Pub Date : 2022-10-19DOI: 10.1108/ict-03-2021-0021
Taejun Cho, Yongho Park, Jaeyeon Jang
Purpose The purpose of this study is to investigate the relationships among abusive supervision, in-role behavior, career commitment and work–life balance. Design/methodology/approach The data were collected from 310 South Korean company employees using the survey method. To investigate the research hypotheses, structural equation modeling analysis was conducted. Findings This study found negative effects of abusive supervision on in-role behavior, career commitment and work–life balance. Career commitment and work–life balance has the positive influences on in-role behavior. These results support the research hypotheses. Research limitations/implications Although this study empirically confirmed the negative effects of abusive supervision on employees’ attitudes toward their careers, lives and working behavior, the influence of cultural aspects was not considered. This study found mediating effects of work–life balance and career commitment. Practical implications This study points out that one leader with abusive supervision can negate all organizational efforts aimed at employees’ well-being because the influence of leaders on employees’ careers, lives and working behavior is very critical. Originality/value This paper provides a comprehensive understanding of the relationships between abusive supervision and other related variables from a human resource development perspective.
{"title":"Identifying the relationship between abusive supervision and organizational members’ deviant behavior, in-role behavior and work–life balance","authors":"Taejun Cho, Yongho Park, Jaeyeon Jang","doi":"10.1108/ict-03-2021-0021","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0021","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to investigate the relationships among abusive supervision, in-role behavior, career commitment and work–life balance.\u0000\u0000\u0000Design/methodology/approach\u0000The data were collected from 310 South Korean company employees using the survey method. To investigate the research hypotheses, structural equation modeling analysis was conducted.\u0000\u0000\u0000Findings\u0000This study found negative effects of abusive supervision on in-role behavior, career commitment and work–life balance. Career commitment and work–life balance has the positive influences on in-role behavior. These results support the research hypotheses.\u0000\u0000\u0000Research limitations/implications\u0000Although this study empirically confirmed the negative effects of abusive supervision on employees’ attitudes toward their careers, lives and working behavior, the influence of cultural aspects was not considered. This study found mediating effects of work–life balance and career commitment.\u0000\u0000\u0000Practical implications\u0000This study points out that one leader with abusive supervision can negate all organizational efforts aimed at employees’ well-being because the influence of leaders on employees’ careers, lives and working behavior is very critical.\u0000\u0000\u0000Originality/value\u0000This paper provides a comprehensive understanding of the relationships between abusive supervision and other related variables from a human resource development perspective.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45008768","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 : 2022-10-17DOI: 10.1108/ict-09-2021-0067
S. Kpinpuo, Johnson Antwi, John Yaw Akparep
Purpose A core responsibility of organizational leaders in a world of increasing competition for best talents is positioning right persons and plans for sustainable growth and progress of their respective organizations. However, attracting top talents for key positions is meaningless if it is not backed by winning retention or succession strategies. This paper aims to assess succession management techniques in the Nzema East District (NED) of Ghana to determine incumbent reliability on its own succession knowledge, practice and sustainability. Design/methodology/approach Through a cross-organizational investigation, this study used qualitative approaches to explore succession knowledge and practice as they relate to effective management and sustainability of selected NED organizations. In all, 60 purposively selected participants were involved in the study. Findings This study revealed not only that most NED organizational leaders have no succession plans but also that some senior management officials of these organizations, much as their subordinates, lack knowledge and practice of the concept altogether. It also emerged that a leadership succession paradox, where management expressed profound interest in succession planning (SP) learning and practice, adopting SP as a strategic tool and in using SP as insurance for sustainability of NED firms, but presides over the contrary, characterized much of NED management activity. Research limitations/implications As a case study, this research is limited in terms of generalizability, but its implications are quite limitless. Originality/value The originality of this study lies in an emerging leadership succession paradox where business executives advocate what, in practice and theory, they are themselves opposed to. Contrary to the logic that we practice what we learn, succession management in NED organizations is not only unethical but also paradoxical. This study has not been published and is not being considered for publication anywhere else.
