Pub Date : 2023-08-15DOI: 10.1108/ict-10-2022-0079
Meera Peethambaran, Mohammad Faraz Naim
Purpose This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work. Design/methodology/approach On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work. Findings Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work. Research limitations/implications Being a conceptual paper, the proposed framework lacks empirical validation. Practical implications Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP. Originality/value To the best of the authors’ knowledge, this is the first study to propose the role of EWP as a possible conceptual link between empowering leadership and employee flourishing-at-work. This paper emphasizes the importance of flourishing-at-work in the current climate of rising mental tensions among employees, which leads to adverse organizational outcomes.
本研究旨在探讨授权型领导与整体幸福感建构(即工作繁荣)之间的关系。本研究在广泛查阅文献的基础上，运用资源保护理论(conservation of resource, COR)和自我决定理论(self- self- self theory, SDT)，提出了一个以员工工作热情(employee work passion, EWP)为纽带的概念框架，将授权型领导与工作上的繁荣联系起来。授权领导有能力提高EWP，从而增加员工的整体福祉(繁荣)。此外，研究还表明，EWP可以作为一种潜在的机制，将授权型领导与工作上的繁荣联系起来。作为一篇概念性论文，所提出的框架缺乏实证验证。实际意义组织应该关注具有授权行为的领导者，并努力提高EWP。据作者所知，这是第一个提出EWP在授权领导和员工工作热情之间可能存在概念联系的研究。本文强调了在当前员工精神紧张加剧的气候下，工作中蓬勃发展的重要性，这将导致不利的组织结果。
{"title":"Connecting the dots: linking empowering leadership, employee work passion, and flourishing-at-work","authors":"Meera Peethambaran, Mohammad Faraz Naim","doi":"10.1108/ict-10-2022-0079","DOIUrl":"https://doi.org/10.1108/ict-10-2022-0079","url":null,"abstract":"Purpose This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work. Design/methodology/approach On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work. Findings Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work. Research limitations/implications Being a conceptual paper, the proposed framework lacks empirical validation. Practical implications Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP. Originality/value To the best of the authors’ knowledge, this is the first study to propose the role of EWP as a possible conceptual link between empowering leadership and employee flourishing-at-work. This paper emphasizes the importance of flourishing-at-work in the current climate of rising mental tensions among employees, which leads to adverse organizational outcomes.","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135065261","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-11DOI: 10.1108/ict-02-2023-0012
Ana Moreira, Adriana Z. F. C. Nishimura, M. Sousa, M. Au‐Yong‐Oliveira
Purpose This study aims at validating a scale for the perception of competences and attitudes of the Portuguese public administration employees. The sample of this study consists of 1,119 participants working in public administration and other labour sectors in Portugal. The psychometric qualities of this instrument were studied to assess its use in future studies. Design/methodology/approach An initial exploratory factor analysis showed that the scale is composed of one factor, with a Kaiser–Meyer–Oklin value of 0.83. The subsequent confirmatory factor analysis performed in AMOS 27 confirmed the existence of a single factor. Findings The analysis of the psychometric qualities of the scale allows concluding that it can be applied in the context of the Portuguese public administration. Originality/value Given the universality of the competences and attitudes adopted, it can be extended to other work and cultural contexts.
{"title":"Validation of a scale for the perception of competences and attitudes in the context of public administration","authors":"Ana Moreira, Adriana Z. F. C. Nishimura, M. Sousa, M. Au‐Yong‐Oliveira","doi":"10.1108/ict-02-2023-0012","DOIUrl":"https://doi.org/10.1108/ict-02-2023-0012","url":null,"abstract":"\u0000Purpose\u0000This study aims at validating a scale for the perception of competences and attitudes of the Portuguese public administration employees. The sample of this study consists of 1,119 participants working in public administration and other labour sectors in Portugal. The psychometric qualities of this instrument were studied to assess its use in future studies.\u0000\u0000\u0000Design/methodology/approach\u0000An initial exploratory factor analysis showed that the scale is composed of one factor, with a Kaiser–Meyer–Oklin value of 0.83. The subsequent confirmatory factor analysis performed in AMOS 27 confirmed the existence of a single factor.\u0000\u0000\u0000Findings\u0000The analysis of the psychometric qualities of the scale allows concluding that it can be applied in the context of the Portuguese public administration.\u0000\u0000\u0000Originality/value\u0000Given the universality of the competences and attitudes adopted, it can be extended to other work and cultural contexts.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46855544","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-07DOI: 10.1108/ict-12-2022-0090
Pritam Biswal, C. K. Sahoo
Purpose This paper aims to provide an in-depth awareness into the research on customised training programme for the indigenous population in India. The central aim is to conduct a systematic review on the available studies to explore its crucial themes interweaving with skill development. Design/methodology/approach This study uses systematic review method, for which the author uses Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines, SPIDER tool and Mendeley to identify relevant articles from 2011 to 2022. Findings Results show that the customised training programme is useful for the first-generation population to upgrade their skills. It aids in improving scalability, supports job creation and facilitates in mitigating low level of training exposure by meeting the local needs. However, poor approachability on customised training, its oversimplification and lack of research dents the critical insights and prospects. Originality/value The novelty of this paper lies on retrieving the essential indicators of customised training from previous studies by systematic review tools. It can aid academicians, educators, local administration and policymakers to understand its benefits for indigenous population to fill the policy gaps.
