Pub Date : 2023-02-08DOI: 10.1108/ebhrm-03-2022-0059
Maman Alimansyah, Yoshi Takahashi
PurposeThis study aims to provide empirical evidence on the impact of different appraisal methods for internal talent selection in talent management practices on non-high potentials' (NHPs) outcomes, including organizational commitment, job satisfaction and intention to leave, drawing on the attribution theory. Furthermore, it examines the moderation of public service motivation (PSM) on this relationship.Design/methodology/approachThe authors conducted a scenario-based survey with a post-test experimental design to analyze the survey result using a sample of 245 NHPs from a public sector organization in Indonesia.FindingsThe appraisal methods affect NHPs' outcomes partially and in an unexpected way. Specifically, the “controllability” of talent selection measurement is not the primary driver in NHPs achieving expected outcomes, though it has been emphasized in the recent literature. PSM partially moderates the relationship between appraisal methods and NHPs' outcomes.Originality/valueThis study advanced the attribution theory by suggesting the “appropriateness” dimension unexplored in the literature, based on the unexpected results of the main relationship.
{"title":"Talent management practices for non-high potentials in the public sector: effect of appraisal methods on work outcomes","authors":"Maman Alimansyah, Yoshi Takahashi","doi":"10.1108/ebhrm-03-2022-0059","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2022-0059","url":null,"abstract":"PurposeThis study aims to provide empirical evidence on the impact of different appraisal methods for internal talent selection in talent management practices on non-high potentials' (NHPs) outcomes, including organizational commitment, job satisfaction and intention to leave, drawing on the attribution theory. Furthermore, it examines the moderation of public service motivation (PSM) on this relationship.Design/methodology/approachThe authors conducted a scenario-based survey with a post-test experimental design to analyze the survey result using a sample of 245 NHPs from a public sector organization in Indonesia.FindingsThe appraisal methods affect NHPs' outcomes partially and in an unexpected way. Specifically, the “controllability” of talent selection measurement is not the primary driver in NHPs achieving expected outcomes, though it has been emphasized in the recent literature. PSM partially moderates the relationship between appraisal methods and NHPs' outcomes.Originality/valueThis study advanced the attribution theory by suggesting the “appropriateness” dimension unexplored in the literature, based on the unexpected results of the main relationship.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2023-02-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"62093547","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 : 2023-02-03DOI: 10.1108/ebhrm-11-2021-0245
Wen-Long Zhuang, Y. Chu, Tsun-Lih Yang, Yu-Ming Chang
PurposeThe purpose of this paper is to investigate the influence of mentoring functions on expatriate voice in multinational enterprises and whether job security plays a mediating role in this relationship.Design/methodology/approachIn total, 300 questionnaires were distributed in this study. Of the 173 responses received, 8 invalid questionnaires were excluded and 165 valid questionnaires were analysed. The effective questionnaire recovery rate was 55.00%.FindingsThe results revealed that the stronger the psychosocial support function, the role modelling function and the career development provided by the mentor, the more would be the expatriate voice behaviour. Furthermore, the psychological support, role model characteristics and career development guidance affect the expatriate voice behaviour through the mediation of job security.Originality/valueFew studies have focussed on the influence of expatriate mentoring functions and job security on expatriate voice. Furthermore, whether the mentoring function affects the job security of expatriates is unknown. The objective of this study is to fill this gap in the literature.
