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International Human Resource Management, 7th edition 国际人力资源管理》第 7 版
IF 2.2 Q1 Social Sciences Pub Date : 2024-02-14 DOI: 10.1108/ejtd-02-2024-211
Biniam Getnet Agazu, Zerihun A. Birbirsa
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引用次数: 0
Employers, recruitment and activation programmes experimental evidence from the Czech labour market 来自捷克劳动力市场的雇主、招聘和激活计划实验证据
IF 2.2 Q1 Social Sciences Pub Date : 2024-02-02 DOI: 10.1108/ejtd-09-2023-0139
Jiří Vyhlídal

Purpose

The purpose of this paper is to test the impact of selected characteristics of jobseekers on employers’ decisions regarding potential hires (direct and probabilistic signals). The main focus of the study is to test the impact of jobseekers’ participation in selected active labour market programmes on employers’ hiring decisions for three positions: unskilled worker, skilled worker and administrative employee. Other characteristics tested include age, gender, presence of children in the household, state of health, experience of short- and long-term unemployment and indebtedness.

Design/methodology/approach

This study analyses data from a representative survey of employers with five or more employees in the Czech Republic. The survey was conducted in December 2020 using stratified random sampling, combining online questionnaires and personal interviews. The study includes 1,040 employers and uses the factorial survey experiment (FSE) design.

Findings

The results of the FSE suggest that the perceived positive impact of completing one of the activation programmes depends on the position for which the candidate is being recruited. While for the unskilled job category, the completion of any of the tested schemes (training, subsidised jobs or public works) had a positive effect; for the skilled job category, only the training and subsidised jobs schemes had a positive effect; and for the administrative job category, public works programme even had a negative effect.

Research limitations/implications

A somewhat limiting factor in the context of this study seems to be the definitions of the positions tested (unskilled and skilled workers and administrative staff). The decision-making of the respondents was somewhat restricted by such broadly defined categories. Typically, studies with FSE designs have a focus on a specific sector of the economy, which allows for a better definition of the positions or jobs under test. The relationship between position and the impact of individual characteristics is clearly a matter for further research.

Practical implications

The results of the study confirm that completion of the activation programme, as well as other candidate characteristics, constitute differentiating signals for employers that influence their hiring decisions. At the same time, there is evidence that the training programme and the subsidised jobs programme are effective in terms of increasing participants’ chances of employment.

Originality/value

The demand side should be included in the evaluation of activation policies. The design of the FSE provides an appropriate way to test the impact of activation measures on the decision-making of employers.

目的 本文旨在检验求职者的某些特征对雇主做出潜在雇佣决定(直接信号和概率信号)的影响。研究的主要重点是检验求职者参与选定的积极劳动力市场计划对雇主在非熟练工人、熟练工人和行政雇员这三个职位上的招聘决策的影响。测试的其他特征包括年龄、性别、家中是否有子女、健康状况、短期和长期失业经历以及负债情况。调查于 2020 年 12 月进行,采用分层随机抽样法,结合在线问卷和个人访谈。研究包括 1,040 名雇主,并采用了因子调查实验(FSE)设计。研究结果 FSE 的结果表明,完成其中一项激活计划的积极影响取决于应聘者所应聘的职位。对于非熟练工种而言,完成任何一项测试计划(培训、补贴工作或公共工程)都会产生积极影响;对于熟练工种而言,只有培训和补贴工作计划会产生积极影响;而对于行政工种而言,公共工程计划甚至会产生消极影响。受访者的决策在某种程度上受到了这种宽泛定义类别的限制。通常情况下,采用 FSE 设计的研究侧重于特定的经济部门,这样可以更好地界定受测职位或工作。职位与个人特征的影响之间的关系显然是一个需要进一步研究的问题。 研究结果证实,完成激活计划以及候选人的其他特征对雇主来说是影响其招聘决定的区别信号。同时,有证据表明,培训计划和就业补贴计划能有效增加参与者的就业机会。FSE 的设计为测试激活措施对雇主决策的影响提供了一个适当的方法。
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引用次数: 0
Mediation effects on the relationships among the perceived and preferred coaching behaviors, and job satisfaction in Korea 韩国人对教练行为的认知和偏好与工作满意度之间关系的中介效应
IF 2.2 Q1 Social Sciences Pub Date : 2024-01-31 DOI: 10.1108/ejtd-09-2023-0135
Seokwon Hwang, Sunok Hwang, Ronald Lynn Jacobs

Purpose

This study aims to investigate the influences of perceived and preferred coaching behaviors and the discrepancy between them on job satisfaction, mediated by the quality of the relationship with the immediate supervisor and adaptive performance.