{"title":"Customised training programme for the indigenous population: a systematic review","authors":"Pritam Biswal, C. K. Sahoo","doi":"10.1108/ict-12-2022-0090","DOIUrl":"https://doi.org/10.1108/ict-12-2022-0090","url":null,"abstract":"\u0000Purpose\u0000This paper aims to provide an in-depth awareness into the research on customised training programme for the indigenous population in India. The central aim is to conduct a systematic review on the available studies to explore its crucial themes interweaving with skill development.\u0000\u0000\u0000Design/methodology/approach\u0000This study uses systematic review method, for which the author uses Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines, SPIDER tool and Mendeley to identify relevant articles from 2011 to 2022.\u0000\u0000\u0000Findings\u0000Results show that the customised training programme is useful for the first-generation population to upgrade their skills. It aids in improving scalability, supports job creation and facilitates in mitigating low level of training exposure by meeting the local needs. However, poor approachability on customised training, its oversimplification and lack of research dents the critical insights and prospects.\u0000\u0000\u0000Originality/value\u0000The novelty of this paper lies on retrieving the essential indicators of customised training from previous studies by systematic review tools. It can aid academicians, educators, local administration and policymakers to understand its benefits for indigenous population to fill the policy gaps.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-08-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43779685","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-04DOI: 10.1108/ict-11-2022-0080
Ludi Darmawan, Rossilah Jamil, C. Rees
Purpose This paper aims to explore how one industry leader in Indonesia addressed its hiring and training problems while simultaneously contributing to society through an human resource management (HRM)-led corporate social responsibility (CSR) initiative involving a vocational education training (VET) intervention. Design/methodology/approach The VET case study, which is central to the paper, followed a four-stage action research design. Data were collected through series of consultations with the company’s top management, benchmarking companies, the vocational school, local community and government bodies. Findings The intervention reduced the company’s hiring and training problems and provided jobs for graduates which addressed local youth unemployment. This experience generated lessons on CSR strategic interventions which should be considered when HRM professionals are seeking to address simultaneously organisational and social objectives. Research limitations/implications The study is based on a single case in a local setting in one country. Practical implications The study offers insights to HRM practitioners who face similar problems relating to upskilling, local talent supply and employee recruitment. The proposed framework is likely to be relevant to HRM practitioners who play a lead role in their organisations’ CSR initiatives. Social implications The case provides a realistic example of how a company, through its HRM function, can play a meaningful role in addressing societal issues and strategic business objectives. Originality/value To the best of the authors’ knowledge, this is an original case study based on primary data, conducted as action research.