{"title":"Influence of mentoring and job security on expatriate voice","authors":"Wen-Long Zhuang, Y. Chu, Tsun-Lih Yang, Yu-Ming Chang","doi":"10.1108/ebhrm-11-2021-0245","DOIUrl":"https://doi.org/10.1108/ebhrm-11-2021-0245","url":null,"abstract":"PurposeThe purpose of this paper is to investigate the influence of mentoring functions on expatriate voice in multinational enterprises and whether job security plays a mediating role in this relationship.Design/methodology/approachIn total, 300 questionnaires were distributed in this study. Of the 173 responses received, 8 invalid questionnaires were excluded and 165 valid questionnaires were analysed. The effective questionnaire recovery rate was 55.00%.FindingsThe results revealed that the stronger the psychosocial support function, the role modelling function and the career development provided by the mentor, the more would be the expatriate voice behaviour. Furthermore, the psychological support, role model characteristics and career development guidance affect the expatriate voice behaviour through the mediation of job security.Originality/valueFew studies have focussed on the influence of expatriate mentoring functions and job security on expatriate voice. Furthermore, whether the mentoring function affects the job security of expatriates is unknown. The objective of this study is to fill this gap in the literature.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2023-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41440401","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 : 2023-02-01DOI: 10.1108/ebhrm-03-2022-0073
Riann Singh
PurposeThis study takes a unique perspective on the role of psychological contract breach, turnover intentions and off-the-job embeddedness in influencing the behavior of reluctant stayers. More specifically, reluctant stayers are defined as employees who are high on turnover intentions and off-the-job embeddedness. It proposes that employees who perceive psychological contract breaches are more likely to develop turnover intentions. Such breaches are expected to indirectly spur organizational deviance, with turnover intentions as the mediator. Finally, a moderated-mediation model is proposed where off-the-job embeddedness is expected to moderate the relationship between turnover intentions and organizational deviance.Design/methodology/approachData were collected from 231 employees across the energy sector within the Caribbean nation of Trinidad, using a two-wave research design and a path-analytic approach.FindingsThe findings provide support for the propositions that perceived psychological contract breach predicts turnover intentions and that turnover intentions mediate the contract breach–organizational deviance relationship. Further, the proposition that off-the-job embeddedness moderates the relationship between turnover intentions and organizational deviance was supported by the sample data. Consequently, reluctant stayers (employees with high turnover intentions and high off-the-job embeddedness) responded to perceived psychological contract breach with higher levels of organizational deviance when they were more deeply embedded.Originality/valueLimited studies have explored the behaviors of reluctant stayers, and hence this study adds to research on this emerging classification of employees. Furthermore, no study has yet explored the role of high turnover intentions and off-the-job embeddedness in creating reluctant stayers.
{"title":"“My contract is breached, and I want to leave, but I am embedded!” how do reluctant stayers respond?","authors":"Riann Singh","doi":"10.1108/ebhrm-03-2022-0073","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2022-0073","url":null,"abstract":"PurposeThis study takes a unique perspective on the role of psychological contract breach, turnover intentions and off-the-job embeddedness in influencing the behavior of reluctant stayers. More specifically, reluctant stayers are defined as employees who are high on turnover intentions and off-the-job embeddedness. It proposes that employees who perceive psychological contract breaches are more likely to develop turnover intentions. Such breaches are expected to indirectly spur organizational deviance, with turnover intentions as the mediator. Finally, a moderated-mediation model is proposed where off-the-job embeddedness is expected to moderate the relationship between turnover intentions and organizational deviance.Design/methodology/approachData were collected from 231 employees across the energy sector within the Caribbean nation of Trinidad, using a two-wave research design and a path-analytic approach.FindingsThe findings provide support for the propositions that perceived psychological contract breach predicts turnover intentions and that turnover intentions mediate the contract breach–organizational deviance relationship. Further, the proposition that off-the-job embeddedness moderates the relationship between turnover intentions and organizational deviance was supported by the sample data. Consequently, reluctant stayers (employees with high turnover intentions and high off-the-job embeddedness) responded to perceived psychological contract breach with higher levels of organizational deviance when they were more deeply embedded.Originality/valueLimited studies have explored the behaviors of reluctant stayers, and hence this study adds to research on this emerging classification of employees. Furthermore, no study has yet explored the role of high turnover intentions and off-the-job embeddedness in creating reluctant stayers.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2023-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43719369","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 : 2023-01-17DOI: 10.1108/ebhrm-01-2022-0008
Muhammad Imran, Ambreen Sarwar, T. Fatima, Syed Muhammad Javed Iqbal
PurposeIn the current dynamic world, organizations required rapid changes to meet the increasing demands of their customers. On the other hand, the practice side claims that the majority of the organizational change attempts fail due to resistance from the employee side. Based on the behavioral theory of leadership, the authors examined the relationship between ethical leadership and organizational change with moderated mediation effect of behavioral resistance to change and commitment to change on the stated relationship.Design/methodology/approachData were obtained from 333 employees, selected at random, in three waves (i.e. pre-change, during change and post-change) using survey methods from services sector organizations operating in Pakistan.FindingsThe authors found that ethical leadership was positively linked to organizational change and this relation was partially mediated by the commitment to change. Further, behavioral resistance to change weakened the relationship between ethical leadership and commitment to change.Practical implicationsThe current study illuminates the importance of ethical leaders in the organizational change process, and empirical findings also gave an important direction to build change commitment in employees to reach positive results. Further, change leaders should use ethical practices in the workplace during organizational change initiatives to deal with behavioral resistance to change.Originality/valueThis study links ethical leadership with organizational change using the behavioral theory of leadership, an unexplored area in the existing literature that gives a new insight to academia and practice side officials to successfully implement any organizational change initiative.
