Pub Date : 2022-10-11DOI: 10.1108/ebhrm-10-2021-0225
Um-e-Rubbab, Muhammad Irshad, S. M. M. R. Naqvi
PurposePromotive and prohibitive voice behavior is essential for effective team performance and organizational sustainability. However, the existing literature is limited on the role of team voice in predicting employee voice behavior. The authors proposed that team members' voices serve as a cue for engagement in felt obligation for constructive change, which sets the path for employees' engagement in promotive and prohibitive voice behavior. This study further proposed that supervisor expectation for voice may alter the relationship between team voice and felt obligation for constructive change of employees. The authors' proposed model is based on social information processing theory.Design/methodology/approachThe data were collected from 313 telecommunication sector employees and the companies supervisors through a multi-source time-lagged design. Linear regression analysis and the Preacher and Hayes Process for mediation and moderation were used to test the proposed hypothesis.FindingsThe results support the direct effect of team voice on promotive and prohibitive voice behavior, and the indirect effect of team voice on promotive voice behavior through the mediation of felt obligation for constructive change was also supported. However, mediation of felt obligation for constructive change between team voice and prohibitive voice behavior was not supported. The results also support the moderation of supervisor expectation for voice between team voice and felt obligation for constructive change.Originality/valueFindings of the study may help organizational practitioners and managers about the value of promotive and prohibitive voice behavior for better team functioning through team voice. The study also highlights the importance of supervisor expectations for voice to strengthen the association between team voice and felt obligation for constructive change among employees. Both dimensions of voice behavior, i.e. promotive and prohibitive voice, are crucial for improved organizational functioning and preventing the organization from harm and loss. Organizations should create environments high on voice behavior to remain competitive and meet the challenges of dynamic business environments.
{"title":"Impact of team voice on employee voice behavior: role of felt obligation for constructive change and supervisor expectations for voice","authors":"Um-e-Rubbab, Muhammad Irshad, S. M. M. R. Naqvi","doi":"10.1108/ebhrm-10-2021-0225","DOIUrl":"https://doi.org/10.1108/ebhrm-10-2021-0225","url":null,"abstract":"PurposePromotive and prohibitive voice behavior is essential for effective team performance and organizational sustainability. However, the existing literature is limited on the role of team voice in predicting employee voice behavior. The authors proposed that team members' voices serve as a cue for engagement in felt obligation for constructive change, which sets the path for employees' engagement in promotive and prohibitive voice behavior. This study further proposed that supervisor expectation for voice may alter the relationship between team voice and felt obligation for constructive change of employees. The authors' proposed model is based on social information processing theory.Design/methodology/approachThe data were collected from 313 telecommunication sector employees and the companies supervisors through a multi-source time-lagged design. Linear regression analysis and the Preacher and Hayes Process for mediation and moderation were used to test the proposed hypothesis.FindingsThe results support the direct effect of team voice on promotive and prohibitive voice behavior, and the indirect effect of team voice on promotive voice behavior through the mediation of felt obligation for constructive change was also supported. However, mediation of felt obligation for constructive change between team voice and prohibitive voice behavior was not supported. The results also support the moderation of supervisor expectation for voice between team voice and felt obligation for constructive change.Originality/valueFindings of the study may help organizational practitioners and managers about the value of promotive and prohibitive voice behavior for better team functioning through team voice. The study also highlights the importance of supervisor expectations for voice to strengthen the association between team voice and felt obligation for constructive change among employees. Both dimensions of voice behavior, i.e. promotive and prohibitive voice, are crucial for improved organizational functioning and preventing the organization from harm and loss. Organizations should create environments high on voice behavior to remain competitive and meet the challenges of dynamic business environments.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42317649","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/ebhrm-01-2022-0016
Decha Dechawatanapaisal
PurposeThis study aims to examine the moderating role of perceived supervisor support at the team level on the relationships between meaningful work, job embeddedness, and turnover intention at the individual level.Design/methodology/approachA cross-sectional study was performed in 52 work-units from private general hospitals in Thailand. A total of 719 nurses completed a self-reported questionnaire. The hypotheses were tested through a multilevel approach.FindingsThe results indicate that job embeddedness mediates the relationship between meaningful work and intention to quit, and that perceived supervisor support at the team level reduces turnover intention by reinforcing the impact of meaningful work on job embeddedness.Research limitations/implicationsDespite a possible absence of common method variance, social desirability bias may exist due to a single-source survey data. The generalizability of the findings may be limited due to the nature of the sample, which involved only one industry.Practical implicationsCoaching supervisors on management and communication styles and providing team members with a say in concerns and expectations potentially improve how supervisors can be more supportive toward their respective team members.Originality/valueThe novelty of this study lies in its inclusion of meaningful work and a supportive constituent from team supervisors in the mediational pathway of job embeddedness-turnover model by considering a cross-level perspective.
