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South Asian Journal of Human Resource Management最新文献

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Outcomes of Meaningful Work in the Context of Indian Blue-collar Employees: The Moderating Role of Relational Identification and Organisation-based Self-esteem 印度蓝领员工有意义工作的结果:关系认同和组织自尊的调节作用
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-08-24 DOI: 10.1177/2322093720944276
L. K. Jena, Subhra Pattnaik
The study investigates the moderating effect of relational identification and organisation-based self-esteem (OBSE) on the relationship between meaningful work and prudence, as well as meaningful work and civic virtue behaviour, in the context of blue-collar employees working in the Indian aeronautical manufacturing sector (IAMS). Survey data collected from 312 blue-collar employees showed that meaningful work has a positive influence on prudence as well as civic virtue behavior only at high levels of relational identification and OBSE. These relationships were insignificant at the lower level of the moderators. The findings of the study hold significant research, practice, and societal implications, because meaningful work in the context of blue-collar employees of the aeronautical industry has not been studied before, though this industry has high growth potential.
本研究以印度航空制造业(IAMS)蓝领员工为研究对象,探讨了关系认同和组织自尊(OBSE)对有意义工作与审慎、有意义工作与公民美德行为之间关系的调节作用。对312名蓝领员工的调查数据显示,只有在高水平的关系认同和OBSE水平下,有意义的工作才会对谨慎性和公民美德行为产生积极影响。这些关系在较低水平的调节者中不显著。这项研究的结果具有重要的研究、实践和社会意义,因为在航空业蓝领员工的背景下,有意义的工作之前还没有被研究过,尽管这个行业具有很高的增长潜力。
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引用次数: 3
Examining the Influence of Human Capital on Employees’ Innovative Work Behaviour: A Moderated Serial Mediation Model 人力资本对员工创新工作行为的影响:一个有调节的序列中介模型
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-08-20 DOI: 10.1177/2322093720942660
Suman Kumar Choudhary, N. Memon, Kirti Mishra
Organisations invest in human capital to achieve favourable organisational performance. The purpose of this research is to explain how organisational human capital investments influence an individual’s human capital and innovative work behaviour (IWB). Drawing on Social Exchange Theory and its subset Affect Theory of Social Exchange, this study empirically examines how the human resource management activity of human capital investments manifests at the individual level by developing and testing a moderated serial mediation model. A total of 115 employees working in a diverse set of industries, such as service, manufacturing, information technology, consultancy and education, who had received at least one training from their current employer, participated in the survey. The participants completed five standardized, valid and reliable instruments. SPSS was employed for data analysis. Hypotheses were tested using regression analysis. Results show that both gratitude and knowledge management mediate the relationship between human capital and IWB and the moderating effects of job characteristics. This study extends current literature and integrates macro–micro human capital by exploring how and when human capital leads to the generation of micro social orders. The concept of micro social orders refers to repeated interactions (exchange frequency), emotional reactions, perceptions of cohesion and affective sentiments of a group/organisation due to social structures. This research also highlights how managers can establish positive reciprocity obligations and enhance employees’ gratitude that helps to achieve IWB.
组织对人力资本进行投资,以实现良好的组织绩效。本研究的目的是解释组织人力资本投资如何影响个人的人力资本和创新工作行为(IWB)。本研究利用社会交换理论及其子集社会交换影响理论,通过开发和检验一个有调节的序列中介模型,实证考察了人力资本投资的人力资源管理活动如何在个体层面上表现出来。共有115名员工参与了这项调查,他们来自不同的行业,如服务业、制造业、信息技术、咨询和教育,他们至少从现任雇主那里接受过一次培训。参与者完成了五个标准化、有效和可靠的仪器。采用SPSS软件进行数据分析。采用回归分析对假设进行检验。研究结果表明,感恩和知识管理在人力资本与IWB之间的关系以及工作特征的调节作用中起中介作用。本研究通过探索人力资本如何以及何时导致微观社会秩序的生成,扩展现有文献,整合宏观-微观人力资本。微观社会秩序的概念是指一个群体/组织由于社会结构而产生的重复互动(交换频率)、情绪反应、凝聚力感知和情感情绪。本研究还强调了管理者如何建立积极的互惠义务,增强员工的感激之情,从而有助于实现IWB。
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引用次数: 11
Handling Sexual Harassment Complaints in Sri Lanka: Fair Process and Best Practices 斯里兰卡处理性骚扰投诉:公平程序和最佳做法
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-07-15 DOI: 10.1177/2322093720934580
A. Adikaram, Pavithra Kailasapathy
Sexual harassment at the workplace continues to be an issue all over the world. While there are many policies with well laid-out procedures specifying the process to follow when complaints of sexual harassment are received, there is still a lack of knowledge on actual practices of handling sexual harassment complaints and best practices. Data were collected from 35 HR professionals (HRPs) from over 30 companies in Sri Lanka on how sexual harassment complaints were handled. Based on this empirical evidence and literature as well as the theory of organisational justice, a six-stage process that HRPs should follow for a fair, just and effective handling of sexual harassment complaints is proposed. The process comprises of (a) complaint stage, (b) assessment of complaint stage, (c) investigation stage, (d) action stage, (e) appeal stage and (f) post-settlement stage. Best practices of handling sexual harassment complaints identified through the empirical data and literature are also highlighted.
