Pub Date : 2022-08-26DOI: 10.1108/joepp-10-2021-0284
F. Taheri, Nahid Naderibeni, A. Mirzamani
PurposeThe purpose of this article is to investigate the mediating role of subjective well-being (SWB) in the relationship workaholism and workplace incivility with an emphasis on the moderating role of gender.Design/methodology/approachUsing an online survey, the required data were collected from 401 employees in 41 public organizations in Iran.FindingsBy structural equation modeling, the results showed workaholism has a negative direct association with workplace incivility. Additionally, SWB mediates the relationships between workaholism and workplace incivility. Moreover, workaholic men and women are more likely to experience higher workplace incivility and lower SWB, respectively.Practical implicationsManagers should focus on reducing workaholism and developing SWB to decrease uncivil behaviors. Researchers need to assess the different instigators of incivility, considering the mediating or moderating role of other variables in private organizations.Social implicationsThe stress of workaholism, coupled with the harsh conditions of economic sanctions in Iran, has exacerbated the occurrence of incivility behavior. This study helps to reduce and control such behaviors by examining the role of SWB and gender.Originality/valueThe study contributes to the research on incivility behavior by advancing the understanding of organizational and personal factors (workaholism and SWB) that can influence workplace incivility among employees. It also addresses the usefulness of examining SWB disposition in understanding the relationship between workaholism and workplace incivility.
{"title":"Subjective well-being in the relationship between workaholism and workplace incivility: the moderating role of gender","authors":"F. Taheri, Nahid Naderibeni, A. Mirzamani","doi":"10.1108/joepp-10-2021-0284","DOIUrl":"https://doi.org/10.1108/joepp-10-2021-0284","url":null,"abstract":"PurposeThe purpose of this article is to investigate the mediating role of subjective well-being (SWB) in the relationship workaholism and workplace incivility with an emphasis on the moderating role of gender.Design/methodology/approachUsing an online survey, the required data were collected from 401 employees in 41 public organizations in Iran.FindingsBy structural equation modeling, the results showed workaholism has a negative direct association with workplace incivility. Additionally, SWB mediates the relationships between workaholism and workplace incivility. Moreover, workaholic men and women are more likely to experience higher workplace incivility and lower SWB, respectively.Practical implicationsManagers should focus on reducing workaholism and developing SWB to decrease uncivil behaviors. Researchers need to assess the different instigators of incivility, considering the mediating or moderating role of other variables in private organizations.Social implicationsThe stress of workaholism, coupled with the harsh conditions of economic sanctions in Iran, has exacerbated the occurrence of incivility behavior. This study helps to reduce and control such behaviors by examining the role of SWB and gender.Originality/valueThe study contributes to the research on incivility behavior by advancing the understanding of organizational and personal factors (workaholism and SWB) that can influence workplace incivility among employees. It also addresses the usefulness of examining SWB disposition in understanding the relationship between workaholism and workplace incivility.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-08-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81699686","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-18DOI: 10.1108/joepp-01-2022-0016
Alexandre dos Reis, J. Veríssimo
PurposeThe purpose of this study is to map and analyze the academic production regarding the relationship among organizational culture (OC), corporate social responsibility (CSR) and organizational performance (OP), based on 240 papers listed in the Web of Science (WoS) database.Design/methodology/approachThis research was performed based on a bibliometric analysis supported by the VOSviewer software, followed by a content analysis of 37 prominent publications.FindingsThe results make it possible to identify the geographical and institutional profile of the production, the level of collaboration and interaction between the researchers and their theoretical base of reference, and to consolidate the main characteristics, trends, and future directions of research in this field.Practical implicationsThis study propitiates a vast and practical repertoire that addresses business issues involving the relationship among OC, CSR and OP aiming to help the managers to interpret their local realities and challenges, especially due to positive impacts that such relationship can generate in the business.Originality/valueA systematic literature review involving specifically the themes of OC, CSR, and OP in a scenario of gradual growth in the number of publications and interest in these themes.