{"title":"Linking meaningful work and nurse turnover intention: a multilevel modeling","authors":"Decha Dechawatanapaisal","doi":"10.1108/ebhrm-01-2022-0016","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2022-0016","url":null,"abstract":"PurposeThis study aims to examine the moderating role of perceived supervisor support at the team level on the relationships between meaningful work, job embeddedness, and turnover intention at the individual level.Design/methodology/approachA cross-sectional study was performed in 52 work-units from private general hospitals in Thailand. A total of 719 nurses completed a self-reported questionnaire. The hypotheses were tested through a multilevel approach.FindingsThe results indicate that job embeddedness mediates the relationship between meaningful work and intention to quit, and that perceived supervisor support at the team level reduces turnover intention by reinforcing the impact of meaningful work on job embeddedness.Research limitations/implicationsDespite a possible absence of common method variance, social desirability bias may exist due to a single-source survey data. The generalizability of the findings may be limited due to the nature of the sample, which involved only one industry.Practical implicationsCoaching supervisors on management and communication styles and providing team members with a say in concerns and expectations potentially improve how supervisors can be more supportive toward their respective team members.Originality/valueThe novelty of this study lies in its inclusion of meaningful work and a supportive constituent from team supervisors in the mediational pathway of job embeddedness-turnover model by considering a cross-level perspective.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49157816","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 : 2022-10-07DOI: 10.1108/ebhrm-02-2022-0053
K. Dhankhar, Ashutosh Kumar Singh
PurposeDrawing upon the career construction theory, the present study aims to propose and test a mediation model exploring the association among technology readiness, adoption of human resource (HR) analytics by HR professionals, and organizational career growth.Design/methodology/approachA survey has been conducted to collect data from HR professionals (N = 347) working in various industrial sectors in India. The data collected is analyzed for mediation using SPSS PROCESS Macro (Model 4).FindingsThe study provided evidence about the mediating role of individual adoption of HR analytics between technology readiness (motivators, inhibitors) and organization career growth (career goal progress, professional ability development, promotion speed and remuneration growth).Research limitations/implicationsFirstly, the results provide evidence in relation to the career construction theory with respect to adoption of human resource analytics by HR professionals. Secondly, the study findings validate the technology readiness model in the context of adopting HR analytics. Thirdly and most significantly, the study proposes a novel theoretical framework for adoption of HR analytics by HR professionals in organizations.Practical implicationsThe findings imply that HR professionals' technology readiness (motivators and inhibitors) can facilitate better adoption of HR analytics in organizations. Moreover, the adoption of HR analytics shall promote better career growth for HR professionals.Originality/valueThe present study builds and tests a theoretical framework based on technology readiness, individual adoption of HR analytics, and organization career growth. The study is the first of its kind to the best of the authors' knowledge.