{"title":"I value ethics, do you? An employee-oriented perspective on ethical leadership and organizational change","authors":"Muhammad Imran, Ambreen Sarwar, T. Fatima, Syed Muhammad Javed Iqbal","doi":"10.1108/ebhrm-01-2022-0008","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2022-0008","url":null,"abstract":"PurposeIn the current dynamic world, organizations required rapid changes to meet the increasing demands of their customers. On the other hand, the practice side claims that the majority of the organizational change attempts fail due to resistance from the employee side. Based on the behavioral theory of leadership, the authors examined the relationship between ethical leadership and organizational change with moderated mediation effect of behavioral resistance to change and commitment to change on the stated relationship.Design/methodology/approachData were obtained from 333 employees, selected at random, in three waves (i.e. pre-change, during change and post-change) using survey methods from services sector organizations operating in Pakistan.FindingsThe authors found that ethical leadership was positively linked to organizational change and this relation was partially mediated by the commitment to change. Further, behavioral resistance to change weakened the relationship between ethical leadership and commitment to change.Practical implicationsThe current study illuminates the importance of ethical leaders in the organizational change process, and empirical findings also gave an important direction to build change commitment in employees to reach positive results. Further, change leaders should use ethical practices in the workplace during organizational change initiatives to deal with behavioral resistance to change.Originality/valueThis study links ethical leadership with organizational change using the behavioral theory of leadership, an unexplored area in the existing literature that gives a new insight to academia and practice side officials to successfully implement any organizational change initiative.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2023-01-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43360023","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 : 2023-01-16DOI: 10.1108/ebhrm-07-2021-0142
Nagendra Singh Nehra, Shilpi Sarna, J. Kumar, Sonia R. Singh, Mrunal Mahendra Marne, Ashutosh Pandey
PurposeThis paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment and job crafting behaviours in predicting intrinsic motivation through emotional stability. It was hypothesized that emotionally stable employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated.Design/methodology/approachThe sample comprised 396 employees, who are employed in different organizations across India. To test the hypotheses, the authors conducted structural equation modelling on SPSS AMOS 22.FindingsThe results highlight the partial mediating role of emotional stability in the association of psychological detachment with intrinsic motivation as well as the fully mediating role between job crating and intrinsic motivation.Research limitations/implicationsThe study is conducted in a non-western collectivist culture and it makes significant contribution to the available literature on intrinsic motivation by proving that psychological detachment and job crafting act as predictor and highlighting the psychological state through emotional stability. The study further adds toward theory building around the construct of emotional stability, as it is still in its infancy.Practical implicationsThis study has depicted that emotionally stable employees who are psychologically detached and have proactive job crafting behaviour can achieve higher intrinsic motivation.Originality/valueOn the basis of the recovery process (i.e. the effort-recovery model), the broaden and build theory and self-determination theory (SDT), this paper demonstrates that emotional stability plays the role of mediator that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employees.
