Pub Date : 2023-06-22DOI: 10.1108/ijm-12-2022-0652
Megan M. Walsh, Erica L. Carleton, Julie Ziemer, Mikaila Ortynsky
Purpose The purpose of this study was to examine whether remote work moderates the mediated relationship between leadership behavior (transformational leadership and leader incivility), followers' self-control, and work-life balance. Design/methodology/approach The authors conducted a three-wave, time lagged study of 338 followers. Drawing on social information processing theory, a moderated mediation model was proposed: it was hypothesized that remote work strengthens the relationship between leadership behavior (transformational leadership and leader incivility), follower self-control, and subsequent work-life balance (moderated mediation). The theoretical model was tested using OLS regression in SPSS. Findings The results show that working remotely strengthens the mediated relationships between leadership behavior, self-control, and work-life balance. Practical implications Organizations need to consider the interaction between remote work and leadership. Leader behaviors have a stronger relationship with follower self-control and work-life balance when the frequency of remote work is higher, so it is important to increase transformational leadership and reduce leader incivility in remote contexts. Leadership training programs and respectful workplace initiatives should be considered. Originality/value This study demonstrates the importance of leader behaviors for followers' self-control and work-life balance in relation to remote work. This study is the first to examine the boundary condition of remote work in relation to leadership behavior, follower self-control, and work-life balance.
{"title":"The salience of remote leadership: implications for follower self-control and work-life balance","authors":"Megan M. Walsh, Erica L. Carleton, Julie Ziemer, Mikaila Ortynsky","doi":"10.1108/ijm-12-2022-0652","DOIUrl":"https://doi.org/10.1108/ijm-12-2022-0652","url":null,"abstract":"Purpose The purpose of this study was to examine whether remote work moderates the mediated relationship between leadership behavior (transformational leadership and leader incivility), followers' self-control, and work-life balance. Design/methodology/approach The authors conducted a three-wave, time lagged study of 338 followers. Drawing on social information processing theory, a moderated mediation model was proposed: it was hypothesized that remote work strengthens the relationship between leadership behavior (transformational leadership and leader incivility), follower self-control, and subsequent work-life balance (moderated mediation). The theoretical model was tested using OLS regression in SPSS. Findings The results show that working remotely strengthens the mediated relationships between leadership behavior, self-control, and work-life balance. Practical implications Organizations need to consider the interaction between remote work and leadership. Leader behaviors have a stronger relationship with follower self-control and work-life balance when the frequency of remote work is higher, so it is important to increase transformational leadership and reduce leader incivility in remote contexts. Leadership training programs and respectful workplace initiatives should be considered. Originality/value This study demonstrates the importance of leader behaviors for followers' self-control and work-life balance in relation to remote work. This study is the first to examine the boundary condition of remote work in relation to leadership behavior, follower self-control, and work-life balance.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136177765","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-12DOI: 10.1108/ijm-06-2021-0341
Lin Rouvroye, H. van Dalen, K. Henkens, J. Schippers
PurposeFlexible staffing arrangements have become a permanent feature of employment in many industrial societies. This article examines how employers perceive the consequences of using flexible staffing arrangements. It presents and assesses theoretically informed hypotheses on organisational situations in which negative consequences are more likely to be perceived.Design/methodology/approachThis study uses data (n = 761) from a bespoke employers survey, fielded in the Netherlands in 2019. Structural equation modelling (SEM) is used to measure and explain employers' perception of downsides to flexible staffing arrangements.FindingsEmployers report distinct downsides to the use of flexible staffing arrangements in terms of performance, management and employee well-being. Model estimates show that employers using flexible staffing arrangements to acquire specific expertise or to follow other organisations in their sector perceive more downsides.Originality/valueEmpirical research on employers' perception of the disadvantageous consequences of using flexible staffing arrangements is scarce. This article highlights that this practice can discourage investments in human capital and lead to a sense of insecurity among young workers. It draws attention to the relevance of distinguishing between strategic motives when trying to understand organisational behaviour regarding non-standard forms of employment.