{"title":"Employees' adoption of HR analytics – a theoretical framework based on career construction theory","authors":"K. Dhankhar, Ashutosh Kumar Singh","doi":"10.1108/ebhrm-02-2022-0053","DOIUrl":"https://doi.org/10.1108/ebhrm-02-2022-0053","url":null,"abstract":"PurposeDrawing upon the career construction theory, the present study aims to propose and test a mediation model exploring the association among technology readiness, adoption of human resource (HR) analytics by HR professionals, and organizational career growth.Design/methodology/approachA survey has been conducted to collect data from HR professionals (N = 347) working in various industrial sectors in India. The data collected is analyzed for mediation using SPSS PROCESS Macro (Model 4).FindingsThe study provided evidence about the mediating role of individual adoption of HR analytics between technology readiness (motivators, inhibitors) and organization career growth (career goal progress, professional ability development, promotion speed and remuneration growth).Research limitations/implicationsFirstly, the results provide evidence in relation to the career construction theory with respect to adoption of human resource analytics by HR professionals. Secondly, the study findings validate the technology readiness model in the context of adopting HR analytics. Thirdly and most significantly, the study proposes a novel theoretical framework for adoption of HR analytics by HR professionals in organizations.Practical implicationsThe findings imply that HR professionals' technology readiness (motivators and inhibitors) can facilitate better adoption of HR analytics in organizations. Moreover, the adoption of HR analytics shall promote better career growth for HR professionals.Originality/valueThe present study builds and tests a theoretical framework based on technology readiness, individual adoption of HR analytics, and organization career growth. The study is the first of its kind to the best of the authors' knowledge.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-10-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43070321","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 : 2022-10-04DOI: 10.1108/ebhrm-01-2022-0024
S. Chou, Bo Han, C. Ramser
PurposeThis study seeks to examine the effect of work-related boredom and a perceived lack of external stimulation on benevolent and entitled employees' perceived inequity and discretionary workplace behaviors.Design/methodology/approachA total of 668 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. The hypothesized model was tested using a latent growth curve modeling via EQS 6.4 for Windows.FindingsThis study finds the following results. First, benevolent employees who experience higher initial work-related boredom report positive inequity. Second, entitled employees who experience higher initial work-related boredom and a perceived lack of external stimulation report negative inequity. Third, increases in work-related boredom and a perceived lack of external stimulation result in a faster increase in entitled employees' perceived negative inequity. Fourth, entitled employees who perceive higher negative inequity at the initial measurement period report higher interpersonal deviance. Finally, increases in entitled employees' perceived negative inequity result in a faster increase in interpersonal deviance.Originality/valueThis study highlights how employees may assess their effort and rewards when experiencing boredom. This study also offers some practical recommendations that help human resource managers manage boredom in the organization effectively.
{"title":"Impact of boredom on perceived inequity and discretionary behaviors: a latent growth curve approach","authors":"S. Chou, Bo Han, C. Ramser","doi":"10.1108/ebhrm-01-2022-0024","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2022-0024","url":null,"abstract":"PurposeThis study seeks to examine the effect of work-related boredom and a perceived lack of external stimulation on benevolent and entitled employees' perceived inequity and discretionary workplace behaviors.Design/methodology/approachA total of 668 useable three-wave panel data were obtained via Amazon Mechanical Turk during a three-month period. The hypothesized model was tested using a latent growth curve modeling via EQS 6.4 for Windows.FindingsThis study finds the following results. First, benevolent employees who experience higher initial work-related boredom report positive inequity. Second, entitled employees who experience higher initial work-related boredom and a perceived lack of external stimulation report negative inequity. Third, increases in work-related boredom and a perceived lack of external stimulation result in a faster increase in entitled employees' perceived negative inequity. Fourth, entitled employees who perceive higher negative inequity at the initial measurement period report higher interpersonal deviance. Finally, increases in entitled employees' perceived negative inequity result in a faster increase in interpersonal deviance.Originality/valueThis study highlights how employees may assess their effort and rewards when experiencing boredom. This study also offers some practical recommendations that help human resource managers manage boredom in the organization effectively.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44361645","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 : 2022-09-28DOI: 10.1108/ebhrm-05-2021-0106
N. Kaur, Lakhwinder Singh Kang
PurposeDrawing from the gender schema theory and social role theory, the purpose of this study is to assess the gender-congruent nature of organizational citizenship behaviors (OCBs) through the mediating role of gender role orientation (femininity and masculinity) in the relationship between individuals sex and OCB dimensions. It also explores the moderating effect of gender ideology on the influence of sex on the exhibition of gender-congruent OCBs.Design/methodology/approachData were collected in two waves with a time lag of three weeks from frontline employees and their peers working in the Indian private banking sector. PROCESS macro was used to assess the hypothesized relationships.FindingsThe results indicated that femininity mediated the influence of sex on OCBs directed toward co-workers (OCBI). However, the mediating role of femininity was not confirmed in the association between sex and OCBs targeted toward customers (OCBC). Further, masculinity mediated the influence of sex on OCBs directed toward the organization (OCBO). Gender ideology also moderated the relationship between sex and OCBs, such that traditional women displayed more OCBI as compared to egalitarian women, while egalitarian women displayed more OCBC than traditional women. Additionally, traditional men were found to display more OCBO than egalitarian men.Originality/valueThe paper contributes to the existing literature by suggesting that the performance of OCBs depends upon various gender identities, with each gender identity having its own and significant effect on the performance of OCB.