{"title":"Can intrinsic motivation be attained through psychological detachment and job crafting: the mediating role of emotional stability","authors":"Nagendra Singh Nehra, Shilpi Sarna, J. Kumar, Sonia R. Singh, Mrunal Mahendra Marne, Ashutosh Pandey","doi":"10.1108/ebhrm-07-2021-0142","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2021-0142","url":null,"abstract":"PurposeThis paper conceptualizes the broaden-build and self-determination theories that act as the major theoretical framework to investigate the role of psychological detachment and job crafting behaviours in predicting intrinsic motivation through emotional stability. It was hypothesized that emotionally stable employees are better able to detach themselves from work and craft their job according to their preference and abilities, which would inculcate experience and make them intrinsically motivated.Design/methodology/approachThe sample comprised 396 employees, who are employed in different organizations across India. To test the hypotheses, the authors conducted structural equation modelling on SPSS AMOS 22.FindingsThe results highlight the partial mediating role of emotional stability in the association of psychological detachment with intrinsic motivation as well as the fully mediating role between job crating and intrinsic motivation.Research limitations/implicationsThe study is conducted in a non-western collectivist culture and it makes significant contribution to the available literature on intrinsic motivation by proving that psychological detachment and job crafting act as predictor and highlighting the psychological state through emotional stability. The study further adds toward theory building around the construct of emotional stability, as it is still in its infancy.Practical implicationsThis study has depicted that emotionally stable employees who are psychologically detached and have proactive job crafting behaviour can achieve higher intrinsic motivation.Originality/valueOn the basis of the recovery process (i.e. the effort-recovery model), the broaden and build theory and self-determination theory (SDT), this paper demonstrates that emotional stability plays the role of mediator that drives psychological detachment and encourages job crafting, which has the ability to intrinsically motivate the employees.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2023-01-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48955186","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 : 2022-12-27DOI: 10.1108/ebhrm-12-2021-0251
C. Bandyopadhyay, Kailash B. L. Srivastava
PurposeThe study examined the relationship between human resource (HR) signals and intent to stay (ITS) in an attributional framework. It also investigated the mediating role of psychological contract fulfillment in the relationship between the strength of HR signal and ITS.Design/methodology/approachThe data were collected from 460 managers in the manufacturing sector from eastern India using a structured questionnaire. The study adopted a mediated structural equation model to test the model fit and hypotheses.FindingsThe study confirmed the relationship between the strength of the H R signal and the ITS, and the mediating role of psychological contract fulfillment between the strengths of HR signals and ITS. The study indicates a positive role of the psychological contract fulfillment in strengthening the effect of HR signals on ITS.Originality/valueThe study adds to the body of knowledge by confirming a signaling role of HR practices within the firm having the attributional ability. It also indicates the role of psychological contract fulfillment in employee retention.
