Pub Date : 2021-12-20DOI: 10.1108/ict-08-2020-0098
Agyapal Singh
Purpose This study aims to examine the mediating role of employee commitment between the quality of work-life (QWL) and job performance among the faculty of technical institutions established in the province of Punjab (India). Design/methodology/approach The data collected from 434 faculty members with a response rate of 72% is analyzed and the mediation effect of employee commitment between the QWL and job performance of the faculty is modeled through partial least square-structural equation modeling. Findings The results indicate that employee commitment partially mediates between QWL and job performance. To strengthen the result, mediation of employee commitment is also tested for each dimension of the QWL with job performance. All the factors of QWL also supported a partial mediation effect. Practical implications The findings of the study may help the policymakers to understand, frame and implement appropriate policies for improving the work-life quality and commitment among the faculty. This may further assist in augmenting the overall performance of the faculty amidst a crisis in the sector. Originality/value The study highlights the role of employee commitment as a mediator between the QWL and job performance of the faculty in the technical education sector which is one of its kind and possibly not yet explored. Besides, the study proposes some measures in improving the work-life quality and job performance of the faculty.
{"title":"The mediating role of employee commitment between quality of work-life and job performance of the faculty","authors":"Agyapal Singh","doi":"10.1108/ict-08-2020-0098","DOIUrl":"https://doi.org/10.1108/ict-08-2020-0098","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine the mediating role of employee commitment between the quality of work-life (QWL) and job performance among the faculty of technical institutions established in the province of Punjab (India).\u0000\u0000\u0000Design/methodology/approach\u0000The data collected from 434 faculty members with a response rate of 72% is analyzed and the mediation effect of employee commitment between the QWL and job performance of the faculty is modeled through partial least square-structural equation modeling.\u0000\u0000\u0000Findings\u0000The results indicate that employee commitment partially mediates between QWL and job performance. To strengthen the result, mediation of employee commitment is also tested for each dimension of the QWL with job performance. All the factors of QWL also supported a partial mediation effect.\u0000\u0000\u0000Practical implications\u0000The findings of the study may help the policymakers to understand, frame and implement appropriate policies for improving the work-life quality and commitment among the faculty. This may further assist in augmenting the overall performance of the faculty amidst a crisis in the sector.\u0000\u0000\u0000Originality/value\u0000The study highlights the role of employee commitment as a mediator between the QWL and job performance of the faculty in the technical education sector which is one of its kind and possibly not yet explored. Besides, the study proposes some measures in improving the work-life quality and job performance of the faculty.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47265259","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 : 2021-12-20DOI: 10.1108/ict-08-2021-0057
Anhtuan Nguyen
Purpose This study aims to develop a competency model for the Vietnamese workforce in the era of Industry 4.0. Design/methodology/approach A combination of an online survey and a Delphi study was conducted to identify a set of skills, abilities, knowledge and personalities that are critical for effective performance in the future workplace. Findings A set of 26 competencies was identified. Similar to previous findings in the context of developed countries, the set centres around a group of competencies commonly called “21st century competencies”. It also includes characteristics unique to a developing nation. Research limitations/implications The proposed framework of competencies may not cover all human capabilities necessitated by the workplace and may include items with overlapping definitions. The study only represents the view of the business community, and its survey sample was limited in size and location. The impact of COVID-19 on the competency model was not explicitly covered during the study. Practical implications The competency model could serve as a basis for the educator to reform curricula, the policy maker to devise policies and the employer to develop training programmes. It can be used as a reference for other nations at similarly-developmental level. Originality/value The present study is among a few empirical studies regarding a model for Industry 4.0 competencies in the context of low middle-income countries and probably provides one of the first Industry 4.0 competency models for Vietnam. It also provides a novel framework for identifying and analyzing competencies.