{"title":"Employers' perception of downsides to flexible staffing arrangements: exploring the role of strategic motives","authors":"Lin Rouvroye, H. van Dalen, K. Henkens, J. Schippers","doi":"10.1108/ijm-06-2021-0341","DOIUrl":"https://doi.org/10.1108/ijm-06-2021-0341","url":null,"abstract":"PurposeFlexible staffing arrangements have become a permanent feature of employment in many industrial societies. This article examines how employers perceive the consequences of using flexible staffing arrangements. It presents and assesses theoretically informed hypotheses on organisational situations in which negative consequences are more likely to be perceived.Design/methodology/approachThis study uses data (n = 761) from a bespoke employers survey, fielded in the Netherlands in 2019. Structural equation modelling (SEM) is used to measure and explain employers' perception of downsides to flexible staffing arrangements.FindingsEmployers report distinct downsides to the use of flexible staffing arrangements in terms of performance, management and employee well-being. Model estimates show that employers using flexible staffing arrangements to acquire specific expertise or to follow other organisations in their sector perceive more downsides.Originality/valueEmpirical research on employers' perception of the disadvantageous consequences of using flexible staffing arrangements is scarce. This article highlights that this practice can discourage investments in human capital and lead to a sense of insecurity among young workers. It draws attention to the relevance of distinguishing between strategic motives when trying to understand organisational behaviour regarding non-standard forms of employment.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-06-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48397134","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-30DOI: 10.1108/ijm-12-2022-0570
M. Şeri̇foğlu, Pelin Öge Güney
PurposeThis paper investigates the two-way relationship between foreign direct investment (FDI) inflows and higher education across 36 Organisation for Economic Co-operation and Development (OECD) countries for 1998–2019 periods. To demonstrate this relationship, the authors take into account the total number of graduates as well as the number of graduates from different fields. Accordingly, the authors gathered graduates in four groups which are education, social sciences, technical sciences (tech) and health. In addition to investigating two-way relationship between FDI and graduates, the authors also examined the contribution of primary and secondary level education to FDI.Design/methodology/approachThe authors use two models to investigate the bidirectional relationship between FDI inflows and graduates from four fields. In the first model, the dependent variable is FDI inflows, and in the second model, graduates from each field are the dependent variable. To investigate the dual relationship, the authors employ ordinary least squares (OLS) and two-step system generalized method of moments (GMM) developed by Arellano Bover (1995) and Blundell Bond (1998).FindingsFor the first model, the results show that secondary level and higher education have a positive impact on FDI. In terms of graduates by fields, it is seen that education and health graduates contributed the most to FDI. For the second model in which the authors analysed the effect of FDI on total graduates and graduates from different fields, the authors find that FDI positively affects the number of graduates from all fields, and the strongest effect is on graduates from the social science field.Practical implicationsBased on the results, the authors can say that well-educated people promote FDI inflows to OECD countries, and FDI is also a driving force in raising highly educated people. So, the authors think that the results will help design higher education policies in accordance with FDI and higher education connection.Originality/valueTo the best of the authors’ knowledge, this paper is the first to examine the impact of FDI inflows on graduates by fields and also to investigate the impact of graduates by fields on FDI.
{"title":"Higher education by fields and foreign direct investments: insights from OECD countries","authors":"M. Şeri̇foğlu, Pelin Öge Güney","doi":"10.1108/ijm-12-2022-0570","DOIUrl":"https://doi.org/10.1108/ijm-12-2022-0570","url":null,"abstract":"PurposeThis paper investigates the two-way relationship between foreign direct investment (FDI) inflows and higher education across 36 Organisation for Economic Co-operation and Development (OECD) countries for 1998–2019 periods. To demonstrate this relationship, the authors take into account the total number of graduates as well as the number of graduates from different fields. Accordingly, the authors gathered graduates in four groups which are education, social sciences, technical sciences (tech) and health. In addition to investigating two-way relationship between FDI and graduates, the authors also examined the contribution of primary and secondary level education to