工作场所的性骚扰仍然是世界各地的一个问题。虽然有许多政策都有详细的程序,规定在收到性骚扰投诉时应遵循的程序,但仍然缺乏处理性骚扰投诉的实际做法和最佳做法的知识。从斯里兰卡30多家公司的35名人力资源专业人士(HRPs)那里收集了有关如何处理性骚扰投诉的数据。基于这些经验证据和文献以及组织公正理论,提出了人力资源服务提供者应遵循的公平、公正和有效处理性骚扰投诉的六个阶段流程。该程序包括(a)投诉阶段,(b)投诉评估阶段,(c)调查阶段,(d)行动阶段,(e)上诉阶段和(f)和解后阶段。本文还重点介绍了通过实证数据和文献确定的处理性骚扰投诉的最佳做法。
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引用次数: 1
Does Flexibility in Human Resource Practices Increase Innovation? Mediating Role of Intellectual Capital 人力资源实践中的灵活性能促进创新吗?智力资本的中介作用
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-07-10 DOI: 10.1177/2322093720934243
Jahnavi Patky, S. Pandey
Building on resource-based view theory, this article investigates the impact of human resource practice flexibility (HRPF) on innovation performance with (a) the mediating role of intellectual capital (IC) and (b) moderating role of the industry type (service or manufacturing) of an organisation. We empirically examined the relations using a survey dataset of managers of 257 Indian organisations. We have used the structural equation modelling method for data analysis. Findings of the moderated mediation analysis revealed that IC mediates the relationship between HRPF and innovation performance (a) partially when the organisation operates in the service industry and (b) fully when an organisation operates in the manufacturing industry. Additionally, our study explains the underlying mechanism governing the same relationship.
本文在资源基础理论的基础上,考察了人力资源实践灵活性(HRPF)对创新绩效的影响,其中(a)智力资本(IC)的中介作用和(b)行业类型(服务业或制造业)的调节作用。我们使用对257家印度组织经理的调查数据集对这种关系进行了实证检验。我们采用结构方程建模方法进行数据分析。有调节的中介分析结果表明,当组织为服务业时,IC在HRPF与创新绩效之间具有部分中介作用;当组织为制造业时,IC在HRPF与创新绩效之间具有完全中介作用。此外,我们的研究还解释了控制这种关系的潜在机制。
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引用次数: 8
Unravelling the Relationship Between High-involvement Work Practices and Organizational Citizenship Behaviour: A Sequential Mediation Approach 高投入工作实践与组织公民行为的关系:一个序贯中介方法
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-06-27 DOI: 10.1177/2322093720932071
Neha Gahlawat, S. Kundu
Using primary data from 575 employees of 209 organizations, the current study progresses the research between high-involvement work practices (HIWP) and organizational citizenship behaviour (OCB) in the Indian context. The results have revealed that the employees’ perceptions of HIWP including contingent appraisal and compensation, extensive training, self-managed teams, flexible work arrangements and empowerment result in enhanced work motivation (WM), improved job satisfaction (JS), heightened organizational commitment and higher degree of engagement in citizenship behaviour among employees. With establishment of a multi-step partial mediation model, the findings further reveal that the relationship between HIWP and OCB is individually and serially mediated by WM, JS and affective commitment (AC). The implications of these results for theory and practice of progressive HR practices in the Indian context are discussed.