{"title":"Industry 4.0 competencies: a model for the Vietnamese workforce","authors":"Anhtuan Nguyen","doi":"10.1108/ict-08-2021-0057","DOIUrl":"https://doi.org/10.1108/ict-08-2021-0057","url":null,"abstract":"\u0000Purpose\u0000This study aims to develop a competency model for the Vietnamese workforce in the era of Industry 4.0.\u0000\u0000\u0000Design/methodology/approach\u0000A combination of an online survey and a Delphi study was conducted to identify a set of skills, abilities, knowledge and personalities that are critical for effective performance in the future workplace.\u0000\u0000\u0000Findings\u0000A set of 26 competencies was identified. Similar to previous findings in the context of developed countries, the set centres around a group of competencies commonly called “21st century competencies”. It also includes characteristics unique to a developing nation.\u0000\u0000\u0000Research limitations/implications\u0000The proposed framework of competencies may not cover all human capabilities necessitated by the workplace and may include items with overlapping definitions. The study only represents the view of the business community, and its survey sample was limited in size and location. The impact of COVID-19 on the competency model was not explicitly covered during the study.\u0000\u0000\u0000Practical implications\u0000The competency model could serve as a basis for the educator to reform curricula, the policy maker to devise policies and the employer to develop training programmes. It can be used as a reference for other nations at similarly-developmental level.\u0000\u0000\u0000Originality/value\u0000The present study is among a few empirical studies regarding a model for Industry 4.0 competencies in the context of low middle-income countries and probably provides one of the first Industry 4.0 competency models for Vietnam. It also provides a novel framework for identifying and analyzing competencies.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43257436","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 : 2021-12-16DOI: 10.1108/ict-03-2021-0018
Ashutosh Kumar Singh, S. Jha
Purpose The purpose of this study is to understand the bi-directional causal relationship (regular and reverse causation) between employee well-being and organizational health, which is grounded in the micro-foundations of institutional theory. Design/methodology/approach In this study, employee well-being has two facets: work engagement and burnout. The positive aspect of employee well-being has been conceptualized by work engagement, whereas the negative aspect has been conceptualized with the help of burnout. As concurrent triangulation method was adopted, the qualitative data, as well as quantitative data, was collected from various laboratories of Council of Scientific and Industrial Research – an Indian research and development organization. Findings The findings did not show the existence of a symbiotic relationship between employee well-being and organizational health. The findings indicated the existence of a significant positive relationship between organizational health and employee well-being, but the reverse effect was found to be non-significant. This shows that when organizational health is good, employees’ health will also be good but not vice versa. Originality/value This study shows that health is not a static state, and so, at any given point in time, employee well-being cannot have a positive relationship with organizational health. Employee engagement helps enhance organizational health, whereas burnout can hinder organizational health if not properly mitigated.
{"title":"Relationship between employee well-being and organizational health: symbiotic or independent?","authors":"Ashutosh Kumar Singh, S. Jha","doi":"10.1108/ict-03-2021-0018","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0018","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to understand the bi-directional causal relationship (regular and reverse causation) between employee well-being and organizational health, which is grounded in the micro-foundations of institutional theory.\u0000\u0000\u0000Design/methodology/approach\u0000In this study, employee well-being has two facets: work engagement and burnout. The positive aspect of employee well-being has been conceptualized by work engagement, whereas the negative aspect has been conceptualized with the help of burnout. As concurrent triangulation method was adopted, the qualitative data, as well as quantitative data, was collected from various laboratories of Council of Scientific and Industrial Research – an Indian research and development organization.\u0000\u0000\u0000Findings\u0000The findings did not show the existence of a symbiotic relationship between employee well-being and organizational health. The findings indicated the existence of a significant positive relationship between organizational health and employee well-being, but the reverse effect was found to be non-significant. This shows that when organizational health is good, employees’ health will also be good but not vice versa.\u0000\u0000\u0000Originality/value\u0000This study shows that health is not a static state, and so, at any given point in time, employee well-being cannot have a positive relationship with organizational health. Employee engagement helps enhance organizational health, whereas burnout can hinder organizational health if not properly mitigated.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43326285","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 : 2021-12-15DOI: 10.1108/ict-04-2021-0028
Yeling Jiang, Mesut Akdere
Purpose The purpose of this paper is to examine the evolution of the concept of human resource analytics (HRA) and propose an operational framework demonstrating the sources generating data for HRA, as well as the impact of HRA on multiple levels in the organization. Design/methodology/approach A review of literature was conducted to present the existing body of knowledge and build upon for the development of an operational framework for successful implementation of HRA as a human resources (HR) process. Findings Building upon the existing literature, this paper presents an operational HRA framework, positioning HRA as an analytical process through integrating advanced statistical methodology. HRA presents a tool to obtain evidence-based analytical results for improving people-related performance, operational effectiveness, and ultimately the impact of the business strategy. By using HR big data, HRA impacts multiple organizational levels, from individual employees to HR functions and the organizational strategy. Practical implications While research on data analytics has recently flourished across various management fields, this has not been the case for the broader field of HR. This is especially a growing concern as the lack of understanding of the basics and fundamentals of people analytics in the field of HR may delay the effective implementation and operationalization of HRA and present additional barriers impacting on-going HR activities, as well as HR’s role as a strategic business partner. HR practice may greatly benefit from gaining an understanding of HRA and the multi-levels of impact it may have on the organization. Originality/value This paper explores various concepts related to HRA by examining terms such as “HR metrics” vs “HR” and “HR big data” vs “big data.” Furthermore, the comprehensive HRA operational framework presented in this paper provides HR professionals and researchers with a better understanding of HRA in the age of data analytics and artificial intelligence.