目的本研究的目的是基于Web of Science (WoS)数据库收录的240篇论文，对组织文化(OC)、企业社会责任(CSR)和组织绩效(OP)之间关系的学术成果进行绘制和分析。设计/方法/方法本研究基于VOSviewer软件支持的文献计量学分析，随后对37份著名出版物进行内容分析。结果表明，该研究结果可以明确该领域研究的地理和机构概况、研究人员之间的合作和互动水平以及他们的理论参考基础，并巩固该领域研究的主要特征、趋势和未来方向。实际意义本研究提供了大量实用的曲目，以解决涉及企业主管、企业社会责任和企业运营之间关系的业务问题，旨在帮助管理者解释其当地的现实和挑战，特别是由于这种关系可以在业务中产生的积极影响。原创性/价值在出版物数量和对这些主题的兴趣逐渐增长的情况下，对企业社会责任、企业社会责任和企业经营主题进行系统的文献综述。
{"title":"The journey of culture and social responsibility and its relationship with organizational performance: pathway and perspectives","authors":"Alexandre dos Reis, J. Veríssimo","doi":"10.1108/joepp-01-2022-0016","DOIUrl":"https://doi.org/10.1108/joepp-01-2022-0016","url":null,"abstract":"PurposeThe purpose of this study is to map and analyze the academic production regarding the relationship among organizational culture (OC), corporate social responsibility (CSR) and organizational performance (OP), based on 240 papers listed in the Web of Science (WoS) database.Design/methodology/approachThis research was performed based on a bibliometric analysis supported by the VOSviewer software, followed by a content analysis of 37 prominent publications.FindingsThe results make it possible to identify the geographical and institutional profile of the production, the level of collaboration and interaction between the researchers and their theoretical base of reference, and to consolidate the main characteristics, trends, and future directions of research in this field.Practical implicationsThis study propitiates a vast and practical repertoire that addresses business issues involving the relationship among OC, CSR and OP aiming to help the managers to interpret their local realities and challenges, especially due to positive impacts that such relationship can generate in the business.Originality/valueA systematic literature review involving specifically the themes of OC, CSR, and OP in a scenario of gradual growth in the number of publications and interest in these themes.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-08-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90044602","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-15DOI: 10.1108/joepp-06-2021-0166
Faiz Ahamad, Gordhan K. Saini
PurposeWhile the information source is likely to affect job search process, it is still unknown how the information source interacts with the information content and information valence. In this study, first, the authors examine the influence of information source, information content, and information valence on employer attractiveness and job pursuit intention; and second, the authors estimate the interaction of information source with content and valence of information on employer attractiveness and job pursuit intention.Design/methodology/approachThe authors adopted a 2 (information source: company-independent vs company-dependent) x 2 (information content: instrumental vs symbolic) x 2 (information valence: positive vs negative) between-subject factorial design to achieve the study’s research objectives, using a sample of 240 job applicants; and applied multivariate analysis of covariance for estimating the main and interaction effects.FindingsThe authors find a significant interaction of information source with the content and valence of information, indicating a differential effect of content and valence, depending on the information source. The study reveals that the effect of information content (i.e. symbolic vs instrumental) on employer attractiveness varies depending on the source of information (i.e. company-independent vs company-dependent), with the company-independent source having a higher effect than the company-dependent source.Practical implicationsConsidering that the information source has a differential effect on job seekers, it would be useful to account for such differences in designing recruitment communications. Results guide managers in deciding the appropriate recruitment information outlet for communicating symbolic and instrumental attributes. The use of symbolic attribute content is recommended for generating favourable evaluations about an employer.Originality/valueThis study is a novel attempt to examine on how information source interacts with information content type and information valence in influencing recruitment outcomes. The authors provide valuable insights to human resource managers or employer brand managers to design effective recruitment communications and leverage the company-independent information sources appropriately.