Design/methodology/approach

The research adopted a cross-sectional survey design. A total of 220 Korean employees, small-sized team members, were recruited from the automotive industry for the study. This research explored the relationship between perceived and preferred coaching behaviors using the Pearson correlation. Structural equation modeling was used to analyze the relationships among perceived and preferred managerial coaching behaviors, the discrepancy between them, the quality of the relationship with the immediate supervisor, adaptive performance and job satisfaction.

Findings

Perceived and preferred coaching behaviors exhibited a weak correlation. Perceived coaching behaviors indirectly influenced job satisfaction through the quality of the relationship with the immediate supervisor and adaptive performance. The discrepancy between perceived and preferred coaching behaviors directly and indirectly influenced job satisfaction via adaptive performance. However, all paths related to preferred coaching behaviors were found to be insignificant.

Research limitations/implications

Although the results of this research may be generalized to the Korean automotive industry, the findings highlight perceived and preferred coaching behaviors and the discrepancy between them as independent variables. The findings shed light on the influences of managerial coaching on the quality of the relationship with the immediate supervisor within Korean workplace cultures and how coaching behaviors contribute to triggering subordinates’ adaptive performance. In addition, the study provides how managerial coaching influences job satisfaction in the workplace.

Practical implications

Based on the findings, an organization should cultivate self-directed learning environments to enhance employees’ adaptive performance. The coaching training session should be added to the leadership development program for new managers. Team leaders need to consider their members’ preferences during managerial coaching.

Originality/value

The variables, such as preferred coaching variables and the discrepancy between perceived and preferred coaching behaviors, along with the research framework, represent a novelty in managerial coaching, as well as within the Korean context.

目的 本研究旨在探讨感知到的教练行为和偏好的教练行为以及它们之间的差异对工作满意度的影响,并以与直接主管的关系质量和适应性绩效为中介。研究共招募了 220 名来自汽车行业的韩国小型团队成员。本研究使用皮尔逊相关法探讨了感知到的教练行为与偏好的教练行为之间的关系。研究采用结构方程模型分析了感知的和偏好的管理者指导行为、两者之间的差异、与直接主管关系的质量、适应性绩效和工作满意度之间的关系。感知到的指导行为通过与直接主管的关系质量和适应性绩效间接影响了工作满意度。感知到的教练行为与偏好的教练行为之间的差异通过适应性表现直接或间接地影响了工作满意度。研究局限性/启示虽然本研究的结果可以推广到韩国汽车行业,但研究结果强调了感知到的教练行为和偏好的教练行为以及它们之间的差异是自变量。研究结果揭示了在韩国工作场所文化中,管理辅导对与直接主管关系质量的影响,以及辅导行为如何有助于激发下属的适应性绩效。此外,本研究还提供了管理辅导如何影响工作场所的工作满意度。应在新任经理的领导力发展计划中加入教练培训环节。团队领导者需要在管理辅导过程中考虑其成员的偏好。原创性/价值偏好辅导变量、感知辅导行为与偏好辅导行为之间的差异等变量以及研究框架,在管理辅导领域以及韩国背景下都是一个新颖的研究。
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引用次数: 0
Does Critical HRD really exist outside academia?: An interview study with nine Critical HRD scholars 批判性人力资源开发真的存在于学术界之外吗?对九位批判性人力资源开发学者的访谈研究
IF 2.2 Q1 Social Sciences Pub Date : 2023-12-29 DOI: 10.1108/ejtd-05-2023-0070
Chang-kyu Kwon, Matthew Archer

Purpose

The complex world in which we reside is calling for more critical approaches to address the precarity experienced by the most marginalized in social systems. However, human resource development (HRD) lacks empirical data to describe, define and project the objectives and future directions of Critical HRD in today’s turbulent and volatile times. Therefore, the purpose of this study is to examine the historical and contemporary progression of Critical HRD, as described by nine of its most well-known scholars.

Design/methodology/approach

Data were collected through semistructured interviews, and a constructivist grounded theory coding approach was applied during analysis to identify themes and patterns.

Findings

The findings of this study highlight the persistent scholarship versus practice divide among Critical HRD scholars, suggesting that Critical HRD may merely be an academic undertaking and something not practiced within the public domain. The authors call for an evolution of Critical HRD toward more practice- and action-oriented approaches to scholarship and teaching so that meaningful changes can take place in actual organizations and workplaces.