{"title":"An operational conceptualization of human resource analytics: implications for in human resource development","authors":"Yeling Jiang, Mesut Akdere","doi":"10.1108/ict-04-2021-0028","DOIUrl":"https://doi.org/10.1108/ict-04-2021-0028","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to examine the evolution of the concept of human resource analytics (HRA) and propose an operational framework demonstrating the sources generating data for HRA, as well as the impact of HRA on multiple levels in the organization.\u0000\u0000\u0000Design/methodology/approach\u0000A review of literature was conducted to present the existing body of knowledge and build upon for the development of an operational framework for successful implementation of HRA as a human resources (HR) process.\u0000\u0000\u0000Findings\u0000Building upon the existing literature, this paper presents an operational HRA framework, positioning HRA as an analytical process through integrating advanced statistical methodology. HRA presents a tool to obtain evidence-based analytical results for improving people-related performance, operational effectiveness, and ultimately the impact of the business strategy. By using HR big data, HRA impacts multiple organizational levels, from individual employees to HR functions and the organizational strategy.\u0000\u0000\u0000Practical implications\u0000While research on data analytics has recently flourished across various management fields, this has not been the case for the broader field of HR. This is especially a growing concern as the lack of understanding of the basics and fundamentals of people analytics in the field of HR may delay the effective implementation and operationalization of HRA and present additional barriers impacting on-going HR activities, as well as HR’s role as a strategic business partner. HR practice may greatly benefit from gaining an understanding of HRA and the multi-levels of impact it may have on the organization.\u0000\u0000\u0000Originality/value\u0000This paper explores various concepts related to HRA by examining terms such as “HR metrics” vs “HR” and “HR big data” vs “big data.” Furthermore, the comprehensive HRA operational framework presented in this paper provides HR professionals and researchers with a better understanding of HRA in the age of data analytics and artificial intelligence.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-12-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47968005","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 : 2021-12-13DOI: 10.1108/ict-04-2021-0030
Roopa Modem, S. Lakshminarayanan, R. Pillai, Nandan Prabhu
Purpose The dynamic career scenario and the significant change from traditionally placing careers in employers’ hands to self-managing one’s careers have sparked profound scholarly interest in career growth. This paper aims to analyze quadricentennial literature on career growth published during the years 1995 through 2020. In this paper, through bibliometric and integrative reviews, the authors address the two critical questions, “what do we know?” and “where should we go?” While the bibliometric review examines the evolution and trends, the integrative review examines the dynamics of conceptual frameworks, primary research foci, research context and quality in research designs and methods. Design/methodology/approach The study adopted preferred reporting items for systematic reviews and meta-analyses guidelines to identify the papers for this review. The data set comprised 102 papers and 60 papers for bibliometric and integrative review, respectively. “CiteSpace” is used for the bibliometric analysis and the template designed by the authors is used for the integrative review. Findings The results present conceptual clarification for career growth and its related constructs. The bibliometric analysis findings highlight the extensive research on career growth followed by organizational career growth and career growth opportunities. The findings also show that seven of the top 10 productive authors are from China. This study also identifies theoretical, conceptual and methodological opportunities and provides recommendations intended to further research engagements across the different aspects of career growth. Originality/value To the best of the authors’ knowledge, this is the first study to introduce bibliometric analysis into career growth literature. This research adopts an integrative review approach and offers insights into career growth literature.
