够改变公共官僚的家长式和殖民主义思维。此外,该研究进一步揭示了公共官僚正在将这种同理心引导创新的知识带到他们的工作场所,他们正在有效地实践它,这表明ETP不仅能够在孟加拉国公务员(BCS)中产生文化变革,而且还在公共官僚中创造了一种响应和自我问责的意识。然而,在环境贸易方案的可持续性方面,仍有令人关切的领域。该研究还确定了一些关键的组成部分,这些组成部分被认为是导致试点项目规模有限的原因。最后,该研究提出了一套建议,以使这种大胆的做法对孟加拉国的公共行政更有效。
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引用次数: 0
Exploring an HR Practitioner’s Perspective on Human Capital Development and Its Evolvement in the COVID-19 Context 新冠肺炎背景下人力资源从业者对人力资本发展及其演变的展望
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-07-29 DOI: 10.1177/23220937221113996
Charles Carvalho, Sheldon Carvalho, Manish Kumar, Fallan Kirby Carvalho
Kotak Mahindra Life Insurance Company Limited ((in short, Kotak Life) is one of India’s fastest-growing insurance companies in India. It is well regarded as a reputed, admired and sustainable company that believes in and practices the value of being ‘people-friendly’. Hence, the company invests significant time, effort and money in developing its employees. In this interview, we explore an HR practitioner’s perspective on human capital development and its evolvement in the COVID-19 context in India. Specifically, we interviewed the Senior Vice President Human Resources and Head Organisation Capability and Development and, DE&I of Kotak Life to understand the human capital development process at Kotak Life Insurance. Given that this interview was conducted during the second wave of the COVID-19 pandemic in India, we also explored how the human capital development process was impacted by the COVID-19 pandemic and, thus, appropriately modified through the medium of digitalisation.
Kotak Mahindra人寿保险有限公司(简称Kotak Life)是印度发展最快的保险公司之一。它被认为是一家声誉良好、备受钦佩和可持续发展的公司,相信并践行“以人为本”的价值观。因此,公司在培养员工方面投入了大量的时间、精力和金钱。在本次采访中,我们探讨了一位人力资源从业者对新冠肺炎背景下印度人力资本发展及其演变的看法。具体而言,我们采访了Kotak Life的人力资源高级副总裁兼组织能力与发展主管以及DE&I,以了解Kotak人寿的人力资本开发过程。鉴于本次采访是在印度第二波新冠肺炎疫情期间进行的,我们还探讨了新冠肺炎疫情对人力资本开发过程的影响,并通过数字化媒介对其进行了适当修改。
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引用次数: 0
How Ambidextrous Human Resource System Affect Employee Creativity? A Study in the Pakistani Context 双灵巧型人力资源系统如何影响员工创造力?巴基斯坦语境下的研究
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-07-26 DOI: 10.1177/23220937221082771
Aiza Yasmeen, M. M. Khan, W. Ahmed
Strategic human resource management scholars have devoted substantial research to determine the relationship between human resource management (HRM) and creativity. It has focused primarily on HRM architecture at the macro level: exploring the effect of the HRM system on performance related to capacity building, skills and competencies. In framing that HRM architecture, this macro focus informs organisations about how to promote creativity. However, literature on how a creativity-targeted HRM system, for instance, the ambidextrous HR system, influences employees’ perceptions and experiences to be more creative at the individual level is still limited. The multilevel perspective on how the HRM system can potentially promote the creativity of employees is still limited. The multilevel data from 100 HR heads and 400 faculty employees of public and private sector universities show that the top-down effect of the ambidextrous HR system on employee creativity is partially mediated by ambidextrous learning and organisation-based self-esteem. Based on the findings, the study offers practical and theoretical implications.
战略人力资源管理学者对人力资源管理与创造力之间的关系进行了大量的研究。它主要关注宏观层面的人力资源管理架构:探索人力资源管理系统对与能力建设、技能和胜任力相关的绩效的影响。在构建人力资源管理架构时,这种宏观关注告知组织如何促进创造力。然而,关于以创造力为目标的人力资源管理系统,例如,双灵巧人力资源管理系统,如何影响员工在个人层面上更具创造力的感知和体验的文献仍然有限。关于人力资源管理系统如何潜在地促进员工创造力的多层次视角仍然有限。来自公立和私立大学的100名人力资源主管和400名教职员工的多层次数据表明,双灵巧人力资源系统对员工创造力的自上而下影响部分被双灵巧学习和组织自尊所中介。基于这些发现,本研究提供了实践和理论意义。
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引用次数: 1
Career Satisfaction in Maximising Professionals of Indian IT Industry: Mediating Roles of Contrasting Responses Based on Counterfactual Reasoning 印度IT行业职业满意度:基于反事实推理的对比反应的中介作用
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-06-23 DOI: 10.1177/23220937221102738
Sayoni Santra, V. N. Giri
This study conceptualises career maximisation and its consequences in the Indian Information Technology (IT) workforce, a globally significant non-Western talent pool. It examined how maximising tendency in career decision-making (MT-CD) mediated career satisfaction through two contrasting responses based on counterfactual reasoning―career regret (dysfunctional) and career adaptability (functional). The study comprised of two parts. In Study 1, scales for MT-CD and career regret were developed and initially validated using a 172 respondents’ dataset. In Study 2, data from 434 respondents were analysed for psychometric evaluation and further validation of scales along with determining hypothesised relationships. Two dimensions of MT-CD were identified―‘state of internal career ambiguity’ and ‘striving for career excellence’. Both attributes produced career regret (an aggregated measure of ‘corporate regrets’, ‘career choice regrets’ and ‘developmental regrets’ dimensions), decreasing career satisfaction. Only ‘striving for career excellence’ led to career adaptability, which subsequently increased career satisfaction. Altogether, career regret competed with career adaptability, supressing its positive indirect effect on maximising ITPs’ career satisfaction. This study expands the current empirical research on career maximisation into non-Western contexts, adding unique knowledge to the Indian IT workforce’s vocational literature.