Originality/value

To the best of the authors’ knowledge, this study was the first to empirically show that there is a real research–practice gap, particularly among Critical HRD scholars. Critical HRD scholars need to take these findings seriously as an opportunity to reflect on how they can take Critical HRD to the next level beyond academic discourse.

目的 我们所处的这个复杂世界需要更多的批判性方法来解决社会系统中最边缘化群体所经 历的不稳定问题。然而,在当今动荡不安的时代,人力资源开发(HRD)缺乏经验数据来描述、定义和预测批判性人力资源开发的目标和未来方向。因此,本研究的目的是研究批判性人力资源开发的历史和当代进展,正如九位最著名的学者所描述的那样。 研究结果本研究的结果凸显了批判性人力资源开发学者之间持续存在的学术与实践的分歧,表明批判性人力资源开发可能只是一项学术工作,并没有在公共领域得到实践。作者呼吁,批判性人力资源开发应朝着更注重实践和行动的学术和教学方法发展,从而在实际组织和工作场所中实现有意义的变革。 原创性/价值 据作者所知,本研究首次以实证研究的方式表明,研究与实践之间确实存在差距,尤其是在批判性人力资源开发学者之间。批判性人力资源开发学者需要认真对待这些发现,并以此为契机,反思如何才能将批判性人力资源开发提升到学术话语之外的更高水平。
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引用次数: 0
Factors determining entrepreneurial opportunity recognition and the significant role of education and training 创业机会识别的决定因素以及教育和培训的重要作用
IF 2.2 Q1 Social Sciences Pub Date : 2023-12-26 DOI: 10.1108/ejtd-04-2023-0054
Fredrick Muyia Nafukho, Walid El Mansour

Purpose

The purpose of this paper was to determine the factors that enable entrepreneurial opportunity recognition and the significant role of education and training in enhancing opportunity recognition.

Design/methodology/approach

This paper follows a systematic literature review method to answer the research questions. A systematic literature review allows us to determine the work carried out to date, how it was done, assess literature and report all relevant research. The authors have used the Preferred Reporting Items for Systematic and Meta-Analysis procedure.

Findings

The findings of this study showed that prior knowledge, social networks, external environment, entrepreneurial alertness, creativity, self-efficacy and entrepreneurial passion are the main factors that play a role in the opportunity recognition process. The authors were also able to establish the importance of education and training in enhancing opportunity recognition. Experiential learning is at the forefront of education methods used to improve prior knowledge and experience that directly impact the ability to recognize entrepreneurial opportunities.

Practical implications

The paper provides human resource development practitioners and entrepreneurship educators with factors that determine entrepreneurial opportunity recognition. It pinpoints the factors that can be exploited in enhancing employees and novice entrepreneurs’ ability to recognize viable entrepreneurial opportunities.

Originality/value

Opportunity recognition is recognized as the first step in the entrepreneurship process. Therefore, it is crucial for entrepreneurs to have the ability to recognize opportunities that are viable. Understanding the factors that contribute to a successful opportunity recognition is important. In addition, the role of education and training in opportunity recognition and enhancing entrepreneurial opportunity recognition cannot be overlooked.

目的本文旨在确定促成创业机会识别的因素,以及教育和培训在增强机会识别方面的重要作用。通过系统性文献综述,我们可以确定迄今为止所开展的工作、工作方式、评估文献并报告所有相关研究。研究结果本研究的结果表明,先验知识、社会网络、外部环境、创业警觉性、创造力、自我效能感和创业激情是在机会识别过程中发挥作用的主要因素。作者还确定了教育和培训在提高机会识别能力方面的重要性。体验式学习是教育方法的前沿,用于改善直接影响创业机会识别能力的先前知识和经验。原创性/价值机会识别被认为是创业过程的第一步。因此,创业者必须具备识别可行机会的能力。了解有助于成功识别机会的因素非常重要。此外,教育和培训在识别机会和提高创业机会识别能力方面的作用也不容忽视。
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引用次数: 0
Validation of individual work performance questionnaire in a Vietnamese context 在越南环境中验证个人工作绩效问卷
IF 2.2 Q1 Social Sciences Pub Date : 2023-12-25 DOI: 10.1108/ejtd-03-2023-0034
Thinh Nguyen-Duc, Linh Phuong Nguyen, Tam To Phuong, Hanh Thi Hien Nguyen, Vinh Thi Hong Cao

Purpose

This study aims to address the reliability and construct validity of the Individual Work Performance Questionnaire (IWPQ) in a Vietnamese context. Using the IWPQ as a measurement tool, this research also examined whether demographic features (such as gender, education level, work experience and position in a company) influenced employees’ work performance.

