Pub Date : 2022-02-10DOI: 10.1108/ict-03-2021-0016
N. Jha, Renato Pereira, Siddharth Misra
Purpose The purpose of this study is to provide human resource (HR) practitioners of multinational companies aspiring to invest in these two countries with guidelines for attaining organizational effectiveness through people. Design/methodology/approach This study develops and tests a multiple criteria decision-making model with data collected in the banking sectors of India and Mozambique. It compares the job engagement, team building and innovation strategy preferences of Indian personnel with those of Mozambican employees. Findings The findings of the study reveal the differences in the perceptions of the respondents of both countries regarding the importance of the strategies for organizational effectiveness. Research limitations/implications Despite several contributions, the study has certain limitations too. Although utmost care was taken to avoid the issue of common method variance, the cross-sectional self-reported design of the study might be adversely affected by common method bias (MacKenzie and Podsakoff, 2012). Hence, future research might be conducted using different designs, such as diary studies or longitudinal studies. Future research might also be conducted making use of organizational productivity case studies to demonstrate the practicability of customizing the HR strategies using the multi-attribute decision-making approach. Practical implications This body of work is an addition to the existing literature on cross-national studies in the field of HR management (HRM) and adds to the limited literature on HRM in the least developed countries. The study is designed to provide guidelines for the HR practitioners of multi-national companies in these two countries to help them achieve enhanced organizational effectiveness. This should be of particular interest to the HR managers of the Indian companies aspiring to invest in Mozambique. Originality/value Research in the area of HRM is mainly limited to the developed and developing nations, with very few studies centering on emerging economies. While most cross-national studies on organizational effectiveness are also largely focused on developed and developing nations, this study is unusual, in that its focus is on a fast-developing nation (India) and an emerging economy (Mozambique).
{"title":"Achieving organizational effectiveness of MNCs through People: Evidence from India and Mozambique","authors":"N. Jha, Renato Pereira, Siddharth Misra","doi":"10.1108/ict-03-2021-0016","DOIUrl":"https://doi.org/10.1108/ict-03-2021-0016","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study is to provide human resource (HR) practitioners of multinational companies aspiring to invest in these two countries with guidelines for attaining organizational effectiveness through people.\u0000\u0000\u0000Design/methodology/approach\u0000This study develops and tests a multiple criteria decision-making model with data collected in the banking sectors of India and Mozambique. It compares the job engagement, team building and innovation strategy preferences of Indian personnel with those of Mozambican employees.\u0000\u0000\u0000Findings\u0000The findings of the study reveal the differences in the perceptions of the respondents of both countries regarding the importance of the strategies for organizational effectiveness.\u0000\u0000\u0000Research limitations/implications\u0000Despite several contributions, the study has certain limitations too. Although utmost care was taken to avoid the issue of common method variance, the cross-sectional self-reported design of the study might be adversely affected by common method bias (MacKenzie and Podsakoff, 2012). Hence, future research might be conducted using different designs, such as diary studies or longitudinal studies. Future research might also be conducted making use of organizational productivity case studies to demonstrate the practicability of customizing the HR strategies using the multi-attribute decision-making approach.\u0000\u0000\u0000Practical implications\u0000This body of work is an addition to the existing literature on cross-national studies in the field of HR management (HRM) and adds to the limited literature on HRM in the least developed countries. The study is designed to provide guidelines for the HR practitioners of multi-national companies in these two countries to help them achieve enhanced organizational effectiveness. This should be of particular interest to the HR managers of the Indian companies aspiring to invest in Mozambique.\u0000\u0000\u0000Originality/value\u0000Research in the area of HRM is mainly limited to the developed and developing nations, with very few studies centering on emerging economies. While most cross-national studies on organizational effectiveness are also largely focused on developed and developing nations, this study is unusual, in that its focus is on a fast-developing nation (India) and an emerging economy (Mozambique).\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-02-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46882310","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 : 2022-01-25DOI: 10.1108/ict-08-2021-0062
Jaroslava Kubátová, Ondřej Kročil
Purpose The purpose of this paper is to propose a conscious leadership competency framework to be used in business training as well as in managerial study programs. Design/methodology/approach First, using literature review, the current state of knowledge in conscious leadership competency frameworks was examined. Subsequently, a framework analysis on a specific topical book was conducted to find competencies that determine a conscious leader. The output of this analysis was compared with a comprehensive leadership competency framework to propose a conscious leadership competency framework. This conscious leadership competency framework was then verified in interviews with conscious leaders. Findings Until now, a conscious leadership competency framework has not been proposed. Yet, there are competencies specific to conscious leaders that are not included in existing leadership competency frameworks. A new conscious leadership competency framework including possible ways of how to train and develop the conscious leadership competencies is suggested for future discussion. Research limitations/implications Research limitations are discussed in this paper. More research in this area and further development of the conscious leadership competency framework are suggested. Practical implications The proposed conscious leadership competency framework can be further discussed and developed, therefore becoming an effective tool for companies as well as educational institutions. Social implications More consciousness in leadership will help tackle many current societal challenges. Originality/value To the best of the authors’ knowledge, the proposed conscious leadership competency framework is the first of its kind.