FDI.Design/methodology/approachThe authors use two models to investigate the bidirectional relationship between FDI inflows and graduates from four fields. In the first model, the dependent variable is FDI inflows, and in the second model, graduates from each field are the dependent variable. To investigate the dual relationship, the authors employ ordinary least squares (OLS) and two-step system generalized method of moments (GMM) developed by Arellano Bover (1995) and Blundell Bond (1998).FindingsFor the first model, the results show that secondary level and higher education have a positive impact on FDI. In terms of graduates by fields, it is seen that education and health graduates contributed the most to FDI. For the second model in which the authors analysed the effect of FDI on total graduates and graduates from different fields, the authors find that FDI positively affects the number of graduates from all fields, and the strongest effect is on graduates from the social science field.Practical implicationsBased on the results, the authors can say that well-educated people promote FDI inflows to OECD countries, and FDI is also a driving force in raising highly educated people. So, the authors think that the results will help design higher education policies in accordance with FDI and higher education connection.Originality/valueTo the best of the authors’ knowledge, this paper is the first to examine the impact of FDI inflows on graduates by fields and also to investigate the impact of graduates by fields on FDI.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47344763","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-25DOI: 10.1108/ijm-10-2021-0592
M. Sarmad, Muhammad Ahmed Pirzada, Rimsha Iqbal
PurposeThe green aspects in current management practices are strongly emphasized for sustainable and environment friendly business operations. Thus, building on ability-motivation-opportunity (AMO) theory, this study aims to test the mediating role of green absorptive capacity in the relationship between green human resources management (GHRM) practices (i.e., green training and development, and green performance management) and organizational citizenship behavior towards environment (OCBE).Design/methodology/approachUsing a paper-pencil survey, the authors collected data from 170 middle-tier officers working in cement industry of Pakistan. Structural equation modeling technique was applied for data analysis through Smart-PLS.FindingsResults indicated that GHRM practices significantly influence OCBE and green absorptive capacity partially mediates the relationship between GHRM practices and OCBE.Originality/valueThis study offers new theoretical and practical insights by empirically investigating the mediating role of green absorptive capacity between GHRM practices and OCBE through the lens of AMO theory. Furthermore, this study contributed in disclosing the predictors of OCBE through intervening mechanism in manufacturing sector of developing country for sustainable outcomes.
{"title":"Fostering extra-role green behavior through green HRM practices: mediating role of green absorptive capacity","authors":"M. Sarmad, Muhammad Ahmed Pirzada, Rimsha Iqbal","doi":"10.1108/ijm-10-2021-0592","DOIUrl":"https://doi.org/10.1108/ijm-10-2021-0592","url":null,"abstract":"PurposeThe green aspects in current management practices are strongly emphasized for sustainable and environment friendly business operations. Thus, building on ability-motivation-opportunity (AMO) theory, this study aims to test the mediating role of green absorptive capacity in the relationship between green human resources management (GHRM) practices (i.e., green training and development, and green performance management) and organizational citizenship behavior towards environment (OCBE).Design/methodology/approachUsing a paper-pencil survey, the authors collected data from 170 middle-tier officers working in cement industry of Pakistan. Structural equation modeling technique was applied for data analysis through Smart-PLS.FindingsResults indicated that GHRM practices significantly influence OCBE and green absorptive capacity partially mediates the relationship between GHRM practices and OCBE.Originality/valueThis study offers new theoretical and practical insights by empirically investigating the mediating role of green absorptive capacity between GHRM practices and OCBE through the lens of AMO theory. Furthermore, this study contributed in disclosing the predictors of OCBE through intervening mechanism in manufacturing sector of developing country for sustainable outcomes.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43333296","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-24DOI: 10.1108/ijm-09-2022-0448
G. Saini, S. Dash, Anurag Tiwari
PurposeHealthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.Design/methodology/approachTo investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.FindingsAs predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.Originality/valueGiven the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.