{"title":"Does information source interact with information content and valence in influencing employer attractiveness and job pursuit intention?","authors":"Faiz Ahamad, Gordhan K. Saini","doi":"10.1108/joepp-06-2021-0166","DOIUrl":"https://doi.org/10.1108/joepp-06-2021-0166","url":null,"abstract":"PurposeWhile the information source is likely to affect job search process, it is still unknown how the information source interacts with the information content and information valence. In this study, first, the authors examine the influence of information source, information content, and information valence on employer attractiveness and job pursuit intention; and second, the authors estimate the interaction of information source with content and valence of information on employer attractiveness and job pursuit intention.Design/methodology/approachThe authors adopted a 2 (information source: company-independent vs company-dependent) x 2 (information content: instrumental vs symbolic) x 2 (information valence: positive vs negative) between-subject factorial design to achieve the study’s research objectives, using a sample of 240 job applicants; and applied multivariate analysis of covariance for estimating the main and interaction effects.FindingsThe authors find a significant interaction of information source with the content and valence of information, indicating a differential effect of content and valence, depending on the information source. The study reveals that the effect of information content (i.e. symbolic vs instrumental) on employer attractiveness varies depending on the source of information (i.e. company-independent vs company-dependent), with the company-independent source having a higher effect than the company-dependent source.Practical implicationsConsidering that the information source has a differential effect on job seekers, it would be useful to account for such differences in designing recruitment communications. Results guide managers in deciding the appropriate recruitment information outlet for communicating symbolic and instrumental attributes. The use of symbolic attribute content is recommended for generating favourable evaluations about an employer.Originality/valueThis study is a novel attempt to examine on how information source interacts with information content type and information valence in influencing recruitment outcomes. The authors provide valuable insights to human resource managers or employer brand managers to design effective recruitment communications and leverage the company-independent information sources appropriately.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"81814770","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-12DOI: 10.1108/joepp-10-2021-0274
Franzisca Fastje, Jessica Mesmer-Magnus, Rebecca Guidice, Martha C. Andrews
PurposeThe purpose of this study is to explore the role of “overtime norms” as a mediator between performance-driven work climates and employee burnout. This study also examines in-role performance and work engagement as moderators between high-performance climates and burnout.Design/methodology/approachA snowball sample of 214 full-time working adults from the United States participated via an online survey. Data were analyzed using SmartPLS and conditional process analysis.FindingsResults from conditional process analyses suggest (1) performance-driven climates are positively related to burnout, (2) overtime norms mediate the relationship between performance-driven climates and burnout, and (3) in-role performance and work engagement moderate that relationship such that highly competent and engaged employees are less prone to stress and burnout.Practical implicationsThese results highlight the dangers of performance-driven work climates on employee well-being. Trends toward extended work hours which can be exacerbated by technological advancements inevitably come at a cost. Managers and organizations should be careful not to prioritize work life over non-work life.Originality/valueThis study contributes to the literature by identifying overtime norms as a mediator in the performance-driven work climate–burnout relationship. This study also identifies in-role performance and work engagement as resources that can reduce burnout.
{"title":"Employee burnout: the dark side of performance-driven work climates","authors":"Franzisca Fastje, Jessica Mesmer-Magnus, Rebecca Guidice, Martha C. Andrews","doi":"10.1108/joepp-10-2021-0274","DOIUrl":"https://doi.org/10.1108/joepp-10-2021-0274","url":null,"abstract":"PurposeThe purpose of this study is to explore the role of “overtime norms” as a mediator between performance-driven work climates and employee burnout. This study also examines in-role performance and work engagement as moderators between high-performance climates and burnout.Design/methodology/approachA snowball sample of 214 full-time working adults from the United States participated via an online survey. Data were analyzed using SmartPLS and conditional process analysis.FindingsResults from conditional process analyses suggest (1) performance-driven climates are positively related to burnout, (2) overtime norms mediate the relationship between performance-driven climates and burnout, and (3) in-role performance and work engagement moderate that relationship such that highly competent and engaged employees are less prone to stress and burnout.Practical implicationsThese results highlight the dangers of performance-driven work climates on employee well-being. Trends toward extended work hours which can be exacerbated by technological advancements inevitably come at a cost. Managers and organizations should be careful not to prioritize work life over non-work life.Originality/valueThis study contributes to the literature by identifying overtime norms as a mediator in the performance-driven work climate–burnout relationship. This study also identifies in-role performance and work engagement as resources that can reduce burnout.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79432366","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-11DOI: 10.1108/joepp-01-2021-0011