{"title":"Succession management and corporate sustainability in Ghana: a leadership succession paradox","authors":"S. Kpinpuo, Johnson Antwi, John Yaw Akparep","doi":"10.1108/ict-09-2021-0067","DOIUrl":"https://doi.org/10.1108/ict-09-2021-0067","url":null,"abstract":"\u0000Purpose\u0000A core responsibility of organizational leaders in a world of increasing competition for best talents is positioning right persons and plans for sustainable growth and progress of their respective organizations. However, attracting top talents for key positions is meaningless if it is not backed by winning retention or succession strategies. This paper aims to assess succession management techniques in the Nzema East District (NED) of Ghana to determine incumbent reliability on its own succession knowledge, practice and sustainability.\u0000\u0000\u0000Design/methodology/approach\u0000Through a cross-organizational investigation, this study used qualitative approaches to explore succession knowledge and practice as they relate to effective management and sustainability of selected NED organizations. In all, 60 purposively selected participants were involved in the study.\u0000\u0000\u0000Findings\u0000This study revealed not only that most NED organizational leaders have no succession plans but also that some senior management officials of these organizations, much as their subordinates, lack knowledge and practice of the concept altogether. It also emerged that a leadership succession paradox, where management expressed profound interest in succession planning (SP) learning and practice, adopting SP as a strategic tool and in using SP as insurance for sustainability of NED firms, but presides over the contrary, characterized much of NED management activity.\u0000\u0000\u0000Research limitations/implications\u0000As a case study, this research is limited in terms of generalizability, but its implications are quite limitless.\u0000\u0000\u0000Originality/value\u0000The originality of this study lies in an emerging leadership succession paradox where business executives advocate what, in practice and theory, they are themselves opposed to. Contrary to the logic that we practice what we learn, succession management in NED organizations is not only unethical but also paradoxical. This study has not been published and is not being considered for publication anywhere else.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-10-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43249339","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 : 2022-09-22DOI: 10.1108/ict-06-2022-0043
Dan Li, Michael Patterson
Purpose This paper aims to determine whether performing an emotional intelligence (EI) intervention improves employees’ self-perceived emotional–social competencies (ESC) to achieve relational outcomes in firms based in China. Design/methodology/approach Based on a qualitative, interpretive approach through purposive sampling, this paper explored the impacts the Strengths Deployment Inventory (SDI) 2.0 intervention might have upon Chinese employees regarding ESC and relational outcomes. Data was collected from 18 semi-structured interviews with Chinese executives and individual contributors. Findings The findings suggested that ESC could be developed and improved in Chinese employees. The SDI 2.0 intervention may effectively bring about positive EI shifts and relevant attitudinal and behavioral changes related to work relationships. Practical implications The developed ESC and relational outcomes provide practitioners with insight to better understand the role training plays in organizational effectiveness, as well as to implement the SDI 2.0 program in human resource practices of Chinese organizations to develop personnel and promote high-quality work relationships. Originality/value This study gains significance by highlighting the effectiveness of the SDI 2.0 intervention in enhancing respondents’ ESC with relational outcomes from the perspectives of Chinese firms. Thus, supporting the effectiveness of EI training in the Chinese workplace and introducing the EI training literature the SDI 2.0 tool.