{"title":"Human resource management and corporate social responsibility: a case study of a vocational and education training (VET) programme in Indonesia","authors":"Ludi Darmawan, Rossilah Jamil, C. Rees","doi":"10.1108/ict-11-2022-0080","DOIUrl":"https://doi.org/10.1108/ict-11-2022-0080","url":null,"abstract":"\u0000Purpose\u0000This paper aims to explore how one industry leader in Indonesia addressed its hiring and training problems while simultaneously contributing to society through an human resource management (HRM)-led corporate social responsibility (CSR) initiative involving a vocational education training (VET) intervention.\u0000\u0000\u0000Design/methodology/approach\u0000The VET case study, which is central to the paper, followed a four-stage action research design. Data were collected through series of consultations with the company’s top management, benchmarking companies, the vocational school, local community and government bodies.\u0000\u0000\u0000Findings\u0000The intervention reduced the company’s hiring and training problems and provided jobs for graduates which addressed local youth unemployment. This experience generated lessons on CSR strategic interventions which should be considered when HRM professionals are seeking to address simultaneously organisational and social objectives.\u0000\u0000\u0000Research limitations/implications\u0000The study is based on a single case in a local setting in one country.\u0000\u0000\u0000Practical implications\u0000The study offers insights to HRM practitioners who face similar problems relating to upskilling, local talent supply and employee recruitment. The proposed framework is likely to be relevant to HRM practitioners who play a lead role in their organisations’ CSR initiatives.\u0000\u0000\u0000Social implications\u0000The case provides a realistic example of how a company, through its HRM function, can play a meaningful role in addressing societal issues and strategic business objectives.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is an original case study based on primary data, conducted as action research.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45521303","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-03DOI: 10.1108/ict-05-2022-0035
Piyachat Burawat
Purpose The purpose of this study is to investigate the structural relationship model among narcissism, work centrality, employee engagement and discretionary effort. Design/methodology/approach Respecting the quantitative approach, the data were gathered by means of the survey completed by 1,190 respondents of Generation X, Y and Z working in the Thai service and manufacturing industries. Findings The findings of the study indicated positive associations between narcissism and work centrality, narcissism and employee engagement, work centrality and employee engagement and employee engagement and discretionary effort. It was observed that work centrality played a partially mediating role in the relationships between narcissism and employee engagement, while employee engagement fully mediated the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort. The structural model demonstrated variations across different generational cohorts, suggesting that the relationships differed among generations. However, the model did not exhibit any variations across different types of industries. Furthermore, the findings from the Thai samples indicated that generational differences had a moderating effect on the path relationships between narcissism and work centrality (with Generation Y having a stronger effect compared to Generation Z and Generation X), narcissism and employee engagement (with Generation Y having a stronger effect compared to Generation Z and Generation X) and narcissism and discretionary effort (with Generation X having a stronger effect compared to Generation Y and Generation Z), all with a significance level of 95%. Additionally, the relationship between employee engagement and discretionary effort showed a significant difference across generations, with Generation Z exhibiting a stronger effect compared to Generation Y and Generation X, at a significance level of 99%. Originality/value This study provides empirical evidence supporting the positive relationships between narcissism and work centrality, as well as narcissism and employee engagement, contrary to previous research findings. The results reveal that employee engagement fully mediates the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort, offering valuable contributions to the existing literature. Furthermore, this study expands on previous research by examining the moderating effect of industry type, specifically comparing manufacturing and service industries. The findings suggest that the model exhibits variations across different generational cohorts, highlighting the importance of considering generational differences in understanding these relationships. However, the model does not exhibit variations across different types of industries.
{"title":"Examining generational differences in the workplace: Narcissism, work centrality, and the impact on employee engagement and discretionary effort","authors":"Piyachat Burawat","doi":"10.1108/ict-05-2022-0035","DOIUrl":"https://doi.org/10.1108/ict-05-2022-0035","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to investigate the structural relationship model among narcissism, work centrality, employee engagement and discretionary effort.\u0000\u0000\u0000Design/methodology/approach\u0000Respecting the quantitative approach, the data were gathered by means of the survey completed by 1,190 respondents of Generation X, Y and Z working in the Thai service and manufacturing industries.\u0000\u0000\u0000Findings\u0000The findings of the study indicated positive associations between narcissism and work centrality, narcissism and employee engagement, work centrality and employee engagement and employee engagement and discretionary effort. It was observed that work centrality played a partially mediating role in the relationships between narcissism and employee engagement, while employee engagement fully mediated the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort. The structural model demonstrated variations across different generational cohorts, suggesting that the relationships differed among generations. However, the model did not exhibit any variations across different types of industries. Furthermore, the findings from the Thai samples indicated that generational differences had a moderating effect on the path relationships between narcissism and work centrality (with Generation Y having a stronger effect compared to Generation Z and Generation X), narcissism and employee engagement (with Generation Y having a stronger effect compared to Generation Z and Generation X) and narcissism and discretionary effort (with Generation X having a stronger effect compared to Generation Y and Generation Z), all with a significance level of 95%. Additionally, the relationship between employee engagement and discretionary effort showed a significant difference across generations, with Generation Z exhibiting a stronger effect compared to Generation Y and Generation X, at a significance level of 99%.