{"title":"Using theory of mind to understand the impact of Covid-19 fear on healthcare workers’ withdrawal intentions","authors":"G. Saini, S. Dash, Anurag Tiwari","doi":"10.1108/ijm-09-2022-0448","DOIUrl":"https://doi.org/10.1108/ijm-09-2022-0448","url":null,"abstract":"PurposeHealthcare workers’ (HCWs’) job-related high exposure to Covid-19 virus arouses fear of Covid-19 among them. Based on the Theory of Mind (ToM), the study predicts that fears will lead to negative psychological (psychological distress) and behavioral (withdrawal intentions) outcomes. ToM is also used to identify social intelligence as a means to counter fear of Covid-19 on heightened psychological distress and increased withdrawal intentions.Design/methodology/approachTo investigate the study design, a sample of 262 HCWs, including doctors, nurses and technicians, were surveyed using standardized questionnaires.FindingsAs predicted, Covid-19 fear led to increased withdrawal intentions with heightened psychological distress partially mediating the relationship. The alleviating role of social intelligence on the effects of Covid-19 was supported as high social intelligence reduced HCWs’ turnover intentions, with decreased psychological distress partially mediating the relationship.Originality/valueGiven the universality of the Theory of Mind (ToM), the findings of this study are likely to be generalizable to all pandemics. The study results support the increased application of ToM in organizational settings and have both theoretical and practical implications for health administrators. Based on study results, health administrators are exhorted to develop ToM-based mental models to understand and deal with the fear of contagious diseases. Health administrators can also increase HCWs’ social intelligence to deal with the negative perceptual and behavioral outcomes arising from the emotions aroused by the nature of their work.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48235877","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-22DOI: 10.1108/ijm-11-2022-0526
Emanuela Ghignoni, Francesco Pastore
PurposeAfter the decision of the Egyptian government to adhere to the Equal Pay International Coalition in 2020, a great deal needs to be done to guarantee ‘equal pay for equal work’. The authors provide a comprehensive, in-depth, up-to-date analysis of the gender wage gap in Egypt, as well as its evolution over the last 20 years, disaggregated by public and private sector. The authors also provide an analysis of the cultural determinants of Egypt's low female participation.Design/methodology/approachThe authors apply the Oaxaca-Blinder decomposition (with sample selection) to assess the gender wage gap at the mean of the wage distribution in the public and private sector. The authors also implement a re-centred influence function decomposition to assess the extent of ‘discrimination’ along the wage distribution in both sectors. An inverse-probability-weighted regression adjustment procedure is used to assess the joint impact of gender and firm-ownership. A female participation equation taking into account gender equality attitude is provided.FindingsThe authors find a sizable and increasing gender wage gap in the private sector almost entirely due to ‘discrimination’. The authors also find evidence of a sticky floor in the private sector and a glass ceiling in the public one. Cultural barriers play a major role in determining female participation.Originality/valueThis is the first paper on the evolution of gender equality in Egypt that takes into account the effect of the 'Arab Spring’ of 2011. To the best of the authors’ knowledge, this is also the first time that an IPWRA procedure is applied to study the interaction effect of gender and firm-ownership.
{"title":"The gender wage gap in Egypt: public versus private sector","authors":"Emanuela Ghignoni, Francesco Pastore","doi":"10.1108/ijm-11-2022-0526","DOIUrl":"https://doi.org/10.1108/ijm-11-2022-0526","url":null,"abstract":"PurposeAfter the decision of the Egyptian government to adhere to the Equal Pay International Coalition in 2020, a great deal needs to be done to guarantee ‘equal pay for equal work’. The authors provide a comprehensive, in-depth, up-to-date analysis of the gender wage gap in Egypt, as well as its evolution over the last 20 years, disaggregated by public and private sector. The authors also provide an analysis of the cultural determinants of Egypt's low female participation.Design/methodology/approachThe authors apply the Oaxaca-Blinder decomposition (with sample selection) to assess the gender wage gap at the mean of the wage distribution in the public and private sector. The authors also implement a re-centred influence function decomposition to assess the extent of ‘discrimination’ along the wage distribution in both sectors. An inverse-probability-weighted regression adjustment procedure is used to assess the joint impact of gender and firm-ownership. A female participation equation taking into account gender equality attitude is provided.FindingsThe authors find a sizable and increasing gender wage gap in the private sector almost entirely due to ‘discrimination’. The authors also find evidence of a sticky floor in the private sector and a glass ceiling in the public one. Cultural barriers play a major role in determining female participation.Originality/valueThis is the first paper on the evolution of gender equality in Egypt that takes into account the effect of the 'Arab Spring’ of 2011. To the best of the authors’ knowledge, this is also the first time that an IPWRA procedure is applied to study the interaction effect of gender and firm-ownership.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43429701","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-19DOI: 10.1108/ijm-03-2022-0110
Faisal Mahmood, M. Saleem, Antonio Ariza-Montes, Heesup Han
PurposeThe present research developed and investigated a multilevel theoretical framework by underpinning a resource-based view (RBV) that uncovers how and when academic researchers and organizational practitioners can strategically attain a competitive edge and increase their financial performance.Design/methodology/approachTo consider the dynamic and ever-challenging business environment, this research examined the contingency of big data analytics (BDA) and entrepreneurial orientation (EO). The multi-source and multilevel data used for this research were gathered from 195 manufacturing firms listed on the Pakistan stock exchange by employing a time-lagged design and survey strategy. Additionally, for hypothesis testing, multilevel path analysis was conducted in MPlus.FindingsThe authors uncovered the sequential mediation mechanisms of organizational innovation (OI) and competitive advantage (CA) on the relationship between individual-level employee innovative job performance (EIJP) and firms' financial performance (FFP) based on the resource-based view. The authors noted positive and significant sequential mediation of OI and CA on the effect of EIJP on FFP. Similarly, the relationship between EIJP and OI was found to be stronger when the boundary conditions of BDA and EO were higher than when they were lower.Originality/valueThis research offers new practical insights for managers and organizational practitioners to better value their EIJP, and due diligence is required when employing BDA and EO to attain a competitive edge over competitors and increase financial performance.