{"title":"Improving self-perceived emotional–social competencies with relational outcomes through the strength deployment inventory","authors":"Dan Li, Michael Patterson","doi":"10.1108/ict-06-2022-0043","DOIUrl":"https://doi.org/10.1108/ict-06-2022-0043","url":null,"abstract":"\u0000Purpose\u0000This paper aims to determine whether performing an emotional intelligence (EI) intervention improves employees’ self-perceived emotional–social competencies (ESC) to achieve relational outcomes in firms based in China.\u0000\u0000\u0000Design/methodology/approach\u0000Based on a qualitative, interpretive approach through purposive sampling, this paper explored the impacts the Strengths Deployment Inventory (SDI) 2.0 intervention might have upon Chinese employees regarding ESC and relational outcomes. Data was collected from 18 semi-structured interviews with Chinese executives and individual contributors.\u0000\u0000\u0000Findings\u0000The findings suggested that ESC could be developed and improved in Chinese employees. The SDI 2.0 intervention may effectively bring about positive EI shifts and relevant attitudinal and behavioral changes related to work relationships.\u0000\u0000\u0000Practical implications\u0000The developed ESC and relational outcomes provide practitioners with insight to better understand the role training plays in organizational effectiveness, as well as to implement the SDI 2.0 program in human resource practices of Chinese organizations to develop personnel and promote high-quality work relationships.\u0000\u0000\u0000Originality/value\u0000This study gains significance by highlighting the effectiveness of the SDI 2.0 intervention in enhancing respondents’ ESC with relational outcomes from the perspectives of Chinese firms. Thus, supporting the effectiveness of EI training in the Chinese workplace and introducing the EI training literature the SDI 2.0 tool.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42358434","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 : 2022-09-22DOI: 10.1108/ict-01-2022-0007
R. Yildiz, Soner Esmer
Purpose The primary purpose of this study was to identify and conceptualize talent management (TM) functions by combining management and human resources functions, based on a rigorous, in-depth literature review. The secondary purpose was to identify the most common TM strategies and classify them in terms of TM functions to provide a more systematic foundation for the concept of TM. Design/methodology/approach A systematic literature review supported by qualitative content analysis was used to determine the main TM strategies in the current literature and to classify them under basic TM functions. Findings This study identified seven core TM functions that were previously addressed in the TM literature but not labeled and conceptualized as TM functions. These seven core functions (talent planning, talent identification, talent attraction, talent acquisition, talent development, talent deployment and talent retention) structure the TM system, influence each other and operate as a cycle through their respective strategies in identifying, formulating and achieving business objectives (e.g. enhanced firm performance and sustainable competitive advantage). The findings also indicate that talent retention strategies were the most discussed topic within this field between 2006 and July 2022, followed by talent planning and talent development strategies. Originality/value TM is still a young and developing field that needs more conceptual work for its development and recognition as a discipline. To the best of the authors’ knowledge, this unique study is one of the first attempts to comprehensively define TM functions and offer a framework for the detailed and systematic classification of TM strategies under seven core TM functions. This framework makes clear the multidimensional concept and system of TM and reveals, through the notion of TM functions, the main lines and structural factors necessary to implement the strategies effectively. Based on the strategies presented in this study, TM is an important source of ideas for organizations that want to implement TM and provides a bench-marking tool for organizations that are currently implementing TM.
{"title":"Talent management strategies and functions: a systematic review","authors":"R. Yildiz, Soner Esmer","doi":"10.1108/ict-01-2022-0007","DOIUrl":"https://doi.org/10.1108/ict-01-2022-0007","url":null,"abstract":"\u0000Purpose\u0000The primary purpose of this study was to identify and conceptualize talent management (TM) functions by combining management and human resources functions, based on a rigorous, in-depth literature review. The secondary purpose was to identify the most common TM strategies and classify them in terms of TM functions to provide a more systematic foundation for the concept of TM.\u0000\u0000\u0000Design/methodology/approach\u0000A systematic literature review supported by qualitative content analysis was used to determine the main TM strategies in the current literature and to classify them under basic TM functions.\u0000\u0000\u0000Findings\u0000This study identified seven core TM functions that were previously addressed in the TM literature but not labeled and conceptualized as TM functions. These seven core functions (talent planning, talent identification, talent attraction, talent acquisition, talent development, talent deployment and talent retention) structure the TM system, influence each other and operate as a cycle through their respective strategies in identifying, formulating and achieving business objectives (e.g. enhanced firm performance and sustainable competitive advantage). The findings also indicate that talent retention strategies were the most discussed topic within this field between 2006 and July 2022, followed by talent planning and talent development strategies.\u0000\u0000\u0000Originality/value\u0000TM is still a young and developing field that needs more conceptual work for its development and recognition as a discipline. To the best of the authors’ knowledge, this unique study is one of the first attempts to comprehensively define TM functions and offer a framework for the detailed and systematic classification of TM strategies under seven core TM functions. This framework makes clear the multidimensional concept and system of TM and reveals, through the notion of TM functions, the main lines and structural factors necessary to implement the strategies effectively. Based on the strategies presented in this study, TM is an important source of ideas for organizations that want to implement TM and provides a bench-marking tool for organizations that are currently implementing TM.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49199323","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 : 2022-08-23DOI: 10.1108/ict-03-2021-0013