Design/methodology/approach

The Vietnamese IWPQ was validated via a two-step process of factor analysis, including an exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). The data collected were randomly divided into two subsamples to independently serve the EFA (n = 341) and CFA (n = 342). ANOVAs and t-tests were also used to examine the differences in individual work performance (IWP) among different demographic categories.

Findings

The results of the current study confirmed the applicability of the three-dimensional IWPQ in a Vietnamese context. In addition, they also indicated several demographic features that impacted employees’ patterns of responses to IWPQ dimensions.

Research limitations/implications

This study focused on the construct validity of the IWPQ, without taking the content, face or criterion validity into consideration. Thus, future research should be conducted to yield a more comprehensive validation of the instrument, to measure the relationship between human resource development (HRD) practices and employee performance and to examine the relationship between strategic HRD and IWP and firm outcomes. In addition, the validated Vietnamese version of the IWPQ may inspire comparative studies on individual performance within and between units in an organization and among organizations and industries.

Practical implications

HRD practitioners can now use the validated IWPQ in the Vietnamese language to assess fluctuations in and analyze current staff performance, thereby facilitating human resource management and development. This study also offers recommendations for business leaders and HRD practitioners striving to implement strategic HRD aimed at reducing disparities in gender and between educational qualifications and job assignments at workplace, with the overarching goals of enhancing staff performance. These recommendations prove instrumental in improving staff performance, strengthening organizational efficiency and ultimately tackling the issue of low productivity in Vietnam and neighboring countries.

Social implications

This study findings underscore the significance of embracing strategic HRD while taking into account individual, organizational and contextual factors that influence IWP. This approach serves to bridge current gaps related to IWP, including Vietnam’s comparatively lower productivity com

目的 本研究旨在探讨在越南环境下个人工作绩效问卷(IWPQ)的信度和结构效度。通过使用 IWPQ 作为测量工具,本研究还考察了人口统计学特征(如性别、教育水平、工作经验和在公司的职位)是否会影响员工的工作绩效。设计/方法/途径本研究通过两步因子分析过程对越南语 IWPQ 进行了验证,包括探索性因子分析(EFA)和确认性因子分析(CFA)。收集到的数据被随机分为两个子样本,分别用于 EFA(n = 341)和 CFA(n = 342)。本研究结果证实了三维 IWPQ 在越南的适用性。研究局限/启示本研究侧重于 IWPQ 的结构效度,而未考虑内容效度、表面效度或标准效度。因此,今后的研究应该对该工具进行更全面的验证,衡量人力资源开发(HRD)实践与员工绩效之间的关系,并研究战略性人力资源开发和 IWP 与企业成果之间的关系。此外,经过验证的越南语版 IWPQ 可能会激发对组织内部和组织之间以及组织与行业之间的个人绩效进行比较研究。本研究还为企业领导和人力资源开发从业人员提供了建议,他们应努力实施战略性人力资源开发,以减少性别差异、学历差异和工作分配差异,并以提高员工绩效为总体目标。这些建议有助于提高员工绩效、加强组织效率,并最终解决越南及周边国家生产率低下的问题。 社会影响本研究结果强调,在考虑影响综合工作计划的个人、组织和环境因素的同时,实施战略性人力资源开发具有重要意义。据作者所知,这一经过严格验证的越南语版本的 IWPQ 在越南尚属首例,它为包容性倡议做出了重大贡献,并为 IWPQ 在不同背景下的相关性提供了大量证据。
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引用次数: 0
Using the conservation of resources theory to understand volunteer adaptability: a personal resource for reducing burnout 利用资源保护理论了解志愿者的适应能力:减少职业倦怠的个人资源
IF 2.2 Q1 Social Sciences Pub Date : 2023-12-25 DOI: 10.1108/ejtd-05-2023-0082
Joseph A. Allen

Purpose

Burnout has been known to negatively affect volunteers. However, information involving various factors that influence their burnout is severely lacking. This study aims to examine how volunteers displayed adaptability, the ability to change their thoughts, actions and/or behaviors in uncertain situations, to offset the negative relationship with burnout. This study also examined the amount of training a volunteer reported as one factor that may act to moderate this negative relationship between adaptability and burnout.