{"title":"Employee innovative job performance and firms' financial performance: a multilevel insight with big data analytics and entrepreneurial orientation","authors":"Faisal Mahmood, M. Saleem, Antonio Ariza-Montes, Heesup Han","doi":"10.1108/ijm-03-2022-0110","DOIUrl":"https://doi.org/10.1108/ijm-03-2022-0110","url":null,"abstract":"PurposeThe present research developed and investigated a multilevel theoretical framework by underpinning a resource-based view (RBV) that uncovers how and when academic researchers and organizational practitioners can strategically attain a competitive edge and increase their financial performance.Design/methodology/approachTo consider the dynamic and ever-challenging business environment, this research examined the contingency of big data analytics (BDA) and entrepreneurial orientation (EO). The multi-source and multilevel data used for this research were gathered from 195 manufacturing firms listed on the Pakistan stock exchange by employing a time-lagged design and survey strategy. Additionally, for hypothesis testing, multilevel path analysis was conducted in MPlus.FindingsThe authors uncovered the sequential mediation mechanisms of organizational innovation (OI) and competitive advantage (CA) on the relationship between individual-level employee innovative job performance (EIJP) and firms' financial performance (FFP) based on the resource-based view. The authors noted positive and significant sequential mediation of OI and CA on the effect of EIJP on FFP. Similarly, the relationship between EIJP and OI was found to be stronger when the boundary conditions of BDA and EO were higher than when they were lower.Originality/valueThis research offers new practical insights for managers and organizational practitioners to better value their EIJP, and due diligence is required when employing BDA and EO to attain a competitive edge over competitors and increase financial performance.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45891792","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-19DOI: 10.1108/ijm-12-2022-0619
Thien Hai Nguyen, Seng-Su Tsang
PurposeThe current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory.Design/methodology/approachAn online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured.FindingsThe study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest.Practical implicationsThese findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted.Originality/valueBy integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.
{"title":"Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model","authors":"Thien Hai Nguyen, Seng-Su Tsang","doi":"10.1108/ijm-12-2022-0619","DOIUrl":"https://doi.org/10.1108/ijm-12-2022-0619","url":null,"abstract":"PurposeThe current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory.Design/methodology/approachAn online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured.FindingsThe study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest.Practical implicationsThese findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted.Originality/valueBy integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44780084","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-09DOI: 10.1108/ijm-05-2022-0214
Ana Junça Silva, A. Caetano, Rita Rueff
PurposeDrawing upon the conservation of resources theory, the authors expected that daily micro-events, daily hassles and uplifts at work influenced well-being via work engagement at the daily level.Design/methodology/approachThe authors conducted two diary studies. In study 1, 181 workers answered a daily questionnaire for four working days (N = 181 × 4 = 724). In study 2, 51 workers filled in a questionnaire for ten consecutive working days (N = 51 × 10 = 510).FindingsIn study 1, the results demonstrated that work engagement fully mediated the effects of daily uplifts on well-being and partially mediated the effects of daily hassles on well-being. The results of study 2 revealed a full mediation for both kinds of daily micro-events. Hence, daily uplifts stimulated work engagement, which, in turn, enhanced well-being, and daily hassles minimized work engagement and, consequently, well-being.Originality/valueThe relationships explored provide new theoretical elements for models that explain well-being.