{"title":"The interplay of gendered identities and employees perception of organizational citizenship behavior","authors":"N. Kaur, Lakhwinder Singh Kang","doi":"10.1108/ebhrm-05-2021-0106","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2021-0106","url":null,"abstract":"PurposeDrawing from the gender schema theory and social role theory, the purpose of this study is to assess the gender-congruent nature of organizational citizenship behaviors (OCBs) through the mediating role of gender role orientation (femininity and masculinity) in the relationship between individuals sex and OCB dimensions. It also explores the moderating effect of gender ideology on the influence of sex on the exhibition of gender-congruent OCBs.Design/methodology/approachData were collected in two waves with a time lag of three weeks from frontline employees and their peers working in the Indian private banking sector. PROCESS macro was used to assess the hypothesized relationships.FindingsThe results indicated that femininity mediated the influence of sex on OCBs directed toward co-workers (OCBI). However, the mediating role of femininity was not confirmed in the association between sex and OCBs targeted toward customers (OCBC). Further, masculinity mediated the influence of sex on OCBs directed toward the organization (OCBO). Gender ideology also moderated the relationship between sex and OCBs, such that traditional women displayed more OCBI as compared to egalitarian women, while egalitarian women displayed more OCBC than traditional women. Additionally, traditional men were found to display more OCBO than egalitarian men.Originality/valueThe paper contributes to the existing literature by suggesting that the performance of OCBs depends upon various gender identities, with each gender identity having its own and significant effect on the performance of OCB.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-09-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46630975","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 : 2022-09-22DOI: 10.1108/ebhrm-05-2022-0113
Vic Benuyenah
PurposeTraditional recruitment practices tend to be rigorous, but some of its elements can be improved. The length of applications, missing or unstated salary details and lack of anonymity in some emerging countries' recruitment processes mean that recruitment standards remain questionable and unethical. This paper presents a conceptual discourse on how current recruitment activities can be improved in light of progress made with global Internet infrastructure and CSR standards.Design/methodology/approachThis is primarily a conceptual paper intended to discuss unethical recruitment practices. The author used selected studies and case studies to present the case for improvements in the field of recruitment.FindingsCompared with easy apply options popularised through recruitment websites, organisations continue to favour traditionally lengthy and complicated applications. The incidence of unstated salary, lack of anonymity and poor communication from some recruiters imply that more has to be done in these areas of CSR.Research limitations/implicationsAs with most conceptual papers, this study lacks adequate empirical support. The claims and propositions made are largely based on a scanty number of current research and industry observations.Practical implicationsThis study will have potential application in scenarios where recruiters are seeking to improve their practice; however, the recommendations may not be applicable to all organisations.Social implicationsThe understanding of ethical values and their application to recruitment will vary from culture to culture.Originality/valueThe paper offers a clear path to debating recruitment ethics and improvements in current practices. No known studies have specifically targeted this area of ethical recruitment.