Design/methodology/approach

Using the conservation of resources (COR) theory, the author investigated how volunteers try to maintain their current level of resources, which aids in coping with stress and lowering their risk of burnout.

Findings

Using regression, the author discovered that adaptability was negatively related to burnout and this relationship was stronger for volunteers who reported less training. Training was confirmed as a moderator in this relationship. In sum, training acted as a buffer in the negative relationship involving adaptability and burnout.

Originality/value

The current study is one of the few to adopt theories often used to understand employee experiences, and apply them to volunteers. Interestingly, across a variety of volunteer environments, these employment theories and relationships, including adaptability, appear to matter.

目的 众所周知,职业倦怠会对志愿者产生负面影响。然而,有关影响志愿者职业倦怠的各种因素的信息却严重缺乏。本研究旨在考察志愿者如何表现出适应能力,即在不确定的情况下改变自己的想法、行动和/或行为的能力,以抵消与职业倦怠之间的负面关系。本研究还考察了志愿者所报告的培训量,认为该因素可能会缓和适应性与职业倦怠之间的负相关关系。设计/方法/途径利用资源保护(COR)理论,作者调查了志愿者如何努力维持其当前的资源水平,从而帮助他们应对压力并降低职业倦怠的风险。研究结果利用回归法,作者发现适应性与职业倦怠呈负相关,而这种关系在报告培训较少的志愿者身上表现得更为明显。培训被证实是这一关系的调节因素。总之,培训在涉及适应性和职业倦怠的负相关关系中起到了缓冲作用。原创性/价值本研究是为数不多的采用常用于理解员工经验的理论并将其应用于志愿者的研究之一。有趣的是,在各种志愿者环境中,这些就业理论和关系,包括适应性,似乎都很重要。
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引用次数: 0
Systematic bibliometric review of artificial intelligence in human resource development: insights for HRD researchers, practitioners and policymakers 人力资源开发中人工智能的系统文献计量学审查:对人力资源开发研究人员、从业人员和决策者的启示
IF 2.2 Q1 Social Sciences Pub Date : 2023-12-19 DOI: 10.1108/ejtd-10-2023-0152
Salima Hamouche, Norffadhillah Rofa, Annick Parent-Lamarche

Purpose

Artificial intelligence (AI) is a significant game changer in human resource development (HRD). The launch of ChatGPT has accelerated its progress and amplified its impact on organizations and employees. This study aims to review and examine literature on AI in HRD, using a bibliometric approach.

Design/methodology/approach

This study is a bibliometric review. Scopus was used to identify studies in the field. In total, 236 papers published in the past 10 years were examined using the VOSviewer program.

Findings

The obtained results showed that most cited documents and authors are mainly from computer sciences, emphasizing machine learning over human learning. While it was expected that HRD authors and studies would have a more substantial presence, the lesser prominence suggests several interesting avenues for explorations.

Practical implications

This study provides insights and recommendations for researchers, managers, HRD practitioners and policymakers. Prioritizing the development of both humans and machines becomes crucial, as an exclusive focus on machines may pose a risk to the sustainability of employees' skills and long-term career prospects.

Originality/value

There is a dearth of bibliometric studies examining AI in HRD. Hence, this study proposes a relatively unexplored approach to examine this topic. It provides a visual and structured overview of this topic. Also, it highlights areas of research concentration and areas that are overlooked. Shedding light on the presence of more research originating from computer sciences and focusing on machine learning over human learning represent an important contribution of this study, which may foster interdisciplinary collaboration with experts from diverse fields, broadening the scope of research on technologies and learning in workplaces.

目的人工智能(AI)将极大地改变人力资源开发(HRD)领域的游戏规则。聊天 GPT 的推出加速了其发展进程,并扩大了其对组织和员工的影响。本研究旨在采用文献计量学方法回顾和研究人力资源开发中的人工智能文献。使用 Scopus 查找该领域的研究。结果研究结果表明,大多数被引用的文献和作者主要来自计算机科学领域,强调机器学习而非人类学习。本研究为研究人员、管理人员、人力资源开发从业人员和政策制定者提供了见解和建议。优先发展人类和机器变得至关重要,因为只关注机器可能会对员工技能的可持续性和长期职业前景构成风险。因此,本研究提出了一种相对尚未探索的方法来研究这一主题。它对这一主题进行了直观而有条理的概述。此外,它还强调了研究集中的领域和被忽视的领域。本研究的一个重要贡献是揭示了更多源自计算机科学的研究,以及对机器学习而非人类学习的关注,这可能会促进与不同领域专家的跨学科合作,拓宽工作场所技术与学习的研究范围。
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引用次数: 0
Toward the sustainable development of corporate universities: the case of South Korea 企业大学的可持续发展:以韩国为例
IF 2.2 Q1 Social Sciences Pub Date : 2023-12-05 DOI: 10.1108/ejtd-02-2023-0024
Jeong Rok Oh, Cho Hyun Park, Kyungmin Baek