A. Anlesinya, Kwesi Amponsah-Tawiah, K. Dartey-Baah, Sampson Kudjo Adeti, Adwoa Benewaa Brefo-Manuh
Purpose There is a major lacuna in sustainable human resource management (HRM) research regarding the theoretical context of its adoption or implementation. Consequently, the purpose of this study is to examine the relative influence and interactive effects of different levels of institutional isomorphisms on sustainable HRM adoption. Design/methodology/approach This study applies the conceptual method and anchors the discussions on the institutional theory and the extant literature on the antecedents of sustainable HRM implementation. Findings Internal and external institutional isomorphisms will have complementary (synergies) or substitution (trade-offs) effects on sustainable HRM adoption. Furthermore, external institutional isomorphic pressures related to societal values and culture and stakeholders’ sustainability demands are likely to have greater influence on sustainable HRM implementation relative to the internal institutional isomorphic pressures related to managerial sustainability values and attitudes; sustainability-related HRM competencies; resource availability; and perceived sustainability benefits. Originality/value This study proposes a novel multi-level conceptual model on the implementation context of sustainable HRM for testing empirically. Furthermore, this study generates insight on how different levels of institutional isomorphic pressures relatively and interactively (synergies versus trade-offs) affect sustainable HRM adoption. This is significant because there is a view that HRM as a discipline is theoretically weak. Although the field has advanced theoretically, one of the areas that need more theorisation is the context of HRM. Hence, this study advances the theoretical context of sustainable HRM implementation through the perspectives of the institutional theory.
{"title":"Institutional isomorphism and sustainable HRM adoption: a conceptual framework","authors":"A. Anlesinya, Kwesi Amponsah-Tawiah, K. Dartey-Baah, Sampson Kudjo Adeti, Adwoa Benewaa Brefo-Manuh","doi":"10.1108/ict-03-2021-0013","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0013","url":null,"abstract":"\u0000Purpose\u0000There is a major lacuna in sustainable human resource management (HRM) research regarding the theoretical context of its adoption or implementation. Consequently, the purpose of this study is to examine the relative influence and interactive effects of different levels of institutional isomorphisms on sustainable HRM adoption.\u0000\u0000\u0000Design/methodology/approach\u0000This study applies the conceptual method and anchors the discussions on the institutional theory and the extant literature on the antecedents of sustainable HRM implementation.\u0000\u0000\u0000Findings\u0000Internal and external institutional isomorphisms will have complementary (synergies) or substitution (trade-offs) effects on sustainable HRM adoption. Furthermore, external institutional isomorphic pressures related to societal values and culture and stakeholders’ sustainability demands are likely to have greater influence on sustainable HRM implementation relative to the internal institutional isomorphic pressures related to managerial sustainability values and attitudes; sustainability-related HRM competencies; resource availability; and perceived sustainability benefits.\u0000\u0000\u0000Originality/value\u0000This study proposes a novel multi-level conceptual model on the implementation context of sustainable HRM for testing empirically. Furthermore, this study generates insight on how different levels of institutional isomorphic pressures relatively and interactively (synergies versus trade-offs) affect sustainable HRM adoption. This is significant because there is a view that HRM as a discipline is theoretically weak. Although the field has advanced theoretically, one of the areas that need more theorisation is the context of HRM. Hence, this study advances the theoretical context of sustainable HRM implementation through the perspectives of the institutional theory.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44414768","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 : 2022-08-22DOI: 10.1108/ict-08-2021-0056
R. Ardi, N. Anggraini
Purpose This study aims to assess the factors that can affect the turnover intention of millennial talents working in the Indonesian manufacturing industry. Design/methodology/approach This work analyzes 115 responses from millennial talents working in the Indonesian manufacturing industry on the issue of turnover intention. Data were collected through an online questionnaire. The collected data were then tested using partial least square-structural equation modeling. Findings The findings suggest that competency development, work–life balance and meaningful work have a direct impact on the employee satisfaction of millennials in the Indonesian manufacturing industry. However, compensation and benefits have no significant effect on job satisfaction. Research limitations/implications This study has limitations in data collection, concentrated merely in the Jakarta Greater Area. Hence, it would potentially influence the generalization of the results. Originality/value This study reveals the potential lack of awareness within Indonesian manufacturing companies in providing a valuable compensation and benefits program for millennials.