{"title":"Twenty-five years of career growth literature: a review and research agenda","authors":"Roopa Modem, S. Lakshminarayanan, R. Pillai, Nandan Prabhu","doi":"10.1108/ict-04-2021-0030","DOIUrl":"https://doi.org/10.1108/ict-04-2021-0030","url":null,"abstract":"\u0000Purpose\u0000The dynamic career scenario and the significant change from traditionally placing careers in employers’ hands to self-managing one’s careers have sparked profound scholarly interest in career growth. This paper aims to analyze quadricentennial literature on career growth published during the years 1995 through 2020. In this paper, through bibliometric and integrative reviews, the authors address the two critical questions, “what do we know?” and “where should we go?” While the bibliometric review examines the evolution and trends, the integrative review examines the dynamics of conceptual frameworks, primary research foci, research context and quality in research designs and methods.\u0000\u0000\u0000Design/methodology/approach\u0000The study adopted preferred reporting items for systematic reviews and meta-analyses guidelines to identify the papers for this review. The data set comprised 102 papers and 60 papers for bibliometric and integrative review, respectively. “CiteSpace” is used for the bibliometric analysis and the template designed by the authors is used for the integrative review.\u0000\u0000\u0000Findings\u0000The results present conceptual clarification for career growth and its related constructs. The bibliometric analysis findings highlight the extensive research on career growth followed by organizational career growth and career growth opportunities. The findings also show that seven of the top 10 productive authors are from China. This study also identifies theoretical, conceptual and methodological opportunities and provides recommendations intended to further research engagements across the different aspects of career growth.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, this is the first study to introduce bibliometric analysis into career growth literature. This research adopts an integrative review approach and offers insights into career growth literature.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-12-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42134768","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 : 2021-10-28DOI: 10.1108/ict-05-2021-0041
Hamidah Nabawanuka, E. Ekmekcioglu
Purpose The purpose of this study is to examine the relationship between perceived supervisor support (PSS), work–life balance (WLB) and employee well-being (EW) of millennial employees. More specifically, the study explores the mediation impact of WLB in the relationship between PSS and EW. Design/methodology/approach Data were collected from 235 full-time millennial employees working for the financial sector in Turkey. The aforesaid relationships were assessed through structural equation modeling and the bootstrapping procedure. Findings The results indicate that PSS positively influenced WLB which, in turn, impacted EW. Research limitations/implications Since this is a cross-sectional research study, causal inferences cannot be inferred from the research outcomes. Practical implications The findings show that supervisors play a critical role in enhancing employees’ ability to maintain a balance between work and personal obligations which improves their well-being. This implies that the supervisor’s actions impact the well-being of employees, which, in turn, influences how an employee perceives the organization. So employers need to formulate policies and programs that encourage work–life balance in the workplace so as to improve EW beyond the workplace, as improving EW and supporting employees can help create a healthy workforce helping organizations to avoid unnecessary health costs. Originality/value Only a few research efforts have been conducted toward exploring the mediation role of WLB between PSS and EW. The findings advance the understanding of how PSS could enhance EW in a mediation model.
{"title":"Millennials in the workplace: perceived supervisor support, work–life balance and employee well–being","authors":"Hamidah Nabawanuka, E. Ekmekcioglu","doi":"10.1108/ict-05-2021-0041","DOIUrl":"https://doi.org/10.1108/ict-05-2021-0041","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to examine the relationship between perceived supervisor support (PSS), work–life balance (WLB) and employee well-being (EW) of millennial employees. More specifically, the study explores the mediation impact of WLB in the relationship between PSS and EW.\u0000\u0000\u0000Design/methodology/approach\u0000Data were collected from 235 full-time millennial employees working for the financial sector in Turkey. The aforesaid relationships were assessed through structural equation modeling and the bootstrapping procedure.\u0000\u0000\u0000Findings\u0000The results indicate that PSS positively influenced WLB which, in turn, impacted EW.\u0000\u0000\u0000Research limitations/implications\u0000Since this is a cross-sectional research study, causal inferences cannot be inferred from the research outcomes.\u0000\u0000\u0000Practical implications\u0000The findings show that supervisors play a critical role in enhancing employees’ ability to maintain a balance between work and personal obligations which improves their well-being. This implies that the supervisor’s actions impact the well-being of employees, which, in turn, influences how an employee perceives the organization. So employers need to formulate policies and programs that encourage work–life balance in the workplace so as to improve EW beyond the workplace, as improving EW and supporting employees can help create a healthy workforce helping organizations to avoid unnecessary health costs.\u0000\u0000\u0000Originality/value\u0000Only a few research efforts have been conducted toward exploring the mediation role of WLB between PSS and EW. The findings advance the understanding of how PSS could enhance EW in a mediation model.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":"498 1","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-10-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41278607","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 : 2021-10-27DOI: 10.1108/ict-03-2021-0020
S. Hoe, Tamsin Greulich-Smith
Purpose The purpose of this paper is to discuss the importance of a role play activity as part of an experiential instructional strategy to develop an empathetic mindset among professionals, managers and executives attending an executive education program in change management. Design/methodology/approach This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy. Findings Role play is a useful teaching method that helps adult learners understand the importance of seeing things from another person’s point of view especially within a short period of time. Practical implications Management educators and facilitators could introduce and teach role play for the busy executives to learn about empathy based on the proposed approach and process in this paper. Originality/value This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy especially within a short a period of time.