Matt C. Howard, Wade Forde, Jacob Whitmore, Elise V.Z. Lambert
PurposeNarcissism is characterized by grandiosity, and it is included in the Dark Triad with Machiavellianism and psychopathy. Narcissism relates to many detrimental outcomes, but a growing stream of research has investigated beneficial outcomes of the Dark Triad. The authors continue this stream of research by assessing the relation of narcissism with social courage behaviors, which are prosocial actions with personal social risks. The authors propose that this relation is mediated by self-deceptive enhancement and subjective invulnerability and also test these relations while including the other Dark Triad dimensions.Design/methodology/approachThe authors perform two survey studies to investigate our research questions. The first utilizes a cross-sectional approach, whereas the second utilizes a time-separated approach.FindingsThe results of this study show that narcissism has an indirect effect on social courage via both mediators, and it also produced a significant direct effect. Machiavellianism and psychopathy did not produce any reliable effects on social courage – whether direct or indirect.Practical implicationsThe authors support that a “dark” trait relates to a “bright” outcome, but also that a bright outcome relates to a dark trait. These findings link the narcissism and social courage to novel theoretical frameworks, such as those associated with ethical decision making and self-regulation, which opens many directions for future research on both constructs.Originality/valueThe current article addresses two recent calls for novel research: the study of courage as well as positive outcomes of negative traits. It also adds much-needed nuance to current research on narcissism and courage.
{"title":"“I alone can fix it”: is social courage a bright side of narcissism?","authors":"Matt C. Howard, Wade Forde, Jacob Whitmore, Elise V.Z. Lambert","doi":"10.1108/joepp-01-2021-0011","DOIUrl":"https://doi.org/10.1108/joepp-01-2021-0011","url":null,"abstract":"PurposeNarcissism is characterized by grandiosity, and it is included in the Dark Triad with Machiavellianism and psychopathy. Narcissism relates to many detrimental outcomes, but a growing stream of research has investigated beneficial outcomes of the Dark Triad. The authors continue this stream of research by assessing the relation of narcissism with social courage behaviors, which are prosocial actions with personal social risks. The authors propose that this relation is mediated by self-deceptive enhancement and subjective invulnerability and also test these relations while including the other Dark Triad dimensions.Design/methodology/approachThe authors perform two survey studies to investigate our research questions. The first utilizes a cross-sectional approach, whereas the second utilizes a time-separated approach.FindingsThe results of this study show that narcissism has an indirect effect on social courage via both mediators, and it also produced a significant direct effect. Machiavellianism and psychopathy did not produce any reliable effects on social courage – whether direct or indirect.Practical implicationsThe authors support that a “dark” trait relates to a “bright” outcome, but also that a bright outcome relates to a dark trait. These findings link the narcissism and social courage to novel theoretical frameworks, such as those associated with ethical decision making and self-regulation, which opens many directions for future research on both constructs.Originality/valueThe current article addresses two recent calls for novel research: the study of courage as well as positive outcomes of negative traits. It also adds much-needed nuance to current research on narcissism and courage.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-08-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"77178652","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-08DOI: 10.1108/joepp-12-2021-0338
Pouria Nouri
PurposeDecision-making biases play substantial roles in entrepreneurs' decisions and the fate of entrepreneurial enterprises, as well. Previous studies have assumed all entrepreneurs are homogeneous in their proneness to biases, therefore inadvertently creating a crucial research gap by ignoring the role of business experience in the genesis of biases. Furthermore, there is a lack of research on women entrepreneurs' decision-making biases. Thus, this paper's main objective is to explore two influential biases of overconfidence and over-optimism in novice and habitual women entrepreneurs.Design/methodology/approachThe data for this study were collected by conducting semi-structured interviews with 21 Iranian novice and habitual women entrepreneurs active in four high-tech sectors of biotech, nanotech, aerospace and advanced medicine. The gathered data were analyzed by thematic analysis.FindingsAccording to the findings, while habitual entrepreneurs are prone to all three types of overconfidence (overestimation, overplacement and overprecision) and over-optimism, novice entrepreneurs do not show any signs of overplacement or overprecision.Practical implicationsThere are certain valuable implications resulting from this study that could be of use for not only future researchers in the field of entrepreneurial decision-making and women entrepreneurship but also for women entrepreneurs running entrepreneurial enterprises, especially small businesses.Originality/valueThis paper offers certain novel contributions to the field of entrepreneurship by not only exploring biases in women entrepreneurs exclusively but also scrutinizing biases in novice (first-time) and habitual (experienced) entrepreneurs comparatively.
