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Article
Publication date: 26 February 2025

James A. Busser, Lenna V. Shulga and Jeffrey Yedlin

This study aims to investigate the factors influencing service employee work and personal well-being affecting their intention to leave the organization. This research explored…

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Abstract

Purpose

This study aims to investigate the factors influencing service employee work and personal well-being affecting their intention to leave the organization. This research explored the effects of service climate, resilience and workplace well-being (WWB) on service employee perceptions of subjective well-being and turnover intention. PERMA framework of individual flourishing and well-being (Seligman, 2011) was used to measure employee WWB and reflected their positive emotions, engagement, relationships, meaning and accomplishment.

Design/methodology/approach

Service employees (n = 250) completed an online self-administered survey. partial least squares structural equation (PLS-SEM) modeling and multi-group analysis (PLS-MGA) were utilized to test how gender differences influenced personal and organizational factors, and their impacts on PERMA dimensions and outcomes.

Findings

Results revealed a significant effect of service climate and resilience on PERMA. Only service employee work-meaning positively influenced SWB and negatively turnover intention. Examining each dimension of employee engagement showed similar impacts of service climate and resilience for both men and women, while absorption increased turnover intention for men.

Originality/value

To the best of the authors’ knowledge, this study is one of the first to test the PERMA framework as service employee WWB. The study advances the employee well-being line of research by exploring the impacts of service climate and resilience on PERMA dimensions. The PERMA framework was extended to examine three sub-dimensions of employee engagement as unique PERMA dimensions. This study advances the limited knowledge of how work and personal factors affect service employees’ work and subjective well-being from a gender perspective.

Details

Journal of Service Theory and Practice, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2055-6225

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Publication date: 28 November 2024

Olga Suhomlinova and Saoirse Caitlin O'Shea

Abstract

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Transgender and Non-binary Prisoners' Experiences in England and Wales
Type: Book
ISBN: 978-1-80071-045-0

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Article
Publication date: 17 December 2024

Joel Owen, Laura Biggart, Paul Fisher, Analtina Figueredo, Sharif Al-Rousi, James Colvin-Jarvis, Euan Williamson and Kristy Sanderson

This systematic review aims to identify what works for psychological interventions or teaching strategies designed to improve wellbeing in psychological therapy trainees (PTTs).

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Abstract

Purpose

This systematic review aims to identify what works for psychological interventions or teaching strategies designed to improve wellbeing in psychological therapy trainees (PTTs).

Design/methodology/approach

A systematic review was conducted in keeping with best-practice guidelines. The protocol for the review was registered prospectively on PROSPERO.

Findings

Seventy studies were included in the review. The balance of evidence across quantitative, qualitative and mixed-methods studies cautiously suggests that interventions designed to improve PTT wellbeing may be of value. Novel findings regarding barriers and facilitators of successful intervention were identified. Particularly notable in this regard was the finding that providing trainees with a degree of choice or control over elements of the intervention appeared to be an important facilitator of success. Importantly, however, the review identified a number of methodological weaknesses in the literature, undermining the certainty of findings. More high-quality research is needed to answer the questions of the review decisively.

Practical implications

Evidence tentatively suggests that interventions to support trainee wellbeing are often received well by trainees and are frequently perceived by trainees as beneficial. Providing trainees with some degree of choice or control regarding how to engage with wellbeing interventions during training may be important.

Originality/value

To the best of the authors’ knowledge, this is the first review to systematically identify and synthesise findings on this important topic.

Details

The Journal of Mental Health Training, Education and Practice, vol. 20 no. 1
Type: Research Article
ISSN: 1755-6228

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Article
Publication date: 17 January 2023

James M. Crick, Dave Crick and Giulio Ferrigno

Guided by resource-based theory, this study unpacks the relationship between an export entrepreneurial marketing orientation (EMO) and export performance. This is undertaken by…

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Abstract

Purpose

Guided by resource-based theory, this study unpacks the relationship between an export entrepreneurial marketing orientation (EMO) and export performance. This is undertaken by investigating quadratic effects and the moderating role of export coopetition (cooperation amongst competitors in an international arena).

Design/methodology/approach

Survey responses were collected from a sample of 282 smaller-sized wine producers in Italy. This empirical context was ideal, as it hosted varying degrees of the constructs within the conceptual model. Put another way, it was suitable to test the underlying issues for theorising purposes. The hypotheses and control paths were tested through a three-step hierarchical regression analysis.

Findings

An export EMO had a non-linear (inverted U-shaped) association with export performance. Furthermore, this link was positively moderated by export coopetition. With too little of an export EMO, small enterprises might struggle to create value for their overseas customers. With too much of an export EMO, owner-managers could experience harmful performance outcomes. By cooperating with appropriate industry rivals, small companies can acquire new resources, capabilities and opportunities to help them to boost their export performance. That is, export coopetition can stabilise some of the potential dangers of employing an export EMO.