{"title":"Using role play to develop an empathetic mindset in executive education","authors":"S. Hoe, Tamsin Greulich-Smith","doi":"10.1108/ict-03-2021-0020","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0020","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to discuss the importance of a role play activity as part of an experiential instructional strategy to develop an empathetic mindset among professionals, managers and executives attending an executive education program in change management.\u0000\u0000\u0000Design/methodology/approach\u0000This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy.\u0000\u0000\u0000Findings\u0000Role play is a useful teaching method that helps adult learners understand the importance of seeing things from another person’s point of view especially within a short period of time.\u0000\u0000\u0000Practical implications\u0000Management educators and facilitators could introduce and teach role play for the busy executives to learn about empathy based on the proposed approach and process in this paper.\u0000\u0000\u0000Originality/value\u0000This paper provides an approach and process for management educators and facilitators of executive education programs to introduce and teach role play for the busy executives to learn about empathy especially within a short a period of time.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49452139","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 : 2021-10-25DOI: 10.1108/ict-05-2020-0060
Sumbul Zaman, A. Ansari, S. Chaturvedi
Purpose This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship. Design/methodology/approach The study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results. Findings Results depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type. Practical implications The study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors. Originality/value The study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.
{"title":"Work-life enablers for job satisfaction in healthcare: moderating role of organization type","authors":"Sumbul Zaman, A. Ansari, S. Chaturvedi","doi":"10.1108/ict-05-2020-0060","DOIUrl":"https://doi.org/10.1108/ict-05-2020-0060","url":null,"abstract":"\u0000Purpose\u0000This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.\u0000\u0000\u0000Design/methodology/approach\u0000The study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results.\u0000\u0000\u0000Findings\u0000Results depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type.\u0000\u0000\u0000Practical implications\u0000The study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors.\u0000\u0000\u0000Originality/value\u0000The study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-10-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42815201","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 : 2021-10-11DOI: 10.1108/ict-08-2020-0099
Nick Dukakis, Angeliki Chasioti, Efthymios Valkanos, Miltiadis Staboulis, Iosif Fragkoulis
Purpose The purpose of this paper is to explore the views of Greek Life-Long Learning Centers (LLLCs) trainers, who worked as educational managers and took on informal mentoring roles in the context of counseling guidance and their trainees (who are adults’ trainers), on the effectiveness of mentoring in the post-Greek Debt Crisis era. Design/methodology/approach The authors performed a quantitative analysis using the SPSS software package’s simple random sampling. The bibliographic review, the identification and specialization of the research objectives, as well as the study of the participants’ unique characteristics, were used in the construction of a research tool. Findings The majority of participants confirmed the importance of mentoring as a human resource strategy. Regarding its effectiveness in the field of the Greek LLLCs, there were several discrepancies in the perceptions of trainers and trainees, as well as specific malfunctions in its implementation. Research limitations/implications The research omitted certain qualitative features and was conducted in a relatively limited geographical context. Originality/value Given the lack of similar studies in the field of the Greek LLLCs, this study illustrates the reality of the mentoring function in the training field of adult trainers, after the onset of the Greek economic crisis, while also highlighting realistic ways to improve the effectiveness of these organizations and conduct future, larger-scale research.