{"title":"Rethinking recruitment ethically through the lens of corporate social responsibility (CSR)","authors":"Vic Benuyenah","doi":"10.1108/ebhrm-05-2022-0113","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2022-0113","url":null,"abstract":"PurposeTraditional recruitment practices tend to be rigorous, but some of its elements can be improved. The length of applications, missing or unstated salary details and lack of anonymity in some emerging countries' recruitment processes mean that recruitment standards remain questionable and unethical. This paper presents a conceptual discourse on how current recruitment activities can be improved in light of progress made with global Internet infrastructure and CSR standards.Design/methodology/approachThis is primarily a conceptual paper intended to discuss unethical recruitment practices. The author used selected studies and case studies to present the case for improvements in the field of recruitment.FindingsCompared with easy apply options popularised through recruitment websites, organisations continue to favour traditionally lengthy and complicated applications. The incidence of unstated salary, lack of anonymity and poor communication from some recruiters imply that more has to be done in these areas of CSR.Research limitations/implicationsAs with most conceptual papers, this study lacks adequate empirical support. The claims and propositions made are largely based on a scanty number of current research and industry observations.Practical implicationsThis study will have potential application in scenarios where recruiters are seeking to improve their practice; however, the recommendations may not be applicable to all organisations.Social implicationsThe understanding of ethical values and their application to recruitment will vary from culture to culture.Originality/valueThe paper offers a clear path to debating recruitment ethics and improvements in current practices. No known studies have specifically targeted this area of ethical recruitment.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41874836","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 : 2022-09-21DOI: 10.1108/ebhrm-07-2021-0139
M. Boulet, Annick Parent-Lamarche
PurposeThe main objective of this study is to scrutinize the relationship between workers' well-being and job performance across sectors during the first lockdown. The authors also aim to examine the indirect effects of satisfaction with work-life balance, reopening of schools after closure, workload and teleworking on performance through well-being.Design/methodology/approachThe authors used a sample of 447 Canadian workers collected online during the first lockdown to perform a series of structural equation models.FindingsThe results show that workers' well-being increases job performance and satisfaction with work-life balance has a positive indirect effect on job performance through well-being in all sectors. This finding suggests that workers' well-being mediates the relationship between satisfaction with work-life balance and performance. However, the reopening of schools, increased workload and teleworking do not have universal effects across sectors.Practical implicationsAll organizations should implement human resources (HR) practices that promote workers' well-being and family-friendly workplaces, especially during the pandemic. Conversely, teleworking has a sector-specific effect that must be considered when implemented.Originality/valueThis study stands out by strengthening the bridge between workers' well-being and job performance. The effects of well-being and satisfaction with work-life balance on job performance are universal, while the impact of reopening of schools, increased workload and teleworking are sector-specific.
{"title":"Workers' well-being and job performance in the context of COVID-19: a sector-specific approach","authors":"M. Boulet, Annick Parent-Lamarche","doi":"10.1108/ebhrm-07-2021-0139","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2021-0139","url":null,"abstract":"PurposeThe main objective of this study is to scrutinize the relationship between workers' well-being and job performance across sectors during the first lockdown. The authors also aim to examine the indirect effects of satisfaction with work-life balance, reopening of schools after closure, workload and teleworking on performance through well-being.Design/methodology/approachThe authors used a sample of 447 Canadian workers collected online during the first lockdown to perform a series of structural equation models.FindingsThe results show that workers' well-being increases job performance and satisfaction with work-life balance has a positive indirect effect on job performance through well-being in all sectors. This finding suggests that workers' well-being mediates the relationship between satisfaction with work-life balance and performance. However, the reopening of schools, increased workload and teleworking do not have universal effects across sectors.Practical implicationsAll organizations should implement human resources (HR) practices that promote workers' well-being and family-friendly workplaces, especially during the pandemic. Conversely, teleworking has a sector-specific effect that must be considered when implemented.Originality/valueThis study stands out by strengthening the bridge between workers' well-being and job performance. The effects of well-being and satisfaction with work-life balance on job performance are universal, while the impact of reopening of schools, increased workload and teleworking are sector-specific.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48573521","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/ebhrm-04-2021-0069
Isis Gutiérrez-Martínez, Antonio Sancho y Maldonado, Rodrigo Costamagna, F. Duhamel
PurposeThis article analyzes the impact of the national culture, the dependence of the sector of activity on human capital, and the multinational character of the firm involved, on the degree of implementation of high performance work practices (HPWPs) in Ibero-American companies.Design/methodology/approachThis quantitative study results from a survey of 614 Ibero-American firms, in 6 different countries. Multiple regressions were performed to test the hypothesis proposed.FindingsHPWPs for employee recruitment and selection have been frequently implemented in Ibero-American countries. Three factors, i.e. national culture, degree of multinationality, and degree of dependence of the sector of activity on human capital, have a strong influence on the degree of implementation of HPWPs in general, at different degrees. For example, recruitment and selection practices are conditioned by the degree of multinationality, individualism, uncertainty avoidance, and power distance, while they are not influenced by masculinity and by the sector of activity.Practical implicationsHR managers must align the design and execution of HPWPs with the national culture, and with the characteristics of the sector of activity, they belong to. Domestic companies should also aspire to achieve the higher standards of multinational companies for specific HPWPs.Originality/valueThis study, to the authors’ best knowledge, is the first to provide insights into the influence of the three factors mentioned above on the degree of implementation of HPWPs in Ibero-American firms, using multiple regression analysis. The authors examine in this article a larger set of HPWPs than does most of the existing empirical literature.