Originality/value

The empirical findings signified that an export EMO has potential dark-sides if these firm-wide behaviours are not implemented effectively. Nevertheless, cooperating with competitors in export markets can alleviate some of these concerns. Collectively, unique insights have emerged, whereby entrepreneurs are advantaged by being strategically flexible and collaborating with appropriate key stakeholders to enhance their export performance.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 31 no. 2/3
Type: Research Article
ISSN: 1355-2554

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Article
Publication date: 15 January 2025

Clinton T. Purtell, Ila Manuj, Terrance L. Pohlen, Vipul Garg, Jamie Porchia and Michael James Hill

This paper investigates the integration of middle mile drones (MMD) into logistics operations, addressing two key questions: (1) What are the drivers, financial implications and…

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Abstract

Purpose

This paper investigates the integration of middle mile drones (MMD) into logistics operations, addressing two key questions: (1) What are the drivers, financial implications and upcoming innovations associated with integrating drones into MM logistics? and (2) What challenges need to be overcome for successful implementation of drones in MM logistics?

Design/methodology/approach

The study combines expertise from an industry professional with over ten years of experience in drone operations and logistics applications, along with insights gained from discussions with 33 industry executives.

Findings

The research identifies several unique advantages of integrating drones into MM logistics, including their potential to improve operational efficiency in challenging environments. However, significant challenges related to scalability, evolving airframe designs and operational constraints remain. Early-stage use cases demonstrate the viability of MMD technologies in lower-risk logistics environments, but broader implementation requires overcoming the identified challenges.

Research limitations/implications

As MMD logistics is a nascent field, the study is exploratory and based on early-stage use cases and expert discussions. The limited scope of practical implementations may restrict the generalizability of the findings. Future research should focus on larger-scale operations and empirical studies of MMD integration in diverse logistics contexts.

Practical implications

The findings offer valuable insights for practitioners related to the costs, benefits and challenges of integrating drones into logistics operations and for policymakers related to societal implications, workforce development, privacy and safety concerns, and environmental impact.

Originality/value

This paper contributes to the evolving understanding of drone applications in MM logistics by presenting early use cases and identifying both challenges and opportunities for MMD technology and offers a foundation for future research and practice in this emerging domain.

Details

International Journal of Physical Distribution & Logistics Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0960-0035

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Article
Publication date: 2 April 2024

Komal Sharma and Sarita Sood

Despite a variety of theoretical and empirical studies on work engagement (WE), few have explored the role of individual-level factors. Underpinned by person-environment fit (PEF…

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Abstract

Purpose

Despite a variety of theoretical and empirical studies on work engagement (WE), few have explored the role of individual-level factors. Underpinned by person-environment fit (PEF) and self-determination theory (SDT), the present study aims to pinpoint the fundamental process driving the relationship between WE and perceived fit (PF).

Design/methodology/approach

Using the survey method, data were collected from 263 college teachers. Confirmatory factor analysis (CFA) and structural equation modeling were applied to test the serial mediation paradigm.

Findings

The results of the study accentuate crafting as an important mediator between PF and WE. The current study does not support the mediating role of authentic living between PF and WE. Both authentic living and job crafting (JC) mediate the PF and WE relationship. Employees’ sense of congruence promotes living authentically and JC, resulting in WE.

Practical implications

The WE of employees is harnessed if they get an opportunity to practice authenticity. Authentic employees feel compelled to bring change to the job so that it is in alignment with their core values, thus resulting in WE. The organizations that create a culture in which the administrators allow the practice of individual-factors, namely authentic living, and JC successfully fosters WE.

Originality/value

The variables presented in the serial mediation model explain the underlying mechanisms between PF and WE. This is among the very few studies that explore the individual-level factors that boost individual levels of WE among teachers. Therefore, it adds to the literature on WE.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 12 no. 4
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 26 December 2024

Weisha Wang, Wentong Liu, Haiming Hang and Zhifeng Chen

Esports is emerging as a global sensation, yet its distinctive nature complicates our understanding of players' motivations. This study leverages self-hierarchy and…

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Abstract

Purpose

Esports is emerging as a global sensation, yet its distinctive nature complicates our understanding of players' motivations. This study leverages self-hierarchy and self-determination theories to examine the motivations that define players at individual, relational, and community levels, seeking to identify which motivations are most valued.

Design/methodology/approach

A mixed-method approach was employed, focusing on Honor of Kings esports players in China to explore the answers to the research questions. First, semi-structured interviews were conducted to uncover self-definitional motivations at various levels. Second, a quantitative study was conducted with 607 regular Honor of Kings players to empirically examine the effects of the identified motivations on satisfaction.