{"title":"Predicting turnover intention of indonesian millennials workforce in the manufacturing industry: a PLS-SEM approach","authors":"R. Ardi, N. Anggraini","doi":"10.1108/ict-08-2021-0056","DOIUrl":"https://doi.org/10.1108/ict-08-2021-0056","url":null,"abstract":"\u0000Purpose\u0000This study aims to assess the factors that can affect the turnover intention of millennial talents working in the Indonesian manufacturing industry.\u0000\u0000\u0000Design/methodology/approach\u0000This work analyzes 115 responses from millennial talents working in the Indonesian manufacturing industry on the issue of turnover intention. Data were collected through an online questionnaire. The collected data were then tested using partial least square-structural equation modeling.\u0000\u0000\u0000Findings\u0000The findings suggest that competency development, work–life balance and meaningful work have a direct impact on the employee satisfaction of millennials in the Indonesian manufacturing industry. However, compensation and benefits have no significant effect on job satisfaction.\u0000\u0000\u0000Research limitations/implications\u0000This study has limitations in data collection, concentrated merely in the Jakarta Greater Area. Hence, it would potentially influence the generalization of the results.\u0000\u0000\u0000Originality/value\u0000This study reveals the potential lack of awareness within Indonesian manufacturing companies in providing a valuable compensation and benefits program for millennials.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-08-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45066456","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 : 2022-08-19DOI: 10.1108/ict-07-2021-0053
Sini V. Pillai, Jayasankara Prasad
Purpose This paper aims to investigate the continuing experience of the employer and employees in terms of work–life balance (WLB) and productivity from the employees engaged in knowledge work working from home. Based on the findings, this study expands the key performance indicators (KPIs) of remote work and future policy decision including reorienting training practices that can be implemented to manage the workforce in a hybrid model. Design/methodology/approach Focus group interviews with the corporate executives and human resources (HR) managers of information technology (IT) sectors were conducted to pool critical success and challenging variables in various phases as in the initial and matured phase of work from home (WFH) followed by administering a structured questionnaire to identify employee perceptions toward work from office, home and hybrid mode among knowledge work employees. Findings WLB and lower stress were the highlights of WFH, and women employees benefit from flexibility of work as the major highlighted success factor. But there were challenges ahead; teams have become more siloed with issues of ineffective communication resulting in team coherence issues, increased health risks and also can result in attrition. Productivity increased throughout, but in the extended phase of WFH, it has affected the WLB of a major portion of technology-driven employees in terms of health risks, burnout and job attrition. Research limitations/implications Only the current employees working at IT companies in Kerala were surveyed, and this limited scope may not be consistent with other types of industries. The companies can approach the next phase of work by embracing the positives and learning from the challenges of WFH. The employers need to identify what exactly the employees feel through their interpersonal relationship through connect and trust. Practical implications A model with listed KPIs which will address the strategy enhancement for the future of work to uphold the success of work from anywhere at any time is suggested guaranteeing the best talent and productivity to progress forward. To foster the positive experience of WFH and hybrid mode of work, human resources (HR) interventions by reorienting effective training among employees are investigated and suggested as best practices to manage WLB and drive in flexibility to bring out the productivity potential among employees. Social implications Coworking spaces can be arranged for those employees who have space and location issues and also taking into consideration, the nature of work. Out of five to six working days, three days of work can be from office desk based on employee preference as quality of deliverables and performance seem to be the established striking factor of traditional mode of work. Originality/value A model with listed KPIs and investigating the role of training which will address the strategy enhancement for the future of work to uphold the success