{"title":"Strength of HR signals and intent to stay: mediating role of psychological contract fulfillment","authors":"C. Bandyopadhyay, Kailash B. L. Srivastava","doi":"10.1108/ebhrm-12-2021-0251","DOIUrl":"https://doi.org/10.1108/ebhrm-12-2021-0251","url":null,"abstract":"PurposeThe study examined the relationship between human resource (HR) signals and intent to stay (ITS) in an attributional framework. It also investigated the mediating role of psychological contract fulfillment in the relationship between the strength of HR signal and ITS.Design/methodology/approachThe data were collected from 460 managers in the manufacturing sector from eastern India using a structured questionnaire. The study adopted a mediated structural equation model to test the model fit and hypotheses.FindingsThe study confirmed the relationship between the strength of the H R signal and the ITS, and the mediating role of psychological contract fulfillment between the strengths of HR signals and ITS. The study indicates a positive role of the psychological contract fulfillment in strengthening the effect of HR signals on ITS.Originality/valueThe study adds to the body of knowledge by confirming a signaling role of HR practices within the firm having the attributional ability. It also indicates the role of psychological contract fulfillment in employee retention.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-12-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46411313","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 : 2022-12-26DOI: 10.1108/ebhrm-07-2022-0171
Marc R. H. Roedenbeck, Petra Poljsak-Rosinski
PurposeThis study investigates whether the artificial neural network approach, when used on a large organizational soft HR performance dataset, results in a better (R2/RMSE) model compared to the linear regression. With the use of predictive modelling, a more informed base for managerial decision making within soft HR performance management is offered.Design/methodology/approachThe study builds on a dataset (n > 43 k) stemming from an annual employee MNC survey. It covers several soft HR performance drivers and outcomes (such as engagement, satisfaction and others) that either have evidence of a dual-role nature or non-linear relationships. This study applies the framework for artificial neural network analysis in organization research (Scarborough and Somers, 2006).FindingsThe analysis reveals a substantial artificial neural network model performance (R2 > 0.75) with an excellent fit statistic (nRMSE <0.10) and all drivers have the same relative importance (RMI [0.102; 0.125]). This predictive analysis revealed that the organization has to increase six of the drivers, keep two on the same level and decrease one.Originality/valueUp to date, this study uses the largest dataset in soft HR performance management. Additionally, the predictive results reveal that specific target values lay below the current levels to achieve optimal performance.
目的:本研究探讨人工神经网络方法在大型组织软人力资源绩效数据集上使用时，是否比线性回归产生更好的(R2/RMSE)模型。通过使用预测模型，为软人力资源绩效管理中的管理决策提供了更明智的基础。设计/方法/方法本研究建立在一个来自跨国公司年度员工调查的数据集(10万至43万)上。它涵盖了几个软人力资源绩效驱动因素和结果(如敬业度、满意度等)，这些因素要么具有双重角色性质，要么具有非线性关系。本研究将人工神经网络分析框架应用于组织研究(Scarborough and Somers, 2006)。分析结果表明，人工神经网络模型具有良好的拟合统计量(nRMSE <0.10)，且所有驱动因素具有相同的相对重要性(RMI [0.102;0.125])。这种预测分析表明，该组织必须增加六个驱动程序，保持两个相同的水平，减少一个。迄今为止，本研究使用了软人力资源绩效管理领域最大的数据集。此外，预测结果显示，特定的目标值低于当前水平，以实现最佳性能。
{"title":"Artificial neural network in soft HR performance management: new insights from a large organizational dataset","authors":"Marc R. H. Roedenbeck, Petra Poljsak-Rosinski","doi":"10.1108/ebhrm-07-2022-0171","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2022-0171","url":null,"abstract":"PurposeThis study investigates whether the artificial neural network approach, when used on a large organizational soft HR performance dataset, results in a better (R2/RMSE) model compared to the linear regression. With the use of predictive modelling, a more informed base for managerial decision making within soft HR performance management is offered.Design/methodology/approachThe study builds on a dataset (n > 43 k) stemming from an annual employee MNC survey. It covers several soft HR performance drivers and outcomes (such as engagement, satisfaction and others) that either have evidence of a dual-role nature or non-linear relationships. This study applies the framework for artificial neural network analysis in organization research (Scarborough and Somers, 2006).FindingsThe analysis reveals a substantial artificial neural network model performance (R2 > 0.75) with an excellent fit statistic (nRMSE <0.10) and all drivers have the same relative importance (RMI [0.102; 0.125]). This predictive analysis revealed that the organization has to increase six of the drivers, keep two on the same level and decrease one.Originality/valueUp to date, this study uses the largest dataset in soft HR performance management. Additionally, the predictive results reveal that specific target values lay below the current levels to achieve optimal performance.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48729910","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 : 2022-12-23DOI: 10.1108/ebhrm-11-2021-0240
Paul V. Maria Tresita, Nimitha Aboobaker, U. Devi
PurposeThis study investigates the relationship between family incivility (FI) and burnout in line with the conservation of resources theory and work–home resources model. The authors also examine the conditional indirect effects of psychological capital (PsyCap) and life satisfaction (LS) in the aforementioned relationship. The purpose of this paper is to address these issues.Design/methodology/approachData were collected using a time-lagged methodological design by administering a structured questionnaire among 296 rural doctors. The collected data were analyzed using PROCESS macro in Statistical Package for the Social Sciences (SPSS) 23.FindingsThe study indicates that FI is an emotional home demand and influences burnout at the workplace through the depletion of LS. At the same time, PsyCap proves to be a vital resource that mitigates the adverse effects of FI and burnout.Research limitations/implicationsThis study adds to the work–family and well-being literature by exploring the underlying mechanism through which FI connects to different outcomes. The implications of these findings for applications and extension of the work–home resources model to the family domain is elaborated in detail.Originality/valueThis study is among the first to empirically substantiate the long-term adverse consequences of FI and its potential for negatively affecting the work domain by inducing long-term psychological disorder “burnout.”