Findings

The qualitative and quantitative data results reveal that self-efficacy and self-worth at the individual level, recognition and emotional attachment from close others at the relational-self level, and cocreation and belongingness at the collective level positively influence game satisfaction. More importantly, self-definitional motivations at the relational level are valued the most. Additionally, identification with a game character moderates the effects of self-definitional motivation at the collective level and emotional attachment at the relational-self level.

Originality/value

This research delves into players' motivations for engaging with Honor of Kings, anchored in self-hierarchy and self-determination theories. It uncovers that motivations rooted in different aspects of self-identity have distinct associations with players’ satisfaction level. This suggests a vital strategy for game designers and operators to adopt: to enhance player satisfaction, they should specifically address and emphasize the aspects of self-identity that matter most to their audience.

Details

Internet Research, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1066-2243

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Article
Publication date: 13 August 2024

Julia Vasconcelos Furtado, Antonio Carrizo Moreira, Ricardo Gouveia Rodrigues and Jorge Humberto F. Mota

Research on organizational citizenship behavior (OCB) has been based on Western developed economies’ samples (or specific Eastern countries such as China and Saudi Arabia)…

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Abstract

Purpose

Research on organizational citizenship behavior (OCB) has been based on Western developed economies’ samples (or specific Eastern countries such as China and Saudi Arabia), lacking attention to developing contexts (Latin America). Even though OCBs’ antecedents in the Global North context have been thoroughly explored, Corporate Social Responsibility’s (CSR) perceptions and organizational commitment’s (OC) roles are “under-studied” in such developing contexts. This study aims to respond to the call for research on the behavioral perspective on CSR in Latin America, challenging implicit assumptions of theories developed in Western developed countries, related to the employees’ CSR perceptions and OC and OCB research.

Design/methodology/approach

In a postpositivist approach, the authors tested whether CSR and OC directly affect OCB, exploring OCB’s five dimensions – altruism, courtesy, consciousness, civic virtue and sportsmanship, with a main hypothesis that CSR and OC directly affect OCBs. The sample comprises responses from 1,059 employees from public and private Higher Education Institutions (HEIs) in Brazil – the largest economy in Latin America, yet a collectivistic society developing country, in which OCB phenomena is still underexplored or done to a lesser extent.

Findings

Whenever positively perceiving their organizations’ CSR activities, employees identify strongly with the organization, influencing positive job outcomes such as OC and OCBs. Findings indicate that despite not perfectly fitting non-North American contexts, the OCB five-dimension structure is positively related to employees’ CSR perception, confirming OC’s stronger role in the Brazilian context. Indeed, findings confirm OC’s influence over all OCB dimensions, re-stating it as a stronger predictor of behaviors like consciousness (compliance), civic virtue and sportsmanship.

Originality/value

This research accepted the challenge of bringing OC back to OCB research. Indeed, seminal work had implied OC as a robust and significant predictor of the OCB, yet in Western developed economies. The scarcity of research on the matter in developing collectivist economies such as Brazil, justifies this study’s novelty and appropriateness.

Objetivo

La investigación sobre el organizational citizenship behavior (OCB) se ha basado en muestras de economías desarrolladas occidentales (o países orientales específicos como China y Arabia Saudita), sin prestar atención a los contextos en desarrollo (América Latina). Aunque se han explorado a fondo los antecedentes de las OCB en el contexto del Hemisferio Norte Global, las percepciones de la Responsabilidad Social Empresarial (RSE) y los roles del compromiso organizacional (CO) están “poco estudiados” en tales contextos en desarrollo. Respondemos al llamado a investigar la perspectiva conductual de la RSE en América Latina, desafiando los supuestos implícitos de las teorías desarrolladas en los países desarrollados occidentales, relacionadas con las percepciones de RSE de los empleados y las investigaciones sobre OC y OCB.

Diseño/metodología/enfoque

En un enfoque pos-positivista, probamos si la RSE y el OC afectan directamente al OCB, explorando las cinco dimensiones del OCB: altruismo, cortesía, conciencia, virtud cívica y espíritu deportivo, con la hipótesis principal de que la RSE y el OC afectan directamente a los OCB. La muestra comprende respuestas de 1.059 empleados de instituciones de educación superior (IES) públicas y privadas en Brasil, la economía más grande de América Latina, pero un país en desarrollo con una sociedad colectivista, en el que los fenómenos OCB aún están poco explorados o se realizan en menor medida.