{"title":"Investigating the key success metrics for WFH/remote work models","authors":"Sini V. Pillai, Jayasankara Prasad","doi":"10.1108/ict-07-2021-0053","DOIUrl":"https://doi.org/10.1108/ict-07-2021-0053","url":null,"abstract":"\u0000Purpose\u0000This paper aims to investigate the continuing experience of the employer and employees in terms of work–life balance (WLB) and productivity from the employees engaged in knowledge work working from home. Based on the findings, this study expands the key performance indicators (KPIs) of remote work and future policy decision including reorienting training practices that can be implemented to manage the workforce in a hybrid model.\u0000\u0000\u0000Design/methodology/approach\u0000Focus group interviews with the corporate executives and human resources (HR) managers of information technology (IT) sectors were conducted to pool critical success and challenging variables in various phases as in the initial and matured phase of work from home (WFH) followed by administering a structured questionnaire to identify employee perceptions toward work from office, home and hybrid mode among knowledge work employees.\u0000\u0000\u0000Findings\u0000WLB and lower stress were the highlights of WFH, and women employees benefit from flexibility of work as the major highlighted success factor. But there were challenges ahead; teams have become more siloed with issues of ineffective communication resulting in team coherence issues, increased health risks and also can result in attrition. Productivity increased throughout, but in the extended phase of WFH, it has affected the WLB of a major portion of technology-driven employees in terms of health risks, burnout and job attrition.\u0000\u0000\u0000Research limitations/implications\u0000Only the current employees working at IT companies in Kerala were surveyed, and this limited scope may not be consistent with other types of industries. The companies can approach the next phase of work by embracing the positives and learning from the challenges of WFH. The employers need to identify what exactly the employees feel through their interpersonal relationship through connect and trust.\u0000\u0000\u0000Practical implications\u0000A model with listed KPIs which will address the strategy enhancement for the future of work to uphold the success of work from anywhere at any time is suggested guaranteeing the best talent and productivity to progress forward. To foster the positive experience of WFH and hybrid mode of work, human resources (HR) interventions by reorienting effective training among employees are investigated and suggested as best practices to manage WLB and drive in flexibility to bring out the productivity potential among employees.\u0000\u0000\u0000Social implications\u0000Coworking spaces can be arranged for those employees who have space and location issues and also taking into consideration, the nature of work. Out of five to six working days, three days of work can be from office desk based on employee preference as quality of deliverables and performance seem to be the established striking factor of traditional mode of work.\u0000\u0000\u0000Originality/value\u0000A model with listed KPIs and investigating the role of training which will address the strategy enhancement for the future of work to uphold the success ","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-08-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46480183","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 : 2022-08-16DOI: 10.1108/ict-06-2021-0042
D. McGuire, Orla McVicar, Umm E. Habiba Tariq
Purpose Skills audits represent an important vehicle for analysing and monitoring skills coverage across organisations and nations and identifying skills gaps and mismatches that exist. In so doing, they provide valuable data on the competitive positioning of organisations and nations and help determine priorities for investment. The purpose of this paper is to examine the use and prevalence of skills audits to improve individual, organisational and societal outcomes. Design/methodology/approach Following the guidance of Torraco (2016), this paper takes the form of an integrative literature review. The authors conducted a series of keyword searches using databases such as Google Scholar, ABI Inform, Science Direct and Emerald. Title word searches used the terms: “skills audit”, “skills analysis”, “skills inventory”, “skills mapping” and the authors reviewed articles that were published between the period: 1990 to 2020. Findings Skills audits remain a useful tool to assess skill attainment and progression on university and college programmes, giving individuals a better understanding of their particular strengths and allowing them to develop realistic career plans and goals. From an organisational perspective, skill audits add value where they are strategically linked to job design, recruitment and training initiatives. They are also useful in helping organisations identify skill shortages, particularly if they relate skills outages to future growth areas. Finally, skills audits can sustain career counselling, but need to remain flexible in categorising skills in relation to the gig economy and remote working. Originality/value The topic of skills audits remains an under-researched topic in the training and human resource development literature. To date, limited studies have been carried out examining their use and effectiveness. This paper sheds light on a topic worthy of exploration in the field.