{"title":"Exploring the antecedents of high-performance work practices: empirical evidence from Ibero-America","authors":"Isis Gutiérrez-Martínez, Antonio Sancho y Maldonado, Rodrigo Costamagna, F. Duhamel","doi":"10.1108/ebhrm-04-2021-0069","DOIUrl":"https://doi.org/10.1108/ebhrm-04-2021-0069","url":null,"abstract":"PurposeThis article analyzes the impact of the national culture, the dependence of the sector of activity on human capital, and the multinational character of the firm involved, on the degree of implementation of high performance work practices (HPWPs) in Ibero-American companies.Design/methodology/approachThis quantitative study results from a survey of 614 Ibero-American firms, in 6 different countries. Multiple regressions were performed to test the hypothesis proposed.FindingsHPWPs for employee recruitment and selection have been frequently implemented in Ibero-American countries. Three factors, i.e. national culture, degree of multinationality, and degree of dependence of the sector of activity on human capital, have a strong influence on the degree of implementation of HPWPs in general, at different degrees. For example, recruitment and selection practices are conditioned by the degree of multinationality, individualism, uncertainty avoidance, and power distance, while they are not influenced by masculinity and by the sector of activity.Practical implicationsHR managers must align the design and execution of HPWPs with the national culture, and with the characteristics of the sector of activity, they belong to. Domestic companies should also aspire to achieve the higher standards of multinational companies for specific HPWPs.Originality/valueThis study, to the authors’ best knowledge, is the first to provide insights into the influence of the three factors mentioned above on the degree of implementation of HPWPs in Ibero-American firms, using multiple regression analysis. The authors examine in this article a larger set of HPWPs than does most of the existing empirical literature.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49070369","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 : 2022-09-08DOI: 10.1108/ebhrm-12-2021-0249
Meenal Arora, Anshika Prakash, A. Mittal, Swati Singh
PurposeThis study aimed to evaluate the factors that determine an individual's decision to adopt human resources (HR) analytics. This study attempts to extend Unified Theory of Acceptance and Use of Technology - 2 (UTAUT2) to identify the lag rate in adoption.Design/methodology/approachResponses were obtained from 387 HR employees of the Banking Financial Services and Insurance (BFSI) sector in metropolitan cities of India through nonprobabilistic purposive sampling. The analysis was performed through hierarchical regression, structural equation modeling and moderation of resistance to change.FindingsThe results suggest that performance expectancy, hedonic motivation and data availability are endorsed by proponents of the intention to adopt HR analytics. In contrast, effort expectancy, social influence, quantitative self-efficacy and habits did not influence behavioral intention (BI). Additionally, the actual use behavior (UB) of HR analytics was determined by BI and facilitating conditions. Furthermore, the moderating effect of resistance to change is explored.Practical implicationsThis study makes a significant contribution to the literature on the adoption of HR analytics. By appropriately concentrating on the adoption intention of HR analytics, organizations can intensify healthy employee relationships, thus encouraging the actual usage of HR analytics.Originality/valueThis study formulates a conceptual framework for the adoption of HR analytics that can be used by top management to formulate strategies for the implementation of HR analytics. Moreover, this study aimed to expand UTAUT2, emphasizing the concept of data availability and quantitative self-efficacy and examining the moderating role of resistance to change in the relationship between BI and UB.
