INDUSTRIAL AND COMMERCIAL TRAINING最新文献

Purpose

The primary purpose of the study is to explore the evolving landscape of the contemporary workplace, specifically focusing on the role of high-performance work system (HPWS) and its positive relationship with job performance.

Design/methodology/approach

The study is based on an extensive literature review method. The research adopts a positive psychological approach to unravel the underlying mechanism by which HPWS influences job performance. The study employs an integrative framework that is firmly rooted in the conservation of resources theory, broaden-and-build theory, and social exchange theory.

Findings

The findings of the study reveal that HPWS functions as a resource acquisition platform, fostering employees' psychological capital (PsyCap). This, in turn, leads to a state of complete well-being (FAW) characterized by positive emotions and optimal functioning. Importantly, this state of well-being broadens personal resources, ultimately sustaining high job performance.

Practical implications

The study highlights the significance of aligning HPWS practices with PsyCap and positive work experiences such as flourishing. Understanding the optimized job performance that results from a positive work environment and the cultivation of PsyCap can guide organizations in enhancing their human resource strategies.

Originality/value

The study adds value by providing a positive psychological mechanism connecting HPWS and Job performance. So far none of the studies have explored a positive psychological mechanism connecting these variables.

Purpose

The purpose of the paper is to examine study probes into the association between work–family balance (WFB) and workplace wellbeing (WWB), as there has been a dearth of studies in this domain. Furthermore, the study deciphers the mediation and moderation effect of work engagement (WE) and turnover intent, respectively, on this primal relationship.

Design/methodology/approach

The present study undertakes a quantitative analysis of full-time regular employees (n = 334) in the USA, with a minimum experience of two years in current employment. The data was collected in two phases to minimize common method bias. The collected data was analysed via structural equation modelling.

Findings

Results indicate a positive association between WFB and workplace well-being. The mediation effect of WE on the primal association between WFB and workplace wellbeing is also substantiated. Though turnover intent failed to moderate this association between WFB and WWB; but mitigated the linkage between WE and workplace wellbeing.

Practical implications

The study demonstrates that the direct relationship between WFB and WWB is more pronounced than its indirect association. This insight could help organizations to design policies that include WFB; which can further accelerate WWB and work immersion attitudes amongst employees. Finally, this paper illustrates that employee attrition can be controlled by championing a climate of WE and WWB.

Originality/value

The present investigation offers an insight into the direct association between the WFB and workplace well-being of employees; and the pivotal role of WE in the whole nexus, an investigation which has been largely ignored, in the past. Furthermore, it refutes the effect of negative constructs like turnover intention, in the presence of positive associates like WE and WFB; which is an important lead for both practitioners and theorists.

Purpose

This study aims to determine the effect of psychological capital (PsyCap) on innovative work behavior (IWB) by incorporating the mediating role of work engagement and examine the moderating role of transformational leadership in the relationship between PsyCap and IWB.

Design/methodology/approach

Using a correlational design, this research involved 270 nurses from seven public hospitals across Iraq, selected through purposive sampling. Data analysis was conducted using partial least squares structural equation modeling (SmartPLS 3).

Findings

The distinctness of the variables used in this study was confirmed by confirmatory factor analysis. The findings show that a PsyCap had a positive influence on IWB directly and indirectly through the mediating of work engagement, and transformational leadership positively moderates the relationship between a PsyCap and IWB in such a way that with high transformational leadership behavior, the relationship will be strengthened.

Originality/value

By focusing on Iraqi nurses, this study not only contributes to the existing literature on PsyCap and IWB but also underscores the unique contextual challenges faced by health-care professionals in conflict-affected areas. The findings emphasize the importance of nurturing leadership qualities to foster a resilient and innovative nursing workforce in such settings.

Purpose

This study aims to develop a conceptual model of positive employee experience using sentiment analysis within algorithm-based human resource (HR) strategies. Its goal is to enhance HR professionals’ understanding of employee experiences and enable data-driven decision-making to create a positive work environment, thereby contributing to the originality of HR research.

Design/methodology/approach

The study conducts sentiment analysis – a text mining technique – to assess employee reviews and extract distinct positive experience factors. The employed data-driven methodology serves to fortify the reliability and objectivity of the analysis, ultimately resulting in a more refined depiction of the conveyed sentiment.

Findings

Utilizing sentiment analysis, the authors identified 135 keywords that signify positive employee experiences. These keywords were then categorized into four clusters aligned with factors influencing employee experience: work, relationships, organizational system and organizational culture, employing an inductive approach. The framework outlines the process of nurturing positive employee experiences throughout the employee life cycle, incorporating insights from the affective events theory and cognitive appraisal theory.

Practical implications

Data-driven insights empower HR professionals to enhance employee satisfaction, engagement and productivity. HR managers implementing AI-assisted HR ecosystems need digital and data science skills. Additionally, these insights can offer practical support in accentuating diversity and ethical considerations within the organizational culture. Candid employee data can enhance leadership and support diversity in organizational culture. Managers play a crucial communication role, ensuring flexible access to personalized HR solutions.

Originality/value

Applying sentiment analysis through opinion mining allows for the collection of unstructured data, reflecting authentic employee perceptions. This innovative approach expedites issue identification and targeted actions, enhancing employee satisfaction. Textual reviews, integral to employee feedback, offer comprehensive insights. Additionally, considering subjectivity and review length in online employee reviews adds value to understanding experiences (Zhao et al., 2019). This study surpasses prior research by directly identifying key factors of employee experience through the analysis of actual employee review texts, addressing a gap in understanding beyond previous attempts.