{"title":"Decision-making biases in women entrepreneurs: the novices vs the habitual","authors":"Pouria Nouri","doi":"10.1108/joepp-12-2021-0338","DOIUrl":"https://doi.org/10.1108/joepp-12-2021-0338","url":null,"abstract":"PurposeDecision-making biases play substantial roles in entrepreneurs' decisions and the fate of entrepreneurial enterprises, as well. Previous studies have assumed all entrepreneurs are homogeneous in their proneness to biases, therefore inadvertently creating a crucial research gap by ignoring the role of business experience in the genesis of biases. Furthermore, there is a lack of research on women entrepreneurs' decision-making biases. Thus, this paper's main objective is to explore two influential biases of overconfidence and over-optimism in novice and habitual women entrepreneurs.Design/methodology/approachThe data for this study were collected by conducting semi-structured interviews with 21 Iranian novice and habitual women entrepreneurs active in four high-tech sectors of biotech, nanotech, aerospace and advanced medicine. The gathered data were analyzed by thematic analysis.FindingsAccording to the findings, while habitual entrepreneurs are prone to all three types of overconfidence (overestimation, overplacement and overprecision) and over-optimism, novice entrepreneurs do not show any signs of overplacement or overprecision.Practical implicationsThere are certain valuable implications resulting from this study that could be of use for not only future researchers in the field of entrepreneurial decision-making and women entrepreneurship but also for women entrepreneurs running entrepreneurial enterprises, especially small businesses.Originality/valueThis paper offers certain novel contributions to the field of entrepreneurship by not only exploring biases in women entrepreneurs exclusively but also scrutinizing biases in novice (first-time) and habitual (experienced) entrepreneurs comparatively.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"76975953","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-08-08DOI: 10.1108/joepp-08-2021-0235
Vítor Vasata Macchi Silva, J. Ribeiro
PurposeThis paper proposes a model composed by macro-competences developed to contribute for the resilience of public organizations.Design/methodology/approachTo propose the model, a literature review in the area of organizations resilience was carried out, and the structural equation modeling (SEM) approach was used. The setting used to validate the proposed model was the Brazilian Federal Institutions of Higher Education.FindingsThe results present five dimensions of action seen as macro-competences that contribute for organizations’ resilience: human resource management, development of individual competencies, risk management, preparedness for response, and responsiveness. The results also point at competences that can be developed in each of those dimensions with a view toward resilience.Practical implicationsCompetences of strategically planning the workforces, of testing the risk hypotheses continuously, and applying the action plans proposed by risk management in response to crises can improve individual and organizational resiliencies.Originality/valueGuided by the proposed model, public organizations will be better prepared to withstand adversities, such as resources cutbacks and staff shortages.
{"title":"Human resource management for the resilience of public organizations: a model based on macro-competences","authors":"Vítor Vasata Macchi Silva, J. Ribeiro","doi":"10.1108/joepp-08-2021-0235","DOIUrl":"https://doi.org/10.1108/joepp-08-2021-0235","url":null,"abstract":"PurposeThis paper proposes a model composed by macro-competences developed to contribute for the resilience of public organizations.Design/methodology/approachTo propose the model, a literature review in the area of organizations resilience was carried out, and the structural equation modeling (SEM) approach was used. The setting used to validate the proposed model was the Brazilian Federal Institutions of Higher Education.FindingsThe results present five dimensions of action seen as macro-competences that contribute for organizations’ resilience: human resource management, development of individual competencies, risk management, preparedness for response, and responsiveness. The results also point at competences that can be developed in each of those dimensions with a view toward resilience.Practical implicationsCompetences of strategically planning the workforces, of testing the risk hypotheses continuously, and applying the action plans proposed by risk management in response to crises can improve individual and organizational resiliencies.Originality/valueGuided by the proposed model, public organizations will be better prepared to withstand adversities, such as resources cutbacks and staff shortages.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-08-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84987083","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-19DOI: 10.1108/joepp-01-2022-0011
Maria Tresita Paul Vincent, Nimitha Aboobaker, U. Devi
PurposeBuilding on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages.Design/methodology/approachThis study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0.FindingsFindings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap.Practical implicationsThis study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested.Originality/valueThis study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.
