Pub Date : 2022-11-29DOI: 10.1108/joepp-06-2022-0158
I. K. Enwereuzor, Chima Agwu Abel, L. Ugwu
PurposeGiven the intensified need to be responsive to change, employees' discretionary and constructive efforts, such as those aimed at effecting workplace functional change (i.e. taking charge), are required to enhance organizational effectiveness. Therefore, the authors reckon that due to their serving attitude of prioritizing the needs of others above the self and their motivational qualities, the servant leadership approach can enhance the confidence of subordinates' capabilities to perform a range of meaningful activities (i.e. role breadth self-efficacy; RBSE), which in turn should facilitate their engagement in taking charge.Design/methodology/approachThe authors collected data from 324 leader-subordinate dyads (i.e. academicians) from two federal universities in Nigeria. The authors assessed the measurement and structural models with partial least squares structural equation modeling (PLS-SEM).FindingsThis study found that servant leadership and RBSE were crucial enablers of subordinates' taking charge. Furthermore, a positive relationship between servant leadership and RBSE was found. Lastly, RBSE was a partial mediating mechanism partly underlying the positive relationship between servant leadership and taking charge.Practical implicationsSelecting and training leaders to practice servant leadership in Nigerian public universities may serve as a springboard for employees to take charge because it also enables them to develop their RBSE.Originality/valueThe current study sheds light on the psychological process through which servant leadership affects subordinates' taking charge by identifying RBSE as a crucial motivational state partly underlying the process.
{"title":"Beyond the call of duty: how servant leadership promotes discretionary and constructive efforts to effect workplace functional change","authors":"I. K. Enwereuzor, Chima Agwu Abel, L. Ugwu","doi":"10.1108/joepp-06-2022-0158","DOIUrl":"https://doi.org/10.1108/joepp-06-2022-0158","url":null,"abstract":"PurposeGiven the intensified need to be responsive to change, employees' discretionary and constructive efforts, such as those aimed at effecting workplace functional change (i.e. taking charge), are required to enhance organizational effectiveness. Therefore, the authors reckon that due to their serving attitude of prioritizing the needs of others above the self and their motivational qualities, the servant leadership approach can enhance the confidence of subordinates' capabilities to perform a range of meaningful activities (i.e. role breadth self-efficacy; RBSE), which in turn should facilitate their engagement in taking charge.Design/methodology/approachThe authors collected data from 324 leader-subordinate dyads (i.e. academicians) from two federal universities in Nigeria. The authors assessed the measurement and structural models with partial least squares structural equation modeling (PLS-SEM).FindingsThis study found that servant leadership and RBSE were crucial enablers of subordinates' taking charge. Furthermore, a positive relationship between servant leadership and RBSE was found. Lastly, RBSE was a partial mediating mechanism partly underlying the positive relationship between servant leadership and taking charge.Practical implicationsSelecting and training leaders to practice servant leadership in Nigerian public universities may serve as a springboard for employees to take charge because it also enables them to develop their RBSE.Originality/valueThe current study sheds light on the psychological process through which servant leadership affects subordinates' taking charge by identifying RBSE as a crucial motivational state partly underlying the process.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75093716","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 : 2022-11-17DOI: 10.1108/joepp-05-2022-0117
Parinda Doshi, Priti Nigam
PurposeThe paper is built upon the conceptual framework of ability, motivation and opportunity (AMO) to identify the effect of the high performance work system (HPWS) on the voice behaviour of the organisation.Design/methodology/approachThe human resource department of the steel plants was approached to facilitate the data collection. A standardised questionnaire was used to collect responses from 169 full-time employees working at different levels and departments in the steel plant in India. Partial least squares structural equation modeling (PLS-SEM) was used to validate and examine the model identifying the relationship of AMO enhancing practices with the voice behaviour in the organisation.FindingsAMO was found to affect voice behaviour in the organisation. The positive and significant effect of ability enhancement practices was examined on the acquiescent voice and the opportunity enhancing practices on the acquiescent and defensive voice in the organisation.Practical implicationsEven though the organisation has tried to improve the employee's ability through proper training and development efforts, the organisation still fails to develop confidence in the employee for giving the suggestion or opinions without hesitation. The research papers try to provide valuable suggestions to the human resource management (HRM) and other managers for improving the voice behaviour of the employees based on the current study that identifies the effect of AMO practices on the voice behaviour of the employees.Originality/valueFactors affecting voice behaviour are not yet extensively studied in the Indian context. The researcher examined the effect of HPWS, considering the AMO framework on the organisation's acquiescent voice, defensive voice, and prosocial voice behaviour.