{"title":"Daily work engagement is a process through which daily micro-events at work influence life satisfaction","authors":"Ana Junça Silva, A. Caetano, Rita Rueff","doi":"10.1108/ijm-05-2022-0214","DOIUrl":"https://doi.org/10.1108/ijm-05-2022-0214","url":null,"abstract":"PurposeDrawing upon the conservation of resources theory, the authors expected that daily micro-events, daily hassles and uplifts at work influenced well-being via work engagement at the daily level.Design/methodology/approachThe authors conducted two diary studies. In study 1, 181 workers answered a daily questionnaire for four working days (N = 181 × 4 = 724). In study 2, 51 workers filled in a questionnaire for ten consecutive working days (N = 51 × 10 = 510).FindingsIn study 1, the results demonstrated that work engagement fully mediated the effects of daily uplifts on well-being and partially mediated the effects of daily hassles on well-being. The results of study 2 revealed a full mediation for both kinds of daily micro-events. Hence, daily uplifts stimulated work engagement, which, in turn, enhanced well-being, and daily hassles minimized work engagement and, consequently, well-being.Originality/valueThe relationships explored provide new theoretical elements for models that explain well-being.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43987723","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-05-05DOI: 10.1108/ijm-08-2022-0353
Dejian Yu, Bo Xiang
PurposeThe purpose of this study is to comprehensively review the human resource management (HRM) and employment relations (ERs) field and explore the knowledge map, knowledge evolution trends and paths and paradigm shifts within this field.Design/methodology/approachThe Structural Topic Model in combination with Word2vec is proposed and applied in this work. First, this paper detects and interprets the research topics by reviewing 23,786 papers from 29 important journals in this field from 1990 to 2021. Then, this research explores popularity trends by aggregating topic proportions from a temporal perspective. Finally, this work explores the research topic evolution from the semantic perspective.FindingsThis paper obtains the following findings: (1) Sixteen research topics are identified, which provide the basic research overview of the whole field. (2) The changes in topic popularity over time map the tendency for employee benefits to be valued. (3) The evolutionary trajectories of temporal local topics are provided, which reflect the mechanisms of the paradigm and ideological migration and fusion.Originality/valueThis work adopts state-of-the-art textual as well as semantic mining techniques to establish a comprehensive knowledge map for HRM and ER research. Furthermore, these results uniquely demonstrate the pluralistic ideological orientation at the social level is gradually integrated into more micro levels, such as enterprises and individuals. These are the contents that were mentioned from previous studies by scholars, but not meticulously verified and interpreted.
{"title":"Discovering knowledge map and evolutionary path of HRM and ER: using the STM combined with Word2vec","authors":"Dejian Yu, Bo Xiang","doi":"10.1108/ijm-08-2022-0353","DOIUrl":"https://doi.org/10.1108/ijm-08-2022-0353","url":null,"abstract":"PurposeThe purpose of this study is to comprehensively review the human resource management (HRM) and employment relations (ERs) field and explore the knowledge map, knowledge evolution trends and paths and paradigm shifts within this field.Design/methodology/approachThe Structural Topic Model in combination with Word2vec is proposed and applied in this work. First, this paper detects and interprets the research topics by reviewing 23,786 papers from 29 important journals in this field from 1990 to 2021. Then, this research explores popularity trends by aggregating topic proportions from a temporal perspective. Finally, this work explores the research topic evolution from the semantic perspective.FindingsThis paper obtains the following findings: (1) Sixteen research topics are identified, which provide the basic research overview of the whole field. (2) The changes in topic popularity over time map the tendency for employee benefits to be valued. (3) The evolutionary trajectories of temporal local topics are provided, which reflect the mechanisms of the paradigm and ideological migration and fusion.Originality/valueThis work adopts state-of-the-art textual as well as semantic mining techniques to establish a comprehensive knowledge map for HRM and ER research. Furthermore, these results uniquely demonstrate the pluralistic ideological orientation at the social level is gradually integrated into more micro levels, such as enterprises and individuals. These are the contents that were mentioned from previous studies by scholars, but not meticulously verified and interpreted.","PeriodicalId":47915,"journal":{"name":"International Journal of Manpower","volume":" ","pages":""},"PeriodicalIF":4.4,"publicationDate":"2023-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49344948","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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