这项研究概念化了印度信息技术(IT)劳动力的职业最大化及其后果,这是一个全球重要的非西方人才库。本研究通过基于反事实推理的职业后悔(功能失调)和职业适应(功能失调)两种对比反应,考察了职业决策最大化倾向对职业满意度的调节作用。本研究由两部分组成。在研究1中,开发了MT-CD和职业后悔的量表,并使用172个受访者的数据集进行了初步验证。在研究2中,分析了来自434名受访者的数据,以进行心理测量评估和进一步验证量表,并确定假设的关系。我们确定了MT-CD的两个维度——“内部职业模糊状态”和“追求职业卓越”。这两种属性都会导致职业遗憾(“公司遗憾”、“职业选择遗憾”和“发展遗憾”维度的综合衡量标准),降低职业满意度。只有“追求职业卓越”才会导致职业适应性,从而提高职业满意度。总体而言,职业后悔与职业适应存在竞争,抑制了职业后悔对ITPs职业满意度最大化的间接正向影响。本研究将目前关于职业最大化的实证研究扩展到非西方背景下,为印度IT劳动力的职业文献增加了独特的知识。
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引用次数: 0
Role of Social Support in Lessening Expatriate Turnover Intention 社会支持在降低外派人员离职意愿中的作用
IF 1.7 Q3 MANAGEMENT Pub Date : 2022-06-22 DOI: 10.1177/23220937221101262
R. Karunarathne
Research has long recognised that employee withdrawal cognition is a critical issue for organisations due to the direct and indirect costs associated with that. Drawing upon social support theory, we examine the influence of three distinct types of support expatriates can receive, that is, organisation, co-workers and partner, on an expatriate’s turnover intention. Furthermore, we investigate if the effects of support types differ depending on the expatriate’s employment status. This study is based upon positivism research philosophy, and the research approach is deductive. Moreover, we used the survey method as the research strategy and used hierarchical linear regression to analyse the data. Results of a time-lagged (two-wave) study of 167 expatriates show that perceived organisational support (POS), co-worker support and partner support are negatively related to expatriates’ turnover intention. Moreover, results show that expatriates’ employment status interacts with POS and co-worker support in predicting turnover intention, implying that social support is more pronounced with expatriates with fewer resources. Thus, the present study enhances our understanding of the effects of different support types on expatriates’ turnover intention and elucidates the role of individual-level boundary conditions. The results of this study emphasize that social support is a stronger predictor of expatriate turnover intent, in particular, individuals with fewer resources. We suggest that managers of the companies should make a serious effort in creating a supportive culture and positive employee relationships.
长期以来,研究已经认识到,由于与员工退出相关的直接和间接成本,员工退出认知对组织来说是一个关键问题。根据社会支持理论,我们研究了外籍人士可以获得的三种不同类型的支持,即组织、同事和合作伙伴,对外籍人士离职意愿的影响。此外,我们还调查了支持类型的影响是否因外籍人士的就业状况而异。本研究以实证研究哲学为基础,采用演绎研究方法。此外,我们使用调查方法作为研究策略,并使用层次线性回归对数据进行分析。一项针对167名外籍人士的时间滞后(两波)研究结果显示,感知的组织支持(POS)、同事支持和合作伙伴支持与外籍人士的离职意愿呈负相关。此外,研究结果表明,外籍人士的就业状况与POS和同事支持在预测离职意向方面相互作用,这意味着资源较少的外籍人士的社会支持更为明显。因此,本研究加深了我们对不同支持类型对外派人员离职意愿影响的理解,并阐明了个人层面边界条件的作用。这项研究的结果强调,社会支持是外籍人员离职意愿的更强预测因素,尤其是资源较少的个人。我们建议公司的经理们应该认真努力,创造一种支持性的文化和积极的员工关系。
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引用次数: 2
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South Asian Journal of Human Resource Management
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