{"title":"Analysing the effect of AMO framework on the employee's voice behaviour","authors":"Parinda Doshi, Priti Nigam","doi":"10.1108/joepp-05-2022-0117","DOIUrl":"https://doi.org/10.1108/joepp-05-2022-0117","url":null,"abstract":"PurposeThe paper is built upon the conceptual framework of ability, motivation and opportunity (AMO) to identify the effect of the high performance work system (HPWS) on the voice behaviour of the organisation.Design/methodology/approachThe human resource department of the steel plants was approached to facilitate the data collection. A standardised questionnaire was used to collect responses from 169 full-time employees working at different levels and departments in the steel plant in India. Partial least squares structural equation modeling (PLS-SEM) was used to validate and examine the model identifying the relationship of AMO enhancing practices with the voice behaviour in the organisation.FindingsAMO was found to affect voice behaviour in the organisation. The positive and significant effect of ability enhancement practices was examined on the acquiescent voice and the opportunity enhancing practices on the acquiescent and defensive voice in the organisation.Practical implicationsEven though the organisation has tried to improve the employee's ability through proper training and development efforts, the organisation still fails to develop confidence in the employee for giving the suggestion or opinions without hesitation. The research papers try to provide valuable suggestions to the human resource management (HRM) and other managers for improving the voice behaviour of the employees based on the current study that identifies the effect of AMO practices on the voice behaviour of the employees.Originality/valueFactors affecting voice behaviour are not yet extensively studied in the Indian context. The researcher examined the effect of HPWS, considering the AMO framework on the organisation's acquiescent voice, defensive voice, and prosocial voice behaviour.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79785374","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 : 2022-11-11DOI: 10.1108/joepp-01-2022-0013
Andreas Wallo, Alan Coetzer
PurposeThis study aims to explore how human resource (HR) practitioners conceive of their practice, reveal challenges they grapple with in daily work and generate a conceptual framework of HR praxis.Design/methodology/approachThe paper is based on interviews with HR practitioners in Sweden and a review of articles that examine aspects of HR practitioners' work.FindingsThe HR practitioners' work is fragmented and reactive, filled with meetings and affords few opportunities to work undisturbed. Operational tasks are prioritised over strategic work, and their work sometimes involves tasks that are not HR's responsibility. The nature of HR practitioners' daily work mimics the work of their main “customer”, i.e. managers within the organisations.Practical implicationsThe HR practitioners were working mainly in the service of managers, which suggests that they have an internal focus. Consistent with current, prescriptive HR discourse, HR practitioners should adopt a multi-stakeholder perspective of human resource management (HRM) and a more external focus that is necessary to contribute to wider, organisational effectiveness. The findings could enrich what is taught in higher education by providing students with an account of the reality of HR practitioners' daily work.Originality/valueThe study provides a situated account of the daily work of HR practitioners, which is largely absent from the literature.
{"title":"Understanding and conceptualising the daily work of human resource practitioners","authors":"Andreas Wallo, Alan Coetzer","doi":"10.1108/joepp-01-2022-0013","DOIUrl":"https://doi.org/10.1108/joepp-01-2022-0013","url":null,"abstract":"PurposeThis study aims to explore how human resource (HR) practitioners conceive of their practice, reveal challenges they grapple with in daily work and generate a conceptual framework of HR praxis.Design/methodology/approachThe paper is based on interviews with HR practitioners in Sweden and a review of articles that examine aspects of HR practitioners' work.FindingsThe HR practitioners' work is fragmented and reactive, filled with meetings and affords few opportunities to work undisturbed. Operational tasks are prioritised over strategic work, and their work sometimes involves tasks that are not HR's responsibility. The nature of HR practitioners' daily work mimics the work of their main “customer”, i.e. managers within the organisations.Practical implicationsThe HR practitioners were working mainly in the service of managers, which suggests that they have an internal focus. Consistent with current, prescriptive HR discourse, HR practitioners should adopt a multi-stakeholder perspective of human resource management (HRM) and a more external focus that is necessary to contribute to wider, organisational effectiveness. The findings could enrich what is taught in higher education by providing students with an account of the reality of HR practitioners' daily work.Originality/valueThe study provides a situated account of the daily work of HR practitioners, which is largely absent from the literature.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-11-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90859032","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 : 2022-11-04DOI: 10.1108/joepp-05-2022-0104
Muhammad Zubair Alam, Muhammad Rafiq, S. Rehman, Sobia Nasir
PurposeIn this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA).Design/methodology/approachThe proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data.FindingsThe study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB.Practical implicationsThe study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment.Originality/valueThe present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.