{"title":"Family incivility and burnout: a moderated mediation model of life satisfaction and psychological capital","authors":"Paul V. Maria Tresita, Nimitha Aboobaker, U. Devi","doi":"10.1108/ebhrm-11-2021-0240","DOIUrl":"https://doi.org/10.1108/ebhrm-11-2021-0240","url":null,"abstract":"PurposeThis study investigates the relationship between family incivility (FI) and burnout in line with the conservation of resources theory and work–home resources model. The authors also examine the conditional indirect effects of psychological capital (PsyCap) and life satisfaction (LS) in the aforementioned relationship. The purpose of this paper is to address these issues.Design/methodology/approachData were collected using a time-lagged methodological design by administering a structured questionnaire among 296 rural doctors. The collected data were analyzed using PROCESS macro in Statistical Package for the Social Sciences (SPSS) 23.FindingsThe study indicates that FI is an emotional home demand and influences burnout at the workplace through the depletion of LS. At the same time, PsyCap proves to be a vital resource that mitigates the adverse effects of FI and burnout.Research limitations/implicationsThis study adds to the work–family and well-being literature by exploring the underlying mechanism through which FI connects to different outcomes. The implications of these findings for applications and extension of the work–home resources model to the family domain is elaborated in detail.Originality/valueThis study is among the first to empirically substantiate the long-term adverse consequences of FI and its potential for negatively affecting the work domain by inducing long-term psychological disorder “burnout.”","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-12-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44575978","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 : 2022-12-16DOI: 10.1108/ebhrm-07-2022-0160
Z. Parray, Tanveer Ahmad Shah, Shahbaz Ul Islam
PurposeThe major goal of this research is to examine the work-life balance as a mediating factor in the association between psychological capital and employee attitudes including job satisfaction, organizational commitment and turnover intentions.Design/methodology/approachThe authors gathered data from prestigious healthcare institutes in North Indian states to test the suggested study model. Data were gathered from 613 personnel employed in public and private healthcare organizations via an online Google form. Structural Equation Modelling (SEM) was applied for analyzing the data.FindingsThe findings validated the expected relations, demonstrating that the association between psychological capital and employee job attitudes is completely mediated by work-life balance.Research limitations/implicationsThis research study used cross-sectional data, which fall short of meeting the requirement for proving causation.Practical implicationsThe findings of this study will help organizations and practitioners, particularly healthcare administrators and policymakers, better recognize the value of psychological capital and work-life balance, and how they impact job attitudes.Originality/valueThis research study added to the existing self-determination theory (SDT) model developed by Deci et al. (2017) by incorporating psychological capital and work-life balance as autonomous intrinsic and workplace context factors, respectively, into the SDT model to study work behaviors in terms of job outcomes. In addition, the study added to the existing body of knowledge in organizational behavior literature about the role of mediating variables in understanding the indirect effect of personal resources on job attitudes.
