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":" ","pages":""},"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":" ","pages":""},"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":" ","pages":""},"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":" ","pages":""},"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":" ","pages":""},"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":" ","pages":""},"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}
Pub Date : 2022-07-29DOI: 10.1108/ict-03-2022-0016
Lukman Adams Jimoh, D. Kee
Purpose The paper investigates how talent management influences employee performance in the banking industry in Nigeria. Despite various economic policies of the Central Bank of Nigeria aimed at reshaping the banking industry, talent management and development for the digital age is the concern of the most bank. Rapid digital transformation has been affecting the banking industry, which requires the banking industry to rethink a strategic way to achieve inclusive, resilient, and sustainable growth. Design/methodology/approach The questionnaires were used to obtain information from 302 full-time employees of the top five banks in the Nigerian banking industry. The collected data were analyzed using the Partial Least Square-Structural Equation Model (PLS-SEM). Findings This study shows that talent attraction and development significantly and positively influence task performance. In comparison, talent retention was found to have no significant effect on task performance. This study found that work engagement positively mediates talent attraction, development and task performance. Work engagement did not mediate the relationship between talent retention and task performance. Originality/value For the industry to motivate high-performing employees in this digital economy, talent management will need to be carefully designed to create the most enduring competitive advantage. In conclusion, this study will benefit the Nigerian banking industry by apprehending the predictors of task performance so that the prevalence of poor task performance among the employees is well managed.
{"title":"Talent management: the way out of poor task performance","authors":"Lukman Adams Jimoh, D. Kee","doi":"10.1108/ict-03-2022-0016","DOIUrl":"https://doi.org/10.1108/ict-03-2022-0016","url":null,"abstract":"\u0000Purpose\u0000The paper investigates how talent management influences employee performance in the banking industry in Nigeria. Despite various economic policies of the Central Bank of Nigeria aimed at reshaping the banking industry, talent management and development for the digital age is the concern of the most bank. Rapid digital transformation has been affecting the banking industry, which requires the banking industry to rethink a strategic way to achieve inclusive, resilient, and sustainable growth.\u0000\u0000\u0000Design/methodology/approach\u0000The questionnaires were used to obtain information from 302 full-time employees of the top five banks in the Nigerian banking industry. The collected data were analyzed using the Partial Least Square-Structural Equation Model (PLS-SEM).\u0000\u0000\u0000Findings\u0000This study shows that talent attraction and development significantly and positively influence task performance. In comparison, talent retention was found to have no significant effect on task performance. This study found that work engagement positively mediates talent attraction, development and task performance. Work engagement did not mediate the relationship between talent retention and task performance.\u0000\u0000\u0000Originality/value\u0000For the industry to motivate high-performing employees in this digital economy, talent management will need to be carefully designed to create the most enduring competitive advantage. In conclusion, this study will benefit the Nigerian banking industry by apprehending the predictors of task performance so that the prevalence of poor task performance among the employees is well managed.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46227884","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 : 2022-07-29DOI: 10.1108/ict-05-2022-0028
Chijioke E. Nwachukwu, H. Vu, H. Chládková, Richard Selase Agboga
Purpose This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement. Design/methodology/approach Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure. Findings The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement. Research limitations/implications A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships. Practical implications This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged. Originality/value To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.
{"title":"Psychological empowerment and employee engagement: role of job satisfaction and religiosity in Nigeria","authors":"Chijioke E. Nwachukwu, H. Vu, H. Chládková, Richard Selase Agboga","doi":"10.1108/ict-05-2022-0028","DOIUrl":"https://doi.org/10.1108/ict-05-2022-0028","url":null,"abstract":"\u0000Purpose\u0000This paper aims to examine the mediating role of job satisfaction in the relationship between psychological empowerment and employee engagement. There is also an investigation of the moderating effect of religiosity on psychological empowerment and job satisfaction as well as job satisfaction and employee engagement.\u0000\u0000\u0000Design/methodology/approach\u0000Data were obtained from 265 employees working in the service industry in Nigeria. The hypotheses were tested and analysed using structural equation modelling and bootstrapping procedure.\u0000\u0000\u0000Findings\u0000The results show that the direct relationship between psychological empowerment and employee engagement was partially mediated by job satisfaction. Intrinsic religiosity (IR) was found to have a moderating effect on job satisfaction and employee engagement. IR and extrinsic religiosity (ER) does not moderate the impact of psychological empowerment on job satisfaction and employee engagement. ER was found to have a negative insignificant moderating effect on job satisfaction and employee engagement.\u0000\u0000\u0000Research limitations/implications\u0000A cross-sectional study reveals the relationship between variables at one point in a time. As such this study may not precisely predict the dominant pattern of the association over time. Future research can use longitudinal study to establish a dominant pattern of relationships.\u0000\u0000\u0000Practical implications\u0000This study informs human resource practitioners and scholars by demonstrating that religiosity and job satisfaction are important factors that should be considered in managing and keeping employees engaged.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this study is among the first atte`mpts to enrich the literature in the fields of psychological empowerment and employee engagement by highlighting organisational mechanisms that amplify the relationship.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-07-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45665414","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 : 2022-07-27DOI: 10.1108/ict-12-2021-0085
Gang Ma, Rui-zhen Yang, Aarren Minneyfield, Xieting Gu, Y. Gan, Lin Li, Sixia Liu, Wenhui Jiang, Wei-hung Lai, Yihua Wu
Purpose The purpose of this paper is to contribute to the literature of blended learning by practically implementing best practices in employee training. Design/methodology/approach In response to the Covid-19 pandemic, an organization had modified its training procedures over the course of three years to improve employee and organizational outcomes. Employee candidates who were onboarded into sales positions during the years 2019–2021 were given the opportunity to learn the content in an online format and subsequently evaluated prior to their in-person training and final evaluation to provide them with a self-paced blended learning experience. Both evaluation scores, along with the length it took to complete the trainings, were used to determine the trainings effectiveness and efficiency respectively. Findings The findings for the study showed that the organization was successfully able to improve upon the efficiency of the training by reducing training length and the effectiveness by improving employee outcomes. Research limitations/implications The study’s design was limited to the probation process, which resulted in issues drawing conclusions for employee outcomes that were relevant to their long-term organizational success. This emphasizes the importance of comprehensive investigations for future practical studies. Practical implications The findings allow for the improvement of blended learning models within real-world organizational contexts that provide organizations with the opportunity to improve employee outcomes while reducing time costs. Originality/value This study provides data from applied blended learning procedures that were validated using empirical findings, which contributes to the practicality of blended learning in workplace training.