{"title":"Is job autonomy really a blessing for empowering leadership–intrapreneurial behaviour nexus?: empirical evidence for situational strength theory","authors":"Muhammad Zubair Alam, Muhammad Rafiq, S. Rehman, Sobia Nasir","doi":"10.1108/joepp-05-2022-0104","DOIUrl":"https://doi.org/10.1108/joepp-05-2022-0104","url":null,"abstract":"PurposeIn this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA).Design/methodology/approachThe proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data.FindingsThe study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB.Practical implicationsThe study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment.Originality/valueThe present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-11-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74284699","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-18DOI: 10.1108/joepp-07-2022-0178
Z. Parray, Shahbaz Ul Islam, Tanveer Ahmad Shah
PurposeThe main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction, and employee turnover intentions).Design/methodology/approachThe authors gathered field data from individuals working in the higher education sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion, and job-related outcomes (job stress, job satisfaction, and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.FindingsThe findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction, and employee intention to leave).Practical implicationsThe findings of this research study will assist organizations and practitioners in comprehending the implications of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention), and negatively on job satisfaction.Originality/valueThis study adds to existing knowledge on COR theory by suggesting workplace incivility as a stressor and also testing emotional exhaustion as a defense mechanism for determining the effect of workplace incivility on employee job outcomes.
{"title":"Exploring the effect of workplace incivility on job outcomes: testing the mediating effect of emotional exhaustion","authors":"Z. Parray, Shahbaz Ul Islam, Tanveer Ahmad Shah","doi":"10.1108/joepp-07-2022-0178","DOIUrl":"https://doi.org/10.1108/joepp-07-2022-0178","url":null,"abstract":"PurposeThe main goal of this research study is to look at the mediating effect of emotional exhaustion in the association between workplace incivility and job outcomes (job stress, job satisfaction, and employee turnover intentions).Design/methodology/approachThe authors gathered field data from individuals working in the higher education sector of Jammu and Kashmir to test the proposed study paradigm. A total of 550 respondents reported their perceptions of workplace incivility, emotional exhaustion, and job-related outcomes (job stress, job satisfaction, and employee turnover intention) at Time 1 in the Kashmir division and Time 2 in the Jammu division of Jammu and Kashmir via a two-wave data collection design.FindingsThe findings supported the hypothesized relationships, demonstrating that emotional exhaustion acts as a mediator between workplace incivility and employee job outcomes (job stress, employee job satisfaction, and employee intention to leave).Practical implicationsThe findings of this research study will assist organizations and practitioners in comprehending the implications of workplace incivility and emotional exhaustion, as well as how they positively impact job-related outcomes (employee job stress, turnover intention), and negatively on job satisfaction.Originality/valueThis study adds to existing knowledge on COR theory by suggesting workplace incivility as a stressor and also testing emotional exhaustion as a defense mechanism for determining the effect of workplace incivility on employee job outcomes.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-10-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85393417","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-11DOI: 10.1108/joepp-06-2022-0163
D. De Clercq, Renato Pereira
PurposeThis study adds to human resource management research by addressing relevant questions about how and when employees' suffering from workplace bullying may direct them away from voluntary efforts to improve the organizational status quo. It postulates a mediating role of beliefs about work meaningfulness deprivation, as well as beneficial, moderating roles of two personal resources (resilience and passion for work) in this link.Design/methodology/approachThe research hypotheses were tested with survey data collected among employees who work in the construction retail sector.FindingsA critical reason that bullying victims refuse to exhibit change-oriented voluntarism is that they develop beliefs that their organization deprives them of meaningful work, which, as the authors theorize, enables them to protect their self-esteem resources. The extent to which employees can bounce back from challenging situations or feel passionate about work subdues this detrimental effect.Practical implicationsWhen employees feel upset about being bullied at work, their adverse work conditions may translate into work-related indifference (tarnished change-oriented citizenship), which then compromises employees' and the organization's ability to overcome the difficult situation. Managers should recognize how employees' personal resources can serve as protective shields against this risk.Originality/valueThis study details the detrimental role of demeaning workplace treatment in relation to employees' change-oriented organizational citizenship, as explained by their convictions that their organization operates in ways that make their work unimportant. It is mitigated by energy-enhancing personal resources.