{"title":"A conscious leadership competency framework for leadership training","authors":"Jaroslava Kubátová, Ondřej Kročil","doi":"10.1108/ict-08-2021-0062","DOIUrl":"https://doi.org/10.1108/ict-08-2021-0062","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to propose a conscious leadership competency framework to be used in business training as well as in managerial study programs.\u0000\u0000\u0000Design/methodology/approach\u0000First, using literature review, the current state of knowledge in conscious leadership competency frameworks was examined. Subsequently, a framework analysis on a specific topical book was conducted to find competencies that determine a conscious leader. The output of this analysis was compared with a comprehensive leadership competency framework to propose a conscious leadership competency framework. This conscious leadership competency framework was then verified in interviews with conscious leaders.\u0000\u0000\u0000Findings\u0000Until now, a conscious leadership competency framework has not been proposed. Yet, there are competencies specific to conscious leaders that are not included in existing leadership competency frameworks. A new conscious leadership competency framework including possible ways of how to train and develop the conscious leadership competencies is suggested for future discussion.\u0000\u0000\u0000Research limitations/implications\u0000Research limitations are discussed in this paper. More research in this area and further development of the conscious leadership competency framework are suggested.\u0000\u0000\u0000Practical implications\u0000The proposed conscious leadership competency framework can be further discussed and developed, therefore becoming an effective tool for companies as well as educational institutions.\u0000\u0000\u0000Social implications\u0000More consciousness in leadership will help tackle many current societal challenges.\u0000\u0000\u0000Originality/value\u0000To the best of the authors’ knowledge, the proposed conscious leadership competency framework is the first of its kind.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2022-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48917415","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 : 2021-12-30DOI: 10.1108/ict-06-2021-0044
Michael J. Kirchner, F. Stull
Purpose The purpose of this study was to identify primary issues related to employee onboarding and satisfaction in US-based manufacturing companies. Design/methodology/approach In total, 19 focus groups using semi-structured interviews with senior management, middle management, tenured employees and new employees were conducted with personnel from five manufacturing companies located in the Midwest USA. Onboarding procedures, training manuals, employee satisfaction surveys and performance evaluations were subsequently reviewed. Findings Insufficient onboarding, poor communication and a perceived lack of support were reported as satisfaction concerns by manufacturing employees. In addition, management had vastly differing perspectives regarding the work environment when responses were contrasted with those from new or tenured employees. Originality/value This paper reveals contributing factors that influence satisfaction early and throughout an employee’s tenure with small- to medium-sized US manufacturing companies.
{"title":"Employee onboarding and satisfaction in US manufacturing companies","authors":"Michael J. Kirchner, F. Stull","doi":"10.1108/ict-06-2021-0044","DOIUrl":"https://doi.org/10.1108/ict-06-2021-0044","url":null,"abstract":"\u0000Purpose\u0000The purpose of this study was to identify primary issues related to employee onboarding and satisfaction in US-based manufacturing companies.\u0000\u0000\u0000Design/methodology/approach\u0000In total, 19 focus groups using semi-structured interviews with senior management, middle management, tenured employees and new employees were conducted with personnel from five manufacturing companies located in the Midwest USA. Onboarding procedures, training manuals, employee satisfaction surveys and performance evaluations were subsequently reviewed.\u0000\u0000\u0000Findings\u0000Insufficient onboarding, poor communication and a perceived lack of support were reported as satisfaction concerns by manufacturing employees. In addition, management had vastly differing perspectives regarding the work environment when responses were contrasted with those from new or tenured employees.\u0000\u0000\u0000Originality/value\u0000This paper reveals contributing factors that influence satisfaction early and throughout an employee’s tenure with small- to medium-sized US manufacturing companies.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-12-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48619714","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 : 2021-12-22DOI: 10.1108/ict-05-2021-0038
Yasmin Yaqub, A. Singh
Purpose This study aims to advance understanding of the critical role of training variables (trainer performance, transfer design and an identical element) and motivation to improve work through learning (MTIWL) the least researched construct of motivation in human resource development (HRD). Design/methodology/approach A self-report online survey was conducted to collect responses from 280 managers working in different industries. Participants attended open skills training program organized by an in-house training institute in India. Findings The trainer performance and transfer design had a positive and significant impact on MTIWL. However, an identical element found no significant direct impact on MTIWL. Practical implications The trainer performance positively cultivates trainees’ MTIWL and training approaches according to trainees’ preferences improve MTIWL. The training content is needed to resemble with work assignment for enhancement of trainees MTIWL. Originality/value This study improved understanding of the impact of training variables on a comprehensive and practical aspect of trainees' motivation in HRD, MTIWL.
{"title":"Impact of training design on trainees' motivation: an empirical study","authors":"Yasmin Yaqub, A. Singh","doi":"10.1108/ict-05-2021-0038","DOIUrl":"https://doi.org/10.1108/ict-05-2021-0038","url":null,"abstract":"\u0000Purpose\u0000This study aims to advance understanding of the critical role of training variables (trainer performance, transfer design and an identical element) and motivation to improve work through learning (MTIWL) the least researched construct of motivation in human resource development (HRD).\u0000\u0000\u0000Design/methodology/approach\u0000A self-report online survey was conducted to collect responses from 280 managers working in different industries. Participants attended open skills training program organized by an in-house training institute in India.\u0000\u0000\u0000Findings\u0000The trainer performance and transfer design had a positive and significant impact on MTIWL. However, an identical element found no significant direct impact on MTIWL.\u0000\u0000\u0000Practical implications\u0000The trainer performance positively cultivates trainees’ MTIWL and training approaches according to trainees’ preferences improve MTIWL. The training content is needed to resemble with work assignment for enhancement of trainees MTIWL.\u0000\u0000\u0000Originality/value\u0000This study improved understanding of the impact of training variables on a comprehensive and practical aspect of trainees' motivation in HRD, MTIWL.\u0000","PeriodicalId":51647,"journal":{"name":"INDUSTRIAL AND COMMERCIAL TRAINING","volume":null,"pages":null},"PeriodicalIF":1.4,"publicationDate":"2021-12-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41688673","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-08-2020-0098
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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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":null,"pages":null},"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}
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