{"title":"Moderating role of resistance to change in the actual adoption of HR analytics in the Indian banking and financial services industry","authors":"Meenal Arora, Anshika Prakash, A. Mittal, Swati Singh","doi":"10.1108/ebhrm-12-2021-0249","DOIUrl":"https://doi.org/10.1108/ebhrm-12-2021-0249","url":null,"abstract":"PurposeThis study aimed to evaluate the factors that determine an individual's decision to adopt human resources (HR) analytics. This study attempts to extend Unified Theory of Acceptance and Use of Technology - 2 (UTAUT2) to identify the lag rate in adoption.Design/methodology/approachResponses were obtained from 387 HR employees of the Banking Financial Services and Insurance (BFSI) sector in metropolitan cities of India through nonprobabilistic purposive sampling. The analysis was performed through hierarchical regression, structural equation modeling and moderation of resistance to change.FindingsThe results suggest that performance expectancy, hedonic motivation and data availability are endorsed by proponents of the intention to adopt HR analytics. In contrast, effort expectancy, social influence, quantitative self-efficacy and habits did not influence behavioral intention (BI). Additionally, the actual use behavior (UB) of HR analytics was determined by BI and facilitating conditions. Furthermore, the moderating effect of resistance to change is explored.Practical implicationsThis study makes a significant contribution to the literature on the adoption of HR analytics. By appropriately concentrating on the adoption intention of HR analytics, organizations can intensify healthy employee relationships, thus encouraging the actual usage of HR analytics.Originality/valueThis study formulates a conceptual framework for the adoption of HR analytics that can be used by top management to formulate strategies for the implementation of HR analytics. Moreover, this study aimed to expand UTAUT2, emphasizing the concept of data availability and quantitative self-efficacy and examining the moderating role of resistance to change in the relationship between BI and UB.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-09-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46134765","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 : 2022-09-07DOI: 10.1108/ebhrm-09-2021-0196
K. Kokubun, Misako Yasui
PurposeAs China attracts more and more foreign enterprises today, it is getting more important to consider how to enhance the organizational commitment (OC) of host country employees. This paper aims to examine the differences in the relationship between OC and rewards among Chinese managers and Japanese expatriates who work for Japanese manufacturing companies in China.Design/methodology/approachHierarchical regression analysis was used to analyze survey data gathered from 539 Chinese managers and 354 Japanese expatriates working for a total of 19 Japanese manufacturing companies in China.FindingsThe findings reveal that, for Chinese managers, role clarity had a stronger influence and autonomy had a weaker influence on OC than for Japanese expatriates. A possible reason is the ethnocentric culture of Japanese companies that leads to Japanese expatriates not sufficiently empowering local human resources. Moreover, there was no difference between senior- and junior-level Chinese managers in the association of any kind of reward with OC.Research limitations/implicationsThe most significant limitation concerns its generalizability. The authors recommend that future research use other nations' expatriates as reference groups to objectively clarify the characteristics of Chinese workers, thus testing the validity of this research.Practical implicationsThe results of this research may be used to reshape future human-resource-management practices in several types of the company located in China to facilitate attracting and employing the employees most able to make long-term contributions to the company.Originality/valueAlthough previous research has elucidated OC–rewards relation in particular countries, it has not met the potential requirements of the expatriates who face the difference in OC–rewards relation with host country national managers. In this sense, to the best of the authors’ knowledge, this research was the first attempt to tackle this theme by contributing to the literature.
{"title":"Differences in the organizational-commitment–rewards relationship between Chinese managers and Japanese expatriates in manufacturing companies in China","authors":"K. Kokubun, Misako Yasui","doi":"10.1108/ebhrm-09-2021-0196","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2021-0196","url":null,"abstract":"PurposeAs China attracts more and more foreign enterprises today, it is getting more important to consider how to enhance the organizational commitment (OC) of host country employees. This paper aims to examine the differences in the relationship between OC and rewards among Chinese managers and Japanese expatriates who work for Japanese manufacturing companies in China.Design/methodology/approachHierarchical regression analysis was used to analyze survey data gathered from 539 Chinese managers and 354 Japanese expatriates working for a total of 19 Japanese manufacturing companies in China.FindingsThe findings reveal that, for Chinese managers, role clarity had a stronger influence and autonomy had a weaker influence on OC than for Japanese expatriates. A possible reason is the ethnocentric culture of Japanese companies that leads to Japanese expatriates not sufficiently empowering local human resources. Moreover, there was no difference between senior- and junior-level Chinese managers in the association of any kind of reward with OC.Research limitations/implicationsThe most significant limitation concerns its generalizability. The authors recommend that future research use other nations' expatriates as reference groups to objectively clarify the characteristics of Chinese workers, thus testing the validity of this research.Practical implicationsThe results of this research may be used to reshape future human-resource-management practices in several types of the company located in China to facilitate attracting and employing the employees most able to make long-term contributions to the company.Originality/valueAlthough previous research has elucidated OC–rewards relation in particular countries, it has not met the potential requirements of the expatriates who face the difference in OC–rewards relation with host country national managers. In this sense, to the best of the authors’ knowledge, this research was the first attempt to tackle this theme by contributing to the literature.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6,"publicationDate":"2022-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46283191","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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