{"title":"Using resilience and passion to overcome bullying and lack of meaning at work: a pathway to change-oriented citizenship","authors":"D. De Clercq, Renato Pereira","doi":"10.1108/joepp-06-2022-0163","DOIUrl":"https://doi.org/10.1108/joepp-06-2022-0163","url":null,"abstract":"PurposeThis study adds to human resource management research by addressing relevant questions about how and when employees' suffering from workplace bullying may direct them away from voluntary efforts to improve the organizational status quo. It postulates a mediating role of beliefs about work meaningfulness deprivation, as well as beneficial, moderating roles of two personal resources (resilience and passion for work) in this link.Design/methodology/approachThe research hypotheses were tested with survey data collected among employees who work in the construction retail sector.FindingsA critical reason that bullying victims refuse to exhibit change-oriented voluntarism is that they develop beliefs that their organization deprives them of meaningful work, which, as the authors theorize, enables them to protect their self-esteem resources. The extent to which employees can bounce back from challenging situations or feel passionate about work subdues this detrimental effect.Practical implicationsWhen employees feel upset about being bullied at work, their adverse work conditions may translate into work-related indifference (tarnished change-oriented citizenship), which then compromises employees' and the organization's ability to overcome the difficult situation. Managers should recognize how employees' personal resources can serve as protective shields against this risk.Originality/valueThis study details the detrimental role of demeaning workplace treatment in relation to employees' change-oriented organizational citizenship, as explained by their convictions that their organization operates in ways that make their work unimportant. It is mitigated by energy-enhancing personal resources.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90963552","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-05DOI: 10.1108/joepp-11-2021-0323
Shuana Zafar Nasir, D. Bamber, N. Mahmood
PurposeThe purpose of this research is to investigate faculties' perceptions of emotional intelligence about job performance (task and contextual performance (TP and CP)) in the higher education sector in the Kingdom of Saudi Arabia.Design/methodology/approachThis research employed an explanatory research design method. A quantitative design approach is adopted by implementing a survey-based study. Quantitative data have been collected anonymously from faculty members (n = 277) working in different higher educational institutes in Saudi Arabia.FindingsThe research findings revealed a positive relationship between others' emotions appraisal and use of emotions with CP, whilst all the dimensions of emotional intelligence, namely self-emotions appraisal (SEA), others' emotions appraisal (OEA), use of emotions (UOE) and regulation of emotions (ROE) revealed a significant positive relationship with the TP. Nevertheless, the research supports the argument that emotional intelligence is considered an essential contributor to faculty members' job performance.Practical implicationsThis research study provides empirical support for the argument that emotional intelligence is a direct driver for enhancing job performance through the appraisal, use and regulation of emotions. In terms of practical implications, the research findings will encourage higher education institutions to take specific actions that will help to enhance awareness of and build emotional intelligence skills amongst faculty staff.Originality/valueThis study is the first that has sought to investigate the impact of emotional intelligence on employees' performance in the Saudi Arabian higher education sector. Additionally, this study has developed a new psychometric scale that is useful in the higher education sector.