本研究利用来自209个组织的575名员工的原始数据,对印度背景下高参与工作实践(HIWP)与组织公民行为(OCB)之间的关系进行了研究。结果显示,员工对HIWP的认知,包括应变评估和薪酬、广泛的培训、自我管理团队、灵活的工作安排和授权,增强了员工的工作动机(WM)、工作满意度(JS)、组织承诺(organizational commitment)和公民行为参与度(engagement)。通过多步骤部分中介模型的建立,研究结果进一步揭示了WM、JS和情感承诺(AC)对高工作效率和组织行为的影响是单独和连续的。讨论了这些结果对印度背景下进步人力资源实践的理论和实践的影响。
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引用次数: 12
Interview with Dr Anil K. Khandelwal: Leading Transformation of a Public Sector Bank Through People Processes and Building Intangibles 专访Anil K. Khandelwal博士:通过人员流程和建立无形资产来领导公共部门银行的转型
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-06-01 DOI: 10.1177/2322093720922478
Abinash Panda
Abstract Dr Anil K. Khandelwal, former Chairman and Managing Director of Bank of Baroda (BoB) is credited with transforming the bank, one of the largest public sector banks, from a declining brand into a prime brand in the banking sector of India within just 3 years. Such a rapid and radical transformation using people processes by a human resource (HR) professional catapulted to chief executive officer (CEO) position is a rare example in the corporate world. In this interview, he describes the transformation journey he led, including how he overcame the challenges arising from trade union resistance to technology-led change and institutionalised people-centric business process reengineering in the new age of agile, digital banking. He describes his leadership style as “tough love” and expands on the leadership ideas he canvassed in his two books on the subject.
巴罗达银行(BoB)前董事长兼董事总经理Anil K. Khandelwal博士在短短3年内将该银行(最大的公共部门银行之一)从一个衰落的品牌转变为印度银行业的主要品牌而受到赞誉。如此迅速而彻底的人事流程转型,由一位人力资源专业人士一跃成为首席执行官(CEO),在企业界实属罕见。在这次采访中,他描述了他领导的转型之旅,包括他如何克服工会对技术主导变革的抵制,以及在敏捷数字银行的新时代,以人为本的制度化业务流程再造所带来的挑战。他将自己的领导风格描述为“严厉的爱”,并在他的两本关于这个主题的书中详细阐述了他的领导思想。
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引用次数: 4
Matching People with Technology: Effect of HIWP on Technology Adaptation 人与技术的匹配:HIWP对技术适应的影响
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-06-01 DOI: 10.1177/2322093719875567
M. Rubel, D. Kee, Nadia Newaz Rimi
Abstract This article investigates the influences of high involvement work practice (HIWP) in terms of five-dimensional human resource management (HRM) practices, namely sharing information, management support, employee participation, reward and recognition, and training on the adaptation of information technology (IT) in the private banking organizations in Bangladesh. Drawing on the social exchange theory (SET), the article proposes that when employees share information, receive management support, reward and recognition, and adequate training, as well as have room to participate in decision-making, it triggers a reciprocal loop in the form of employee acceptance of technology introduced in the organizations. The findings of this cross-sectional study of 365 employees revealed a significant relationship between five-dimensional HIWP and technology adaptation. The article identifies and recommends HIWP as a crucial way of improving technology adaptation among the employees in the organization.
摘要本文从五个维度的人力资源管理实践(即信息共享、管理支持、员工参与、奖励和认可以及培训)的角度研究了高参与工作实践(HIWP)对孟加拉国私人银行组织信息技术(IT)适应的影响。本文借鉴社会交换理论(SET),提出当员工共享信息、获得管理层支持、奖励和认可、充分的培训以及有参与决策的空间时,就会以员工接受组织引入的技术的形式触发一个互惠循环。这项对365名员工进行的横断面研究发现,五维HIWP与技术适应之间存在显著关系。本文确定并推荐HIWP作为提高组织中员工对技术适应的关键方法。
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引用次数: 7
Urmi Nanda Biswas, Karin Allard, Anders Pousette and Annika Harenstam, Understanding Attractive Work in a Globalized World Urmi Nanda Biswas, Karin Allard, Anders Pousette和Annika Harenstam,理解全球化世界中的吸引力工作
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-06-01 DOI: 10.1177/2322093720914169
Nachiketa Tripathi, Satwik Upadhyay
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引用次数: 2
Individual, Spousal Factors and Work–Family Conflict: A Study from Sri Lanka 个体、配偶因素与工作-家庭冲突:来自斯里兰卡的研究
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-06-01 DOI: 10.1177/2322093720923276
J. K. S. Chrisangika Perera, Pavithra Kailasapathy
Abstract Work–family conflict (WFC) has emerged as a challenging issue all over the world. Based on identity, scarcity, basic human values and crossover theories, we examined how life role salience, value of self-enhancement, gender and spouse’s emotional stability affect WFC. Data were collected using questionnaires from 167 dual-earner couples in Sri Lanka. All the variables, except for emotional stability, were measured from the focal employee concerned. Emotional stability was measured from the spouse. Four moderated multiple regressions were conducted to test the proposed model. This study found that a higher level of occupational role salience predicts work-to-family conflict. Further, results indicated that a higher value of self-enhancement increases work-to-family conflict, gender determines the level of family-to-work conflict, and spouse’s emotional stability directly crossovers to reduce family-to-work conflict of the other spouse. Hence, it is evident that not only individual factors but factors related to significant others such as spouses also create WFC. This research contributes to the advancement of the existing understanding on WFC as life role salience, values and crossover effect of spousal factors are still under-researched areas in work–family literature.