{"title":"A practical analysis of blended training efficacy on organizational outcomes","authors":"Gang Ma, Rui-zhen Yang, Aarren Minneyfield, Xieting Gu, Y. Gan, Lin Li, Sixia Liu, Wenhui Jiang, Wei-hung Lai, Yihua Wu","doi":"10.1108/ict-12-2021-0085","DOIUrl":"https://doi.org/10.1108/ict-12-2021-0085","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to contribute to the literature of blended learning by practically implementing best practices in employee training.\u0000\u0000\u0000Design/methodology/approach\u0000In response to the Covid-19 pandemic, an organization had modified its training procedures over the course of three years to improve employee and organizational outcomes. Employee candidates who were onboarded into sales positions during the years 2019–2021 were given the opportunity to learn the content in an online format and subsequently evaluated prior to their in-person training and final evaluation to provide them with a self-paced blended learning experience. Both evaluation scores, along with the length it took to complete the trainings, were used to determine the trainings effectiveness and efficiency respectively.\u0000\u0000\u0000Findings\u0000The findings for the study showed that the organization was successfully able to improve upon the efficiency of the training by reducing training length and the effectiveness by improving employee outcomes.\u0000\u0000\u0000Research limitations/implications\u0000The study’s design was limited to the probation process, which resulted in issues drawing conclusions for employee outcomes that were relevant to their long-term organizational success. This emphasizes the importance of comprehensive investigations for future practical studies.\u0000\u0000\u0000Practical implications\u0000The findings allow for the improvement of blended learning models within real-world organizational contexts that provide organizations with the opportunity to improve employee outcomes while reducing time costs.\u0000\u0000\u0000Originality/value\u0000This study provides data from applied blended learning procedures that were validated using empirical findings, which contributes to the practicality of blended learning in workplace training.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41720702","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 : 2022-07-27DOI: 10.1108/ict-01-2022-0005
Stephanie K. Erwin
Purpose This paper aims to explore the interactions of social learning and career navigation and their associated implications for women in military service. Design/methodology/approach Social learning theory (Bandura, 1977) exposes and aids in understanding the ability of an organization’s members to reconcile their personal experiences, socialization and observations. Drawn from a larger qualitative study of gender in the US military, this study highlights the US military’s rigorous socialization practices and the reliance on communal memory and social learning including matters pertaining to gender including career navigation. Findings Military servicewomen use these processes to learn military culture, acceptable behaviors, institutional norms and organizational realities for career navigation reflective of gender. Originality/value This article presents a novel exploration of gender in the military as it pertains to social learning and career progression.
{"title":"Social learning and career navigation in the U.S. Military: the personal experiences, observations and socializations of servicewomen","authors":"Stephanie K. Erwin","doi":"10.1108/ict-01-2022-0005","DOIUrl":"https://doi.org/10.1108/ict-01-2022-0005","url":null,"abstract":"\u0000Purpose\u0000This paper aims to explore the interactions of social learning and career navigation and their associated implications for women in military service.\u0000\u0000\u0000Design/methodology/approach\u0000Social learning theory (Bandura, 1977) exposes and aids in understanding the ability of an organization’s members to reconcile their personal experiences, socialization and observations. Drawn from a larger qualitative study of gender in the US military, this study highlights the US military’s rigorous socialization practices and the reliance on communal memory and social learning including matters pertaining to gender including career navigation.\u0000\u0000\u0000Findings\u0000Military servicewomen use these processes to learn military culture, acceptable behaviors, institutional norms and organizational realities for career navigation reflective of gender.\u0000\u0000\u0000Originality/value\u0000This article presents a novel exploration of gender in the military as it pertains to social learning and career progression.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":"35 7","pages":""},"PeriodicalIF":1.4,"publicationDate":"2022-07-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41245347","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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