\u0000\u0000\u0000Originality/value\u0000This study provides empirical evidence supporting the positive relationships between narcissism and work centrality, as well as narcissism and employee engagement, contrary to previous research findings. The results reveal that employee engagement fully mediates the associations between work centrality and discretionary effort, as well as between narcissism and discretionary effort, offering valuable contributions to the existing literature. Furthermore, this study expands on previous research by examining the moderating effect of industry type, specifically comparing manufacturing and service industries. The findings suggest that the model exhibits variations across different generational cohorts, highlighting the importance of considering generational differences in understanding these relationships. However, the model does not exhibit variations across different types of industries.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47492021","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-31DOI: 10.1108/ict-05-2022-0030
Fazeelath Tabassum, Nitu Ghosh
Purpose This paper aims to explore the role of retention strategies and psychological contract (PC) factors in private hospitals. Design/methodology/approach The current study is an empirical research. The study was conducted by receiving responses from a sample size of 190 respondents who participated in the Doctors and Nurses’ survey. Findings The study results show the relationship between PC and the retention strategies of employees in hospitals. The research found that employees try to be committed to the hospital due to the image of the hospital and career development opportunities. Creating a sense of commitment among the employees towards their job and organisation, making to feel pride in the job, creating an attitude among the employees, a willingness to advocate the benefits and advantages and satisfaction among the employee towards the job and organisation. Research limitations/implications With a population of more than one million employees (Doctors and Nurses) in the Indian health-care sector, the sample needs to be more adequate. However, these limitations present scope for future studies on this topic bearing on the aspiration for generalisation of the findings on the entire population. Practical implications The study has strong practical implications in strengthening the relationships by identifying the factors of PC and influencing the retention strategies of health-care professionals in the hospital. Originality/value This research explores the changing dynamics of the Indian health-care sector. Health-care professionals may perceive and react differently to the retention strategies and policies of the HR system in the health-care sector and have more expectations of PC fulfilment that enhance their capability to use professional skills and resources in the realisation of their organisational goals.
{"title":"Demystifying the catalytic role of retention strategies and psychological contract in the health-care sector","authors":"Fazeelath Tabassum, Nitu Ghosh","doi":"10.1108/ict-05-2022-0030","DOIUrl":"https://doi.org/10.1108/ict-05-2022-0030","url":null,"abstract":"\u0000Purpose\u0000This paper aims to explore the role of retention strategies and psychological contract (PC) factors in private hospitals.\u0000\u0000\u0000Design/methodology/approach\u0000The current study is an empirical research. The study was conducted by receiving responses from a sample size of 190 respondents who participated in the Doctors and Nurses’ survey.\u0000\u0000\u0000Findings\u0000The study results show the relationship between PC and the retention strategies of employees in hospitals. The research found that employees try to be committed to the hospital due to the image of the hospital and career development opportunities. Creating a sense of commitment among the employees towards their job and organisation, making to feel pride in the job, creating an attitude among the employees, a willingness to advocate the benefits and advantages and satisfaction among the employee towards the job and organisation.\u0000\u0000\u0000Research limitations/implications\u0000With a population of more than one million employees (Doctors and Nurses) in the Indian health-care sector, the sample needs to be more adequate. However, these limitations present scope for future studies on this topic bearing on the aspiration for generalisation of the findings on the entire population.\u0000\u0000\u0000Practical implications\u0000The study has strong practical implications in strengthening the relationships by identifying the factors of PC and influencing the retention strategies of health-care professionals in the hospital.\u0000\u0000\u0000Originality/value\u0000This research explores the changing dynamics of the Indian health-care sector. Health-care professionals may perceive and react differently to the retention strategies and policies of the HR system in the health-care sector and have more expectations of PC fulfilment that enhance their capability to use professional skills and resources in the realisation of their organisational goals.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48411273","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-25DOI: 10.1108/ict-11-2022-0083
Joather Alwali
Purpose The purpose of this research paper is to study the effect of transformational leadership (TL) and job crafting (JC) on nurses’ innovative work behaviors (IWB) while accounting for the mediating effect of psychological empowerment (PsyEmp). Design/methodology/approach To test the developed hypotheses quantitatively, two statistical methods were used: structural equation modeling via partial least squares and bootstrapping estimation. The survey elicited responses from 270 nurses, but after data screening, only 168 were used. Confirmatory factor analysis was used to establish the distinctness of the variables used in this study. Findings Findings indicate that there are a positive influence of both TL and JC on PsyEmp. Additionally, the findings show a beneficial effect of PsyEmp as a mediator between TL, JC and IWB. Originality/value This study adds to the body of knowledge by demonstrating the effects of nurse TL and JC on nurses’ PsyEmp and IWB. In addition to the role of PsyEmp as a partial mediator in the relationship between TL, JC and IWB. The research novelty resides in the fact that none of these links has before been studied in the context of Iraq.