{"title":"A perceptual study of relationship between emotional intelligence and job performance among higher education sector employees in Saudi Arabia","authors":"Shuana Zafar Nasir, D. Bamber, N. Mahmood","doi":"10.1108/joepp-11-2021-0323","DOIUrl":"https://doi.org/10.1108/joepp-11-2021-0323","url":null,"abstract":"PurposeThe purpose of this research is to investigate faculties' perceptions of emotional intelligence about job performance (task and contextual performance (TP and CP)) in the higher education sector in the Kingdom of Saudi Arabia.Design/methodology/approachThis research employed an explanatory research design method. A quantitative design approach is adopted by implementing a survey-based study. Quantitative data have been collected anonymously from faculty members (n = 277) working in different higher educational institutes in Saudi Arabia.FindingsThe research findings revealed a positive relationship between others' emotions appraisal and use of emotions with CP, whilst all the dimensions of emotional intelligence, namely self-emotions appraisal (SEA), others' emotions appraisal (OEA), use of emotions (UOE) and regulation of emotions (ROE) revealed a significant positive relationship with the TP. Nevertheless, the research supports the argument that emotional intelligence is considered an essential contributor to faculty members' job performance.Practical implicationsThis research study provides empirical support for the argument that emotional intelligence is a direct driver for enhancing job performance through the appraisal, use and regulation of emotions. In terms of practical implications, the research findings will encourage higher education institutions to take specific actions that will help to enhance awareness of and build emotional intelligence skills amongst faculty staff.Originality/valueThis study is the first that has sought to investigate the impact of emotional intelligence on employees' performance in the Saudi Arabian higher education sector. Additionally, this study has developed a new psychometric scale that is useful in the higher education sector.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-10-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"78963303","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-20DOI: 10.1108/joepp-12-2021-0354
Snehal G. Mhatre, N. Mehta
PurposeThis article focuses on the various phenomenological approaches and their scope in the Human Resource Management (HRM) domain.Design/methodology/approachThe authors reviewed and elaborated various phenomenological approaches, and their convergence, divergence and scope in the field of HRM.FindingsThe theoretical underpinnings of phenomenology reveal that with its philosophical differences, phenomenology emanates various spectrums in the form of different approaches. Furthermore, these approaches, e.g. Post-Intentional Phenomenology and Interpretative Phenomenological Analysis, have the potential to understand and uncover various phenomena in the field of HRM.Practical implicationsPhenomenological approaches could be employed to uncover various complex phenomena in the field of HRM. Phenomenological approaches can be used to examine the everyday life experiences of employees, as they could contribute to reframe and enhance the HRM practices in the organization.Originality/valueThe study contributes to the authors' knowledge of employing various phenomenological approaches to explore the diverse phenomena in the field of HRM.
{"title":"Review of phenomenological approaches and its scope in human resource management","authors":"Snehal G. Mhatre, N. Mehta","doi":"10.1108/joepp-12-2021-0354","DOIUrl":"https://doi.org/10.1108/joepp-12-2021-0354","url":null,"abstract":"PurposeThis article focuses on the various phenomenological approaches and their scope in the Human Resource Management (HRM) domain.Design/methodology/approachThe authors reviewed and elaborated various phenomenological approaches, and their convergence, divergence and scope in the field of HRM.FindingsThe theoretical underpinnings of phenomenology reveal that with its philosophical differences, phenomenology emanates various spectrums in the form of different approaches. Furthermore, these approaches, e.g. Post-Intentional Phenomenology and Interpretative Phenomenological Analysis, have the potential to understand and uncover various phenomena in the field of HRM.Practical implicationsPhenomenological approaches could be employed to uncover various complex phenomena in the field of HRM. Phenomenological approaches can be used to examine the everyday life experiences of employees, as they could contribute to reframe and enhance the HRM practices in the organization.Originality/valueThe study contributes to the authors' knowledge of employing various phenomenological approaches to explore the diverse phenomena in the field of HRM.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80923127","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-12DOI: 10.1108/joepp-11-2021-0311
V. Deepa, H. Baber, B. Shukla, R. Sujatha, Danish Khan
PurposeThe COVID-19 pandemic pushed organizations across the world to suddenly adopt work from home at a mass scale to maintain business continuity. This study aims to investigate the influence of lack of social interaction in work from the home arrangement on employee work effectiveness.Design/methodology/approachThe data were analysed using the partial least square (PLS) structural equation modelling (SEM) approach, a nonparametric method based on total variance, through SmartPLS software 3.0. The data were collected from 399 participants in India using the snowball sampling technique. The target populations were the people who were working from home due to the pandemic and by asking them to forward the survey link in their network.FindingsThe results suggest that social interaction has a significant positive impact on work effectiveness. However, this impact is not affected by the employee's perceived benefits of maintaining social distancing during the pandemic. The study also found that social interaction is important for both genders and found no significant difference in the relationship between social interaction and work from home effectiveness for male and female employees.Practical implicationsThis study will be useful for human resource practitioners and managers as they build strategies to adopt work from home as a regular practice even in non-pandemic situations.Originality/valueThis study is the first to examine the influence of lack of social interaction on the work from home effectiveness during the COVID-19 times. It examines the moderating role of the perceived benefits of maintaining social distancing and gender on the effect of lack of social interaction as a barrier to work from home effectiveness.