{"title":"From family incivility to satisfaction at work: role of burnout and psychological capital","authors":"Maria Tresita Paul Vincent, Nimitha Aboobaker, U. Devi","doi":"10.1108/joepp-01-2022-0011","DOIUrl":"https://doi.org/10.1108/joepp-01-2022-0011","url":null,"abstract":"PurposeBuilding on the work-home resources model and the conservation of resources (COR) theory, this study proposes and explores a moderated mediation model on the effect of doctor's family incivility and burnout on doctor's job satisfaction as a function of psychological capital (PsyCap) at dual stages.Design/methodology/approachThis study obtained data in two phases, using a time-lagged methodological design. The final sample comprised 324 emergency medicine doctors working in hospitals across India, and statistical analysis of the above-said relationships was carried out using PROCESS macro in SPSS 23.0.FindingsFindings indicate strong evidence supporting the mediation effect of burnout, which means doctors facing family incivility at home experienced burnout at work, which influences doctors' job satisfaction. Also, the indirect effect of family incivility on job satisfaction through burnout gets attenuated at both stages when emergency physicians possess high PsyCap.Practical implicationsThis study adds to the work-family literature by delving into the underlying mechanisms that link family incivility to various job outcomes. Despite procedural remedies, there remains a possibility of common method bias. Longitudinal research and validating the model across different samples are suggested.Originality/valueThis study expands the limited domain of knowledge on the work consequences of uncivil family behavior. This study is among the primary to empirically substantiate the long-term adverse consequences of family incivility as burnout. The implications of these findings for applications and applications' extension of the work-home resources model to the family domain are elaborated in detail.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73498816","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-12DOI: 10.1108/joepp-08-2021-0238
Charles Cayrat, P. Boxall
PurposeThis paper aims to respond to questions being raised about the challenges, risks and impacts of Human Resource Analytics (HRA). Based on a study of 40 companies, it discusses the implications of HRA for practitioners, praxis and practices in HRM and adds to this a concern with whether HRA is enhancing mutuality in employment relationships.Design/methodology/approachUsing an abductive approach, the authors analyzed data from semistructured interviews with an HRA leader or specialist in 40 large organizations.FindingsWhile wrestling with the challenge of data quality and integration, the practice of descriptive analytics is widely adopted in these companies and the majority can demonstrate improvement in the efficiency and effectiveness of HR activities through predictive analytics. The analytical competence of HR specialists is an ongoing issue. While much more research is needed, the companies in the authors’ sample demonstrated some valuable examples of mutual gains from HRA.Practical implicationsEducation in HRA must not only help to raise quantitative competencies among HR specialists but should also help them to ask critical questions about the theoretical propositions and subjective data points being built into HRA. Boundary spanning is important to enable effective HRA and processes for employee voice to be improved. Arguably, the time has come for a more formalized data analytics' strategy in large organizations.Originality/valueThis paper provides evidence on how HRA is being implemented in large companies, including how HRA leaders are managing its challenges and risks and the impacts it is having on business and employee outcomes.