{"title":"Igniting innovative: how transformational leadership and job crafting empower innovative among Iraqi nurses in public hospitals","authors":"Joather Alwali","doi":"10.1108/ict-11-2022-0083","DOIUrl":"https://doi.org/10.1108/ict-11-2022-0083","url":null,"abstract":"\u0000Purpose\u0000The purpose of this research paper is to study the effect of transformational leadership (TL) and job crafting (JC) on nurses’ innovative work behaviors (IWB) while accounting for the mediating effect of psychological empowerment (PsyEmp).\u0000\u0000\u0000Design/methodology/approach\u0000To test the developed hypotheses quantitatively, two statistical methods were used: structural equation modeling via partial least squares and bootstrapping estimation. The survey elicited responses from 270 nurses, but after data screening, only 168 were used. Confirmatory factor analysis was used to establish the distinctness of the variables used in this study.\u0000\u0000\u0000Findings\u0000Findings indicate that there are a positive influence of both TL and JC on PsyEmp. Additionally, the findings show a beneficial effect of PsyEmp as a mediator between TL, JC and IWB.\u0000\u0000\u0000Originality/value\u0000This study adds to the body of knowledge by demonstrating the effects of nurse TL and JC on nurses’ PsyEmp and IWB. In addition to the role of PsyEmp as a partial mediator in the relationship between TL, JC and IWB. The research novelty resides in the fact that none of these links has before been studied in the context of Iraq.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41570421","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-18DOI: 10.1108/ict-02-2023-0009
Preeti Goel, Animesh Singh
Purpose The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of EdTech employees (knowledge-intensive population). This is consistent with encouraging the happiness literature as well as facilitating positive approaches at the working place in developing economies. Design/methodology/approach Responses were collected via Questionnaire from the employees of EdTech Companies, and a total of 500 responses were investigated. The factor structures, reliability and validity of the HAW scale were tested with the help of SPSS and Smart PLS Software Version 4.0.8.7. Findings The findings of this study showed that all the criteria of reliability and validity for validation of HAW scale were met when used in Indian culture, and the higher-order construct of HAW scale was retained. Originality/value Because of the differences in work cultures and societal structures among nations, the validation of HAW scale in the Indian context is needed, as the majority of the studies in the field of happiness were conducted in Western countries. So this study contributes significantly by validating the HAW scale in India by using a sample of EdTech employees.
{"title":"Validation of happiness at workplace scale in India – an empirical study on EdTech employees","authors":"Preeti Goel, Animesh Singh","doi":"10.1108/ict-02-2023-0009","DOIUrl":"https://doi.org/10.1108/ict-02-2023-0009","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of EdTech employees (knowledge-intensive population). This is consistent with encouraging the happiness literature as well as facilitating positive approaches at the working place in developing economies.\u0000\u0000\u0000Design/methodology/approach\u0000Responses were collected via Questionnaire from the employees of EdTech Companies, and a total of 500 responses were investigated. The factor structures, reliability and validity of the HAW scale were tested with the help of SPSS and Smart PLS Software Version 4.0.8.7.\u0000\u0000\u0000Findings\u0000The findings of this study showed that all the criteria of reliability and validity for validation of HAW scale were met when used in Indian culture, and the higher-order construct of HAW scale was retained.\u0000\u0000\u0000Originality/value\u0000Because of the differences in work cultures and societal structures among nations, the validation of HAW scale in the Indian context is needed, as the majority of the studies in the field of happiness were conducted in Western countries. So this study contributes significantly by validating the HAW scale in India by using a sample of EdTech employees.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43152460","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-18DOI: 10.1108/ict-10-2022-0075
Stephanie K. Erwin, Maria Cseh
Purpose The representation of women throughout all levels of military service and the experiences of women in military service remains a challenge for the U.S. military. The purpose of this qualitative study was to understand the gendered experiences of active-duty senior enlisted women in the U.S. military. In particular, this paper addresses gendered misconduct and its implications for training and human resource development. Design/methodology/approach Informed by gendered organizations theory, feminist institutional theory and social learning theory, this interpretive qualitative study used document reviews and in-depth interviews with 12 active-duty senior enlisted women representing various occupational specialties within the four branches of the Department of Defense. Findings Findings included compelling stories of the gendered experiences of the participants’ related to organizational structures, institutional culture, gendered misconduct and learning to navigate as a woman. Gendered misconduct, to include sexual assault, sexual harassment and sex-based discrimination, particularly reflected the simultaneous visibility and invisibility of women in military service. Originality/value The findings of this study are consistent with extant literature and may be used to inform policy and regulatory efforts regarding gendered misconduct in the military. Otherwise, women in the military will remain invisible and yet hypervisible.