{"title":"The Greek life-long learning centers in the post-debt crisis era: evaluation of the effectiveness of mentoring in adult trainers training","authors":"Nick Dukakis, Angeliki Chasioti, Efthymios Valkanos, Miltiadis Staboulis, Iosif Fragkoulis","doi":"10.1108/ict-08-2020-0099","DOIUrl":"https://doi.org/10.1108/ict-08-2020-0099","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to explore the views of Greek Life-Long Learning Centers (LLLCs) trainers, who worked as educational managers and took on informal mentoring roles in the context of counseling guidance and their trainees (who are adults’ trainers), on the effectiveness of mentoring in the post-Greek Debt Crisis era.\u0000\u0000\u0000Design/methodology/approach\u0000The authors performed a quantitative analysis using the SPSS software package’s simple random sampling. The bibliographic review, the identification and specialization of the research objectives, as well as the study of the participants’ unique characteristics, were used in the construction of a research tool.\u0000\u0000\u0000Findings\u0000The majority of participants confirmed the importance of mentoring as a human resource strategy. Regarding its effectiveness in the field of the Greek LLLCs, there were several discrepancies in the perceptions of trainers and trainees, as well as specific malfunctions in its implementation.\u0000\u0000\u0000Research limitations/implications\u0000The research omitted certain qualitative features and was conducted in a relatively limited geographical context.\u0000\u0000\u0000Originality/value\u0000Given the lack of similar studies in the field of the Greek LLLCs, this study illustrates the reality of the mentoring function in the training field of adult trainers, after the onset of the Greek economic crisis, while also highlighting realistic ways to improve the effectiveness of these organizations and conduct future, larger-scale research.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49429815","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 : 2021-09-22DOI: 10.1108/ict-07-2020-0092
Lei Xie, Shaoping Qiu, M. Biggs
Purpose This study aims to examine the relationship between supervisor’s altruistic leadership behavior (ALB) and family-to-work development (FWD) in the context of Chinese small and medium-sized enterprises (SMEs); and test the mediation effect of learning organization culture (LOC) between ALB and FWD. Design/methodology/approach A non-experimental, quantitative, cross-sectional survey research approach was applied. A structural equation modeling technique was used to test all hypotheses. Findings Results indicated that ALB is positively and significantly correlated with FWD. Additionally, the relationship between ALB and FWD is mediated by LOC. Practical implications This study suggests that building and maintaining an effective LOC requires leaders to champion, human resource (HR) professionals to strengthen and employees to support learning as a system. Thus, HR professionals should implement altruistic leadership mentoring and coaching programs. In the case of Chinese SMEs, altruistic leaders are especially instrumental in generating followers’ positive outcomes in both work and family domains. Originality/value This study looks into the influence of organizational factors on the direction of FWD. In particular, this study seeks to examine organizational factors that relate to spillover from family to work.
{"title":"The influence of altruistic leadership behavior and learning culture on work–family relationship in Chinese SMEs","authors":"Lei Xie, Shaoping Qiu, M. Biggs","doi":"10.1108/ict-07-2020-0092","DOIUrl":"https://doi.org/10.1108/ict-07-2020-0092","url":null,"abstract":"\u0000Purpose\u0000This study aims to examine the relationship between supervisor’s altruistic leadership behavior (ALB) and family-to-work development (FWD) in the context of Chinese small and medium-sized enterprises (SMEs); and test the mediation effect of learning organization culture (LOC) between ALB and FWD.\u0000\u0000\u0000Design/methodology/approach\u0000A non-experimental, quantitative, cross-sectional survey research approach was applied. A structural equation modeling technique was used to test all hypotheses.\u0000\u0000\u0000Findings\u0000Results indicated that ALB is positively and significantly correlated with FWD. Additionally, the relationship between ALB and FWD is mediated by LOC.\u0000\u0000\u0000Practical implications\u0000This study suggests that building and maintaining an effective LOC requires leaders to champion, human resource (HR) professionals to strengthen and employees to support learning as a system. Thus, HR professionals should implement altruistic leadership mentoring and coaching programs. In the case of Chinese SMEs, altruistic leaders are especially instrumental in generating followers’ positive outcomes in both work and family domains.\u0000\u0000\u0000Originality/value\u0000This study looks into the influence of organizational factors on the direction of FWD. In particular, this study seeks to examine organizational factors that relate to spillover from family to work.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":" ","pages":""},"PeriodicalIF":1.4,"publicationDate":"2021-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41388437","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}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：