{"title":"Exploring the phenomenon of HR analytics: a study of challenges, risks and impacts in 40 large companies","authors":"Charles Cayrat, P. Boxall","doi":"10.1108/joepp-08-2021-0238","DOIUrl":"https://doi.org/10.1108/joepp-08-2021-0238","url":null,"abstract":"PurposeThis paper aims to respond to questions being raised about the challenges, risks and impacts of Human Resource Analytics (HRA). Based on a study of 40 companies, it discusses the implications of HRA for practitioners, praxis and practices in HRM and adds to this a concern with whether HRA is enhancing mutuality in employment relationships.Design/methodology/approachUsing an abductive approach, the authors analyzed data from semistructured interviews with an HRA leader or specialist in 40 large organizations.FindingsWhile wrestling with the challenge of data quality and integration, the practice of descriptive analytics is widely adopted in these companies and the majority can demonstrate improvement in the efficiency and effectiveness of HR activities through predictive analytics. The analytical competence of HR specialists is an ongoing issue. While much more research is needed, the companies in the authors’ sample demonstrated some valuable examples of mutual gains from HRA.Practical implicationsEducation in HRA must not only help to raise quantitative competencies among HR specialists but should also help them to ask critical questions about the theoretical propositions and subjective data points being built into HRA. Boundary spanning is important to enable effective HRA and processes for employee voice to be improved. Arguably, the time has come for a more formalized data analytics' strategy in large organizations.Originality/valueThis paper provides evidence on how HRA is being implemented in large companies, including how HRA leaders are managing its challenges and risks and the impacts it is having on business and employee outcomes.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84373115","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-08DOI: 10.1108/joepp-02-2022-0037
S. Perkins, Susan Shortland
PurposeThe purpose of this paper is to explore the social construction of executive pay in the UK via an examination of narratives drawn from the social actors on the front-line of Key Management Personnel (KMP) pay determination.Design/methodology/approachThe authors' qualitative research draws upon in-depth interviews with non-executive directors (NEDs) serving on remuneration committees, institutional investors, and independent pay consultants.FindingsRegulation, market pricing and risk mitigation together with the social processes inherent within discharging corporate governance responsibilities create a status-quo-preserving isomorphic effect, restricting context-sensitive approaches to KMP pay determination.Practical implicationsThe paper informs action by company directors, investors and policy makers to address KMP pay controversies, building shared accountability amongst decision-makers focussed on more strategic context-aligned processes and outcomes.Originality/valueThe authors' analysis illustrates how institutional isomorphism can be applied to analyse social actors' interpretations within KMP pay decision-making. The authors show that normative, coercive and mimetic isomorphic forces must be applied in dynamic interaction to extend the explanatory power of institutional isomorphism through the creation of a “No-Come-In” effect in respect of contemporary KMP pay determination settings.
{"title":"The social construction of executive pay: governance processes and institutional isomorphism","authors":"S. Perkins, Susan Shortland","doi":"10.1108/joepp-02-2022-0037","DOIUrl":"https://doi.org/10.1108/joepp-02-2022-0037","url":null,"abstract":"PurposeThe purpose of this paper is to explore the social construction of executive pay in the UK via an examination of narratives drawn from the social actors on the front-line of Key Management Personnel (KMP) pay determination.Design/methodology/approachThe authors' qualitative research draws upon in-depth interviews with non-executive directors (NEDs) serving on remuneration committees, institutional investors, and independent pay consultants.FindingsRegulation, market pricing and risk mitigation together with the social processes inherent within discharging corporate governance responsibilities create a status-quo-preserving isomorphic effect, restricting context-sensitive approaches to KMP pay determination.Practical implicationsThe paper informs action by company directors, investors and policy makers to address KMP pay controversies, building shared accountability amongst decision-makers focussed on more strategic context-aligned processes and outcomes.Originality/valueThe authors' analysis illustrates how institutional isomorphism can be applied to analyse social actors' interpretations within KMP pay decision-making. The authors show that normative, coercive and mimetic isomorphic forces must be applied in dynamic interaction to extend the explanatory power of institutional isomorphism through the creation of a “No-Come-In” effect in respect of contemporary KMP pay determination settings.","PeriodicalId":51810,"journal":{"name":"Journal of Organizational Effectiveness-People and Performance","volume":null,"pages":null},"PeriodicalIF":3.3,"publicationDate":"2022-07-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79854462","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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