摘要工作-家庭冲突已成为一个世界性的难题。基于认同、稀缺性、人类基本价值观和跨界理论,研究了生活角色显著性、自我提升价值、性别和配偶情绪稳定性对WFC的影响。数据是通过对斯里兰卡167对双职工夫妇的问卷调查收集的。除情绪稳定性外,所有变量均从相关焦点员工处测量。情绪稳定性由配偶来衡量。进行了四个有调节的多元回归来检验所提出的模型。本研究发现,较高的职业角色显著性可预测工作-家庭冲突。此外,研究结果表明,自我提升值越高,工作与家庭冲突越严重,性别决定了家庭与工作冲突的程度,配偶的情绪稳定性直接交叉作用于减少另一方的家庭与工作冲突。因此,很明显,不仅个人因素,而且与配偶等重要他人相关的因素也会产生WFC。由于工作家庭文献中对生活角色突出性、价值观和配偶因素的交叉效应的研究尚不充分,本研究有助于推进对工作家庭主妇的现有认识。
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引用次数: 3
Shutting Eyes to Merit! The Curse of Cronyism in Pakistani Small and Medium Scale Business 闭上眼睛看功绩!巴基斯坦中小企业任人唯亲的诅咒
IF 1.7 Q3 MANAGEMENT Pub Date : 2020-05-13 DOI: 10.1177/2322093720918997
A. Bilal, T. Fatima, Muhammad Imran
Abstract Organizational cronyism is profoundly ingrained in South Asian small and medium scale business and is responsible for eliciting a variety of negative individual- and organizational-level outcomes. It is a practice where management grants favour to certain employees based on personal relationships forming an “in-group” and discriminates “out-group” employees without regard to merit. This study attempts to improve understanding of the way organizational cronyism impacts the success of small and medium scale business in Pakistan through reduced employee task performance and the moderating role of egoistic climate plays in strengthening the organizational cronyism and task performance association. In addition, this study aimed to examine the complex in-group and out-group dynamics created by organizational cronyism and its subsequent outcomes. We employed an explanatory sequential mixed-method design and data were collected across two studies, i.e., a quantitative survey (n = 321, 4 waves) and a qualitative inquiry (n = 23) from employees working in small and medium scale enterprises of Pakistan. The results of the survey proved the direct and moderation hypotheses, while mediation hypotheses were partially substantiated. Semi-structured interviews affirmed the presence of in-groups and out-groups based on organizational cronyism in SMEs and revealed that organizational cronyism results in negative task performance regardless of the group membership and declines SMEs’ success. The overall results suggest that small and medium scale businesses in Pakistan should maintain fair and transparent business practices in order to avoid cronyism and thrive successfully.
组织任人唯亲在南亚中小型企业中根深蒂固,并导致了个人和组织层面的各种负面结果。这是一种管理层根据个人关系对某些员工给予优待的做法,这些员工形成了一个“内团体”,而歧视“外团体”员工,而不考虑其绩效。本研究试图通过降低员工的任务绩效来了解组织任人唯亲对巴基斯坦中小企业成功的影响方式,以及利己主义氛围在加强组织任人唯亲与任务绩效之间的关联中所起的调节作用。此外,本研究旨在探讨组织任人唯亲所产生的复杂的群体内和群体外动态及其后续后果。我们采用了解释性顺序混合方法设计,并从两项研究中收集数据,即定量调查(n = 321, 4波)和定性调查(n = 23),调查对象是在巴基斯坦中小型企业工作的员工。调查结果证实了直接假说和调节假说,部分证实了中介假说。半结构化访谈证实了中小企业中存在基于组织任人唯亲的内群体和外群体,并揭示了组织任人唯亲导致负性的任务绩效,与集团成员无关,并降低了中小企业的成功。总体结果表明,巴基斯坦的中小企业应保持公平和透明的商业行为,以避免任人唯亲和成功发展。
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引用次数: 6
期刊
South Asian Journal of Human Resource Management
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