{"title":"Skills audits: an integrative literature review","authors":"D. McGuire, Orla McVicar, Umm E. Habiba Tariq","doi":"10.1108/ict-06-2021-0042","DOIUrl":"https://doi.org/10.1108/ict-06-2021-0042","url":null,"abstract":"\u0000Purpose\u0000Skills audits represent an important vehicle for analysing and monitoring skills coverage across organisations and nations and identifying skills gaps and mismatches that exist. In so doing, they provide valuable data on the competitive positioning of organisations and nations and help determine priorities for investment. The purpose of this paper is to examine the use and prevalence of skills audits to improve individual, organisational and societal outcomes.\u0000\u0000\u0000Design/methodology/approach\u0000Following the guidance of Torraco (2016), this paper takes the form of an integrative literature review. The authors conducted a series of keyword searches using databases such as Google Scholar, ABI Inform, Science Direct and Emerald. Title word searches used the terms: “skills audit”, “skills analysis”, “skills inventory”, “skills mapping” and the authors reviewed articles that were published between the period: 1990 to 2020.\u0000\u0000\u0000Findings\u0000Skills audits remain a useful tool to assess skill attainment and progression on university and college programmes, giving individuals a better understanding of their particular strengths and allowing them to develop realistic career plans and goals. From an organisational perspective, skill audits add value where they are strategically linked to job design, recruitment and training initiatives. They are also useful in helping organisations identify skill shortages, particularly if they relate skills outages to future growth areas. Finally, skills audits can sustain career counselling, but need to remain flexible in categorising skills in relation to the gig economy and remote working.\u0000\u0000\u0000Originality/value\u0000The topic of skills audits remains an under-researched topic in the training and human resource development literature. To date, limited studies have been carried out examining their use and effectiveness. This paper sheds light on a topic worthy of exploration in the field.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-08-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49238695","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 : 2022-08-10DOI: 10.1108/ict-12-2021-0086
S. Kpinpuo, Isaac Gumah Akolgo, L. Naimi
Purpose In recent times, employers are routinely advertising for position candidates with the capability to work with little or no supervision at all. This is probably because, as businesses strive to globalize operations, supervision has become both complex and expensive. While the general interest in employees with considerable levels of work autonomy may be a strategic one, particularly for banks, it is important to determine the impact of work autonomy on other critical success factors such as employee commitment to change management, innovativeness and quality supervisor-subordinate relationship. This study aims to examine the relationship between these variables by exploring the mediation effect of work autonomy on the relationship between employee innovativeness, quality of supervisor-subordination collaboration and employee commitment to change management in the banking sector of Ghana. Design/methodology/approach The study used quantitative empirical strategies involving the distribution of questionnaires to a randomly selected sample of 400 employees of selected banks in Ghana. Data, so collected, were analysed using the PLS-SEM Software. Findings Results of the study revealed significant relationships between the quality of supervisor-subordinate collaboration, innovativeness and commitment to change. The findings further established work autonomy as an explanatory variable between the three employee behaviours – innovativeness, quality of supervisor-subordinate connection and commitment to change. Originality/value The novelty of this study lies in the interplay of quality employee relations, innovative employee behaviour and commitment to change processes as refereed by work autonomy to promote effective change management activities in Ghanaian banks. The outcome of the study led to the development of a theoretical model for organizational change management.