Purpose

Despite the burgeoning interest in corporate universities (CUs), their pragmatic application and ongoing evolution present challenges. This study aims to analyze the South Korean CU landscape from a balanced perspective to draw implications for the sustainable development of CUs.

Design/methodology/approach

The study uses a case study method to systematically explore CUs in South Korea by reviewing the South Korean government reports on CUs. The cases of CUs are analyzed based on the holistic model of CUs, which functions as an analytical framework.

Findings

By analyzing four groups of CUs, namely, in-house colleges, corporation colleges, technical colleges and in-house college-type lifelong educational establishments, implemented in South Korea, this study draws implications for the sustainable development of CUs, using the holistic CU model.

Originality/value

By analyzing cases of CUs from a new perspective, this study contributes to expand knowledge on CUs and suggests implications for organizations aiming to establish and sustain their own CUs tailored to their specific needs. Furthermore, this paper delves into the support necessary for the successful implementation and sustainable development of CUs, spanning organizational/team, national and individual levels.

尽管人们对企业大学的兴趣日益浓厚,但它们的实际应用和不断发展仍面临挑战。本研究旨在从均衡的角度分析韩国高校景观,为高校的可持续发展提供启示。设计/方法/途径本研究采用个案研究法,通过查阅韩国政府关于共同企业的报告,对韩国共同企业进行系统探讨。基于企业决策整体模型对企业决策案例进行分析,该模型作为一个分析框架。研究结果通过分析韩国四类自主大学、企业大学、技术大学和自主大学型终身教育机构的实施情况,运用整体自主大学模型对自主大学的可持续发展提出启示。原创性/价值本研究从一个新的角度分析企业战略案例,有助于扩展企业战略的知识,并为那些旨在建立和维持适合其特定需求的企业战略的组织提供启示。在此基础上,本文从组织/团队、国家和个人三个层面探讨了创新思维成功实施和可持续发展的必要支持。
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引用次数: 0
Does ebullient supervision foster thriving, social and creative employees? – it all starts at the top! 热情洋溢的监督是否能培养出蓬勃发展、善于交际、富有创造力的员工?-一切都从高层开始!
IF 2.2 Q1 Social Sciences Pub Date : 2023-11-24 DOI: 10.1108/ejtd-05-2023-0074
Maria Mashkoor, Lakhi Muhammad

Purpose

This paper aims to explore the impact of ebullient supervision on thriving at work, and relational social capital to stimulate employee creativity in the hospitality industry.

Design/methodology/approach

Using a purposive sampling approach, data were collected from 391 subordinates and their immediate supervisors in the hospitality industry through a structured questionnaire. To analyze the data, partial least structural equation modeling approach was considered.

Findings

Results show that ebullient supervision is supportive in generating personal resources of thriving at work and relational social capital, which later shape employee creativity.

Practical implications

The empirical findings of this study provide valuable insights for managers in the hospitality industry for human resource development strategy formulation to stimulate creativity in the hospitality industry.

Originality/value

The findings of this study suggest a novel antecedent of ebullient supervision for stimulating creativity in the hospitality industry. Hence, the paper has implications for researchers, practitioners and students.

目的本研究旨在探讨热情洋溢的监督对工作繁荣的影响,以及关系社会资本对酒店行业员工创造力的影响。设计/方法/方法采用有目的的抽样方法,通过结构化问卷从酒店行业的391名下属及其直接主管中收集数据。采用偏最小结构方程建模方法对数据进行分析。研究结果表明,热情洋溢的监督有助于产生工作中蓬勃发展的个人资源和关系社会资本,这些资源后来塑造了员工的创造力。实践启示本研究的实证结果为酒店业管理者制定人力资源开发战略以激发酒店业的创造力提供了有价值的见解。原创性/价值本研究的发现表明,热情的监督可以激发酒店业的创造力。因此,本文对研究人员、从业人员和学生都有一定的启示意义。
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引用次数: 0
期刊
European Journal of Training and Development
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