{"title":"Psychological capital and employee job attitudes: the critical significance of work-life balance","authors":"Z. Parray, Tanveer Ahmad Shah, Shahbaz Ul Islam","doi":"10.1108/ebhrm-07-2022-0160","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2022-0160","url":null,"abstract":"PurposeThe major goal of this research is to examine the work-life balance as a mediating factor in the association between psychological capital and employee attitudes including job satisfaction, organizational commitment and turnover intentions.Design/methodology/approachThe authors gathered data from prestigious healthcare institutes in North Indian states to test the suggested study model. Data were gathered from 613 personnel employed in public and private healthcare organizations via an online Google form. Structural Equation Modelling (SEM) was applied for analyzing the data.FindingsThe findings validated the expected relations, demonstrating that the association between psychological capital and employee job attitudes is completely mediated by work-life balance.Research limitations/implicationsThis research study used cross-sectional data, which fall short of meeting the requirement for proving causation.Practical implicationsThe findings of this study will help organizations and practitioners, particularly healthcare administrators and policymakers, better recognize the value of psychological capital and work-life balance, and how they impact job attitudes.Originality/valueThis research study added to the existing self-determination theory (SDT) model developed by Deci et al. (2017) by incorporating psychological capital and work-life balance as autonomous intrinsic and workplace context factors, respectively, into the SDT model to study work behaviors in terms of job outcomes. In addition, the study added to the existing body of knowledge in organizational behavior literature about the role of mediating variables in understanding the indirect effect of personal resources on job attitudes.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-12-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44808405","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/ebhrm-04-2021-0064
K. Kusumawardani, M. J. Arquisola, G. Amin, Meta Restiawati
PurposeCOVID-19 pandemic underlines the need for effective leadership to resolve the crisis. This study aims to examine the impact of inclusive leadership on safety behaviours via the mediating role of the safety climate.Design/methodology/approachThis research studied and compared two of the industries most affected by the pandemic, specifically banking and education. The questionnaire was undertaken among 111 from the education sector and 159 from the banking sector. Structural equation modelling – partial least square (SEM – PLS) was used to analyse the results.FindingsThe study suggested that inclusive behaviour shaped the safety behaviours among employees through the safety climate. However, the influence of inclusive leadership on the safety environment and safety behaviours of education staff in the company was not as powerful as in the banking sector.Practical implicationsThere's a connection between inclusive leadership and worker protection. Besides, inclusive leadership and its effect on safety behaviour are culturally based. High levels of collectivism encourage leaders to care deeply for their employees' well-being, as demonstrated in this study by the promotion of a healthy working atmosphere, especially in times of crisis.Originality/valueThis research potentially adds to the current literature on leadership and safety behaviour and offers valuable management recommendations.
{"title":"Inclusive leadership and workers' safety behaviour during Covid-19 pandemic","authors":"K. Kusumawardani, M. J. Arquisola, G. Amin, Meta Restiawati","doi":"10.1108/ebhrm-04-2021-0064","DOIUrl":"https://doi.org/10.1108/ebhrm-04-2021-0064","url":null,"abstract":"PurposeCOVID-19 pandemic underlines the need for effective leadership to resolve the crisis. This study aims to examine the impact of inclusive leadership on safety behaviours via the mediating role of the safety climate.Design/methodology/approachThis research studied and compared two of the industries most affected by the pandemic, specifically banking and education. The questionnaire was undertaken among 111 from the education sector and 159 from the banking sector. Structural equation modelling – partial least square (SEM – PLS) was used to analyse the results.FindingsThe study suggested that inclusive behaviour shaped the safety behaviours among employees through the safety climate. However, the influence of inclusive leadership on the safety environment and safety behaviours of education staff in the company was not as powerful as in the banking sector.Practical implicationsThere's a connection between inclusive leadership and worker protection. Besides, inclusive leadership and its effect on safety behaviour are culturally based. High levels of collectivism encourage leaders to care deeply for their employees' well-being, as demonstrated in this study by the promotion of a healthy working atmosphere, especially in times of crisis.Originality/valueThis research potentially adds to the current literature on leadership and safety behaviour and offers valuable management recommendations.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44337272","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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