{"title":"Does lack of social interaction act as a barrier to effectiveness in work from home? COVID-19 and gender","authors":"V. Deepa, H. Baber, B. Shukla, R. Sujatha, Danish Khan","doi":"10.1108/joepp-11-2021-0311","DOIUrl":"https://doi.org/10.1108/joepp-11-2021-0311","url":null,"abstract":"PurposeThe COVID-19 pandemic pushed organizations across the world to suddenly adopt work from home at a mass scale to maintain business continuity. This study aims to investigate the influence of lack of social interaction in work from the home arrangement on employee work effectiveness.Design/methodology/approachThe data were analysed using the partial least square (PLS) structural equation modelling (SEM) approach, a nonparametric method based on total variance, through SmartPLS software 3.0. The data were collected from 399 participants in India using the snowball sampling technique. The target populations were the people who were working from home due to the pandemic and by asking them to forward the survey link in their network.FindingsThe results suggest that social interaction has a significant positive impact on work effectiveness. However, this impact is not affected by the employee's perceived benefits of maintaining social distancing during the pandemic. The study also found that social interaction is important for both genders and found no significant difference in the relationship between social interaction and work from home effectiveness for male and female employees.Practical implicationsThis study will be useful for human resource practitioners and managers as they build strategies to adopt work from home as a regular practice even in non-pandemic situations.Originality/valueThis study is the first to examine the influence of lack of social interaction on the work from home effectiveness during the COVID-19 times. It examines the moderating role of the perceived benefits of maintaining social distancing and gender on the effect of lack of social interaction as a barrier to work from home effectiveness.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"80160591","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-09DOI: 10.1108/joepp-12-2021-0344
E. Delle, Anthony Sumnaya Kumasey, Anthony Nkrumah Agyabeng, A. A. Alfa, F. Hossain
PurposeDrawing on the self-extended and regulatory focus theories, the present study examined the mechanism as well as the boundary condition under which psychological ownership might relate positively to the work engagement of employees working in public sector organizations in Ghana.Design/methodology/approachData were collected from employees (n = 313) working in public sector organizations in Ghana at a single point in time with a survey questionnaire.FindingsThe results indicated that psychological ownership and self-regulatory focus behaviors (i.e. prevention and promotion focus behaviors) were beneficial for work engagement; and that while prevention focus mediated psychological ownership-work engagement relationship, that relationship was positive and stronger for employees who performed less promotion focus behaviors.Practical implicationsManagers in public sector organizations should understand that employees with strong psychological ownership would feel more engaged if they perform less promotion focus behaviors.Originality/valueThe authors’ study contributes uniquely to the nascent work engagement literature in the Ghanaian context, and by testing boundary conditions and underlying mechanisms increased the authors’ understanding of work engagement among public sector employees in Ghana.
{"title":"Work engagement: the role of psychological ownership and self-regulatory focus behavior","authors":"E. Delle, Anthony Sumnaya Kumasey, Anthony Nkrumah Agyabeng, A. A. Alfa, F. Hossain","doi":"10.1108/joepp-12-2021-0344","DOIUrl":"https://doi.org/10.1108/joepp-12-2021-0344","url":null,"abstract":"PurposeDrawing on the self-extended and regulatory focus theories, the present study examined the mechanism as well as the boundary condition under which psychological ownership might relate positively to the work engagement of employees working in public sector organizations in Ghana.Design/methodology/approachData were collected from employees (n = 313) working in public sector organizations in Ghana at a single point in time with a survey questionnaire.FindingsThe results indicated that psychological ownership and self-regulatory focus behaviors (i.e. prevention and promotion focus behaviors) were beneficial for work engagement; and that while prevention focus mediated psychological ownership-work engagement relationship, that relationship was positive and stronger for employees who performed less promotion focus behaviors.Practical implicationsManagers in public sector organizations should understand that employees with strong psychological ownership would feel more engaged if they perform less promotion focus behaviors.Originality/valueThe authors’ study contributes uniquely to the nascent work engagement literature in the Ghanaian context, and by testing boundary conditions and underlying mechanisms increased the authors’ understanding of work engagement among public sector employees in Ghana.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-09-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79179726","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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