{"title":"Invisible and yet hypervisible: gendered misconduct and the U.S. military","authors":"Stephanie K. Erwin, Maria Cseh","doi":"10.1108/ict-10-2022-0075","DOIUrl":"https://doi.org/10.1108/ict-10-2022-0075","url":null,"abstract":"\u0000Purpose\u0000The representation of women throughout all levels of military service and the experiences of women in military service remains a challenge for the U.S. military. The purpose of this qualitative study was to understand the gendered experiences of active-duty senior enlisted women in the U.S. military. In particular, this paper addresses gendered misconduct and its implications for training and human resource development.\u0000\u0000\u0000Design/methodology/approach\u0000Informed by gendered organizations theory, feminist institutional theory and social learning theory, this interpretive qualitative study used document reviews and in-depth interviews with 12 active-duty senior enlisted women representing various occupational specialties within the four branches of the Department of Defense.\u0000\u0000\u0000Findings\u0000Findings included compelling stories of the gendered experiences of the participants’ related to organizational structures, institutional culture, gendered misconduct and learning to navigate as a woman. Gendered misconduct, to include sexual assault, sexual harassment and sex-based discrimination, particularly reflected the simultaneous visibility and invisibility of women in military service.\u0000\u0000\u0000Originality/value\u0000The findings of this study are consistent with extant literature and may be used to inform policy and regulatory efforts regarding gendered misconduct in the military. Otherwise, women in the military will remain invisible and yet hypervisible.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-07-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49423215","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-07DOI: 10.1108/ict-07-2022-0050
K. Dartey-Baah, Samuel Howard Quartey, Kwame Gyeabour Asante
Purpose The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana. Design/methodology/approach Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling. Findings The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant. Research limitations/implications Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time. Practical implications Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development. Social implications Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations. Originality/value Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.
{"title":"Examining toxic leadership, pay satisfaction and LMX among nurses: evidence from Ghana","authors":"K. Dartey-Baah, Samuel Howard Quartey, Kwame Gyeabour Asante","doi":"10.1108/ict-07-2022-0050","DOIUrl":"https://doi.org/10.1108/ict-07-2022-0050","url":null,"abstract":"Purpose\u0000The purpose of this paper is to establish a relationship between pay satisfaction and leader–member relationship and examine pay satisfaction as a moderator of the relationship between toxic leadership and LMX among public sector nurses in Ghana.\u0000\u0000\u0000Design/methodology/approach\u0000Using a cross-sectional survey approach, the authors used questionnaires to collect data from 225 nurses working in public hospitals in Ghana. The hypotheses were tested using covariance-based structural equation modelling.\u0000\u0000\u0000Findings\u0000The results of this study revealed that pay satisfaction levels of nurses had an influence on leader–member exchange (LMX). The results further showed that pay satisfaction as a moderator of the relationship between toxic leadership and LMX was not statistically significant.\u0000\u0000\u0000Research limitations/implications\u0000Cross-sectional surveys are often criticised for causality issue. The causality issue here is that the link between toxic leadership, pay satisfaction and LMX was explored at a given point in time and ignores changes through time.\u0000\u0000\u0000Practical implications\u0000Hospitals must encourage their leaders to demonstrate more supportive and positive behaviours to foster positive leader–member relationships. Maladjusted, malcontent and malevolent leadership behaviours are dangerous for nurses and hospitals and can be addressed through leadership training and development.\u0000\u0000\u0000Social implications\u0000Toxic leadership has considerable organisational costs of low productivity and negative work relationship at the workplace. The indirect effects of toxic leadership at the workplace on employees’ families and friends are often silent in organisations.\u0000\u0000\u0000Originality/value\u0000Nurses have been ignored in toxic leadership research in emerging economies. LMX is extended to examine toxic leadership and pay satisfaction in public hospitals in an emerging economy.","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2023-07-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47999731","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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