{"title":"Leading change and innovation in Ghana’s banking sector: the mediating role of work autonomy","authors":"S. Kpinpuo, Isaac Gumah Akolgo, L. Naimi","doi":"10.1108/ict-12-2021-0086","DOIUrl":"https://doi.org/10.1108/ict-12-2021-0086","url":null,"abstract":"\u0000Purpose\u0000In recent times, employers are routinely advertising for position candidates with the capability to work with little or no supervision at all. This is probably because, as businesses strive to globalize operations, supervision has become both complex and expensive. While the general interest in employees with considerable levels of work autonomy may be a strategic one, particularly for banks, it is important to determine the impact of work autonomy on other critical success factors such as employee commitment to change management, innovativeness and quality supervisor-subordinate relationship. This study aims to examine the relationship between these variables by exploring the mediation effect of work autonomy on the relationship between employee innovativeness, quality of supervisor-subordination collaboration and employee commitment to change management in the banking sector of Ghana.\u0000\u0000\u0000Design/methodology/approach\u0000The study used quantitative empirical strategies involving the distribution of questionnaires to a randomly selected sample of 400 employees of selected banks in Ghana. Data, so collected, were analysed using the PLS-SEM Software.\u0000\u0000\u0000Findings\u0000Results of the study revealed significant relationships between the quality of supervisor-subordinate collaboration, innovativeness and commitment to change. The findings further established work autonomy as an explanatory variable between the three employee behaviours – innovativeness, quality of supervisor-subordinate connection and commitment to change.\u0000\u0000\u0000Originality/value\u0000The novelty of this study lies in the interplay of quality employee relations, innovative employee behaviour and commitment to change processes as refereed by work autonomy to promote effective change management activities in Ghanaian banks. The outcome of the study led to the development of a theoretical model for organizational change management.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45711082","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 : 2022-08-10DOI: 10.1108/ict-08-2021-0061
Priyanka Jain
Purpose The purpose of this study is to look at numerous mediating factors that influence innovative work behavior through cultural intelligence (CQ). The author specifically examines affective commitment, interpersonal trust and psychological well-being as three mediating pathways through which CQ predicts innovative work behavior (IWB). Design/methodology/approach Data was collected from 355 employees working in the health-care sector of India through convenience sampling. Findings Affective commitment, interpersonal trust and psychological well-being mediated the relationship between CQ and innovative work behavior. In addition, CQ positively relates to affective commitment (AC), interpersonal trust and psychological well-being and IWB. Practical implications Managers and human resource (HR) professionals can potentially stimulate employee innovation by developing cultural awareness programs for their employees. An organization must seek to provide a sense of attachment, a trustworthy environment and a favorable perception of psychological well-being to its employees. This could stimulate innovation in the health-care sector. Originality/value Although understanding the mechanism or processes by which CQ supports IWB is critical, research in this area is limited. This study theorizes and empirically examines affective commitment, interpersonal trust and psychological well-being as novel mechanisms through which CQ promotes innovative behavior in health-care organizations. Furthermore, the author presume that the intervening mediators guide the direction of social exchange.
{"title":"Cultural intelligence and innovative work behavior: examining multiple mediation paths in the healthcare sector in India","authors":"Priyanka Jain","doi":"10.1108/ict-08-2021-0061","DOIUrl":"https://doi.org/10.1108/ict-08-2021-0061","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to look at numerous mediating factors that influence innovative work behavior through cultural intelligence (CQ). The author specifically examines affective commitment, interpersonal trust and psychological well-being as three mediating pathways through which CQ predicts innovative work behavior (IWB).\u0000\u0000\u0000Design/methodology/approach\u0000Data was collected from 355 employees working in the health-care sector of India through convenience sampling.\u0000\u0000\u0000Findings\u0000Affective commitment, interpersonal trust and psychological well-being mediated the relationship between CQ and innovative work behavior. In addition, CQ positively relates to affective commitment (AC), interpersonal trust and psychological well-being and IWB.\u0000\u0000\u0000Practical implications\u0000Managers and human resource (HR) professionals can potentially stimulate employee innovation by developing cultural awareness programs for their employees. An organization must seek to provide a sense of attachment, a trustworthy environment and a favorable perception of psychological well-being to its employees. This could stimulate innovation in the health-care sector.\u0000\u0000\u0000Originality/value\u0000Although understanding the mechanism or processes by which CQ supports IWB is critical, research in this area is limited. This study theorizes and empirically examines affective commitment, interpersonal trust and psychological well-being as novel mechanisms through which CQ promotes innovative behavior in health-care organizations. Furthermore, the author presume that the intervening mediators guide the direction of social exchange.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-08-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46530125","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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