Purpose

This research aims to investigate the influence of green human resource management (HRM), with analysis and description of job position, recruitment, selection, training, performance assessment and rewards on sustainability with the resource-based view (RBV) theory as underlying theory. The extent to which absorptive capacity strengthened the “green HRM-sustainability” link as a buffering mechanism was also examined.

Design/methodology/approach

The study model was tested with empirical data gathered from 253 Indonesian oil and gas firms. The elicited data were analysed using structural equation modelling using partial least squares (PLS).

Findings

Resultantly, the (i) analysis and description of job position and (ii) recruitment positively influenced sustainability. Absorptive capacity also influenced the strength of the moderated relationship between (i) recruitment and (ii) training and sustainability.

Originality/value

As far as we know, this is the first study which assigned the moderator role of absorptive capacity in a relationship between green HRM and sustainability in oil and gas firms in Indonesia. Notably, the theoretical and practical implications of applying the empirical outcomes to the oil and gas sector were extensively discussed.

Purpose

An expatriate is a person living outside their native country and is physically mobile across international borders for professional or personal reasons, whether for a short or long time, whether organizationally sponsored or not. In the competitive and globalized world, expatriation helps organizations to sustain international competition. Based on the social capital theory, performance theory and organizational support theory, this study aims to explore the impact of intraorganizational social capital (IOSC) and perceived organizational support (POS) on expatriate job performance (EJP) along with the intervening role of Islamic work ethics (IWE).

Design/methodology/approach

Data are collected from Expatriate employees working in UAE for at least three years among various knowledge-based industries. A total of 268 filled responses were received using the convenience sampling technique. Structural equation modeling was used to test the proposed hypotheses.

Findings

The results indicate that POS and IOSC positively influence most EJP dimensions except demonstrating effect dimension and IWE acts as a partial mediator. The study adopted a cross-sectional research design, and the respondents are white color expatriates working in the knowledge-based industries across the United Arab Emirates. Various other business sectors, such as tourism, hospitality, manufacturing, oil and energy can be considered in the study context and longitudinal research designs can be adapted to generalize the findings.

Research limitations/implications

The study adopted a cross-sectional research design, and the respondents are white color expatriates working in the knowledge-based industries across the United Arab Emirates. Various other business sectors, such as tourism, hospitality, manufacturing, oil and energy, can be considered the study context and longitudinal research designs can be adopted to generalize the findings.

Practical implications

Human resource managers need to formulate their company policies so that a recruit is given orientation and training the existing workforce on the benefits of IWE, as it can be seen as developing employee morale and ethical behavior. Onboarding an expat from different regions is an expensive initiative for the organization. The organization should consider both tangible and intangible costs that go into the recruitment, selection and onboarding of an expat.

Originality/value

Very few studies have explored the role of IWE with a second-order EJP construct with the respondents from the knowledge-based industries of the UAE.

Purpose

This study aims to determine the influence of Mobile learning (M-learning) technologies based on the gender orientation of vocational education construction trade trainees in Pakistan. Additionally, it explores the challenges associated with integrating M-learning technologies in vocational institutions of civil engineering. Further, this study will focus on the solutions to improve the accessibility of M-learning technologies after the pandemic.

Design/methodology/approach

A quantitative method with a survey research design has been adopted in this study. In contrast, the target population was the trainees of vocational education institutions of civil engineering in Pakistan. Further, the data was collected using an adapted survey tool with a five-point Likert scale. Similarly, the data were analyzed through SPSS 27 software tool by using descriptive and inferential statistics.

Findings

The study's findings highlighted a positive influence of M-learning technologies based on the gender orientation of construction trade trainees from vocational institutions. Similarly, it is also specified that the challenges vocational trainees of the construction trade have faced while utilizing M-learning technologies were related. Hence, it is evident that the potential challenges of M-learning technologies integration and utilization are related to both gender orientations during a postpandemic situation in Pakistan.

Practical implications

In the Pakistani context, the M-learning technologies approach is recently introduced in the vocational education sector. Therefore, the utilization and integration of M-learning technologies are considered challenging tasks in the context. In this regard, this study helps to understand the acceptance, challenges and impact of M-learning technologies based on gender orientation among vocational institutions trainees of construction trade in Pakistan.

Originality/value

This study not only refers to the impact of M-learning technologies and their challenges but also highlights the current situation of M-learning in Pakistan, particularly construction engineering trainees in vocational education institutes.

Purpose

Continuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy.

Design/methodology/approach

The study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study’s subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables.

Findings

From the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention.

Originality/value

This paper’s originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context.

Purpose

This study aims to investigate the mediating role of challenging tasks, organizational identification and technological training seeking behavior in the relationship between information sharing as a human resource practice and employees’ feelings of competency at work.

Design/methodology/approach

Structural equation modeling was used to analyze data collected from a three-wave online survey conducted in an Italian aerospace manufacturing company (n = 294).

Findings

The results reveal an indirect path between information sharing and feelings of competence, mediated by organizational identification and training seeking behavior. However, no total indirect path was observed between feelings of competency and information sharing through challenging tasks and training seeking.

Originality/value

This research contributes to the understanding of the impact of information sharing on individuals’ feelings of competency in the context of organizational change, particularly through the introduction of the concept of proactive training seeking as a novel dimension of proactive behavior.