Resultados

Siempre que perciben positivamente las actividades de RSE de sus organizaciones, los empleados se identifican fuertemente con la organización, lo que influye en resultados laborales positivos, como OC y OCB. Los hallazgos indican que, a pesar de no encajar perfectamente en contextos fuera de América del Norte, la estructura de cinco dimensiones de OCB está positivamente relacionada con la percepción de RSE de los empleados, lo que confirma el papel más fuerte del OC en el contexto brasileño. De hecho, los hallazgos confirman la influencia del compromiso organizacional sobre todas las dimensiones del OCB, reformándolo como un predictor más fuerte de comportamientos como la conciencia (cumplimiento), la virtud cívica y el espíritu deportivo.

Originalidad

Esta investigación aceptó el desafío de devolver el OC a la investigación de OCB. De hecho, un trabajo fundamental había implicado que el OC era un predictor sólido y significativo del OCB, incluso en las economías desarrolladas occidentales. La escasez de investigaciones sobre el tema en economías colectivistas en desarrollo como Brasil, justifica la novedad y pertinencia de este estudio.

Propósito

A investigação sobre o comportamento de organizational citizenship behavior (OCB) tem-se baseado em amostras de economias desenvolvidas ocidentais (ou de países orientais específicos, como a China e a Arábia Saudita), sem atenção aos contextos em desenvolvimento (América Latina). Embora os antecedentes dos OCBs no contexto do Hemifério Norte tenham sido exaustivamente explorados, as percepções da Responsabilidade Social Corporativa (RSE) e os papéis do organizational commitment (OC) são “subestudados” nesses contextos em desenvolvimento. Respondemos ao apelo por pesquisas sobre a perspectiva comportamental da RSE na América Latina, desafiando pressupostos implícitos de teorias desenvolvidas nos países ocidentais desenvolvidos, relacionadas às percepções de RSC dos funcionários e às pesquisas de OC e OCB.

Design/metodologia/abordagem

Numa abordagem pós-positivista, testamos se a Responsabilidade Social Corporativa e o OC afectam directamente o OCB, explorando as cinco dimensões do OCB – altruísmo, cortesia, consciência, virtude cívica e espírito desportivo, com a hipótese principal de que a RSE e o OC afectam directamente os OCB. A amostra compreende respostas de 1.059 funcionários de Instituições de Ensino Superior (IES) públicas e privadas do Brasil – a maior economia da América Latina, mas um país em desenvolvimento com sociedade coletivista, no qual o fenômeno do OCB ainda é subexplorado ou realizado em menor grau.

Resultados

Sempre que percebem positivamente as atividades de RSE das suas organizações, os funcionários identificam-se fortemente com a organização, influenciando resultados positivos do trabalho, como OC e OCBs. Os resultados indicam que, apesar de não se ajustar perfeitamente aos contextos não norte-americanos, a estrutura de cinco dimensões do OCB está positivamente relacionada com a percepção de RSE dos funcionários, confirmando o papel mais forte do OC no contexto brasileiro. Na verdade, os resultados confirmam a influência do compromisso organizacional sobre todas as dimensões do OCB, reafirmando-o como um preditor mais forte de comportamentos como consciência (conformidade), virtude cívica e espírito desportivo.

Originalidade

Esta pesquisa aceitou o desafio de trazer o OC de volta à pesquisa de OCB. Na verdade, o trabalho seminal tinha implicado o OC como um preditor robusto e significativo do OCB, ainda nas economias desenvolvidas ocidentais. A escassez de pesquisas sobre o assunto nas economias coletivistas em desenvolvimento, como o Brasil, justifica a novidade e a adequação deste estudo.

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Article
Publication date: 21 January 2025

Asaad Salam Farooqi, Dian Song, Yishuai Yin and Yongzhi Yuan

This study employs job demands-resources (JD-R) model and self-determination theory (SDT) to examine the double-edged effect of perceived high-performance work systems (HPWS) on…

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Abstract

Purpose

This study employs job demands-resources (JD-R) model and self-determination theory (SDT) to examine the double-edged effect of perceived high-performance work systems (HPWS) on employees’ innovative behavior via harmonious passion and obsessive passion. Additionally, the study investigates the cross-level moderating effect of innovative climate on the relationship between perceived HPWS and innovative behavior through the two types of passion.

Design/methodology/approach

Time-lagged data were collected at three points (Time 1, 2 and 3) to mitigate common method variance. Data were collected from Pakistan with 451 respondents from 90 firms.

Findings

Findings reveal that perceived HPWS positively affect employees’ innovative behavior via harmonious passion and negatively influence employees’ innovative behavior via obsessive passion. Moreover, cross-level innovative climate strengthens both the positive and negative impact of perceived HPWS on employees’ innovative behavior.

Originality/value

This study proposes and tests the double-edged effects of perceived HPWS on employees’ innovative behavior, challenging the previous consensus that perceived HPWS is always beneficial for innovative behavior. Besides, we identify organizational innovative climate as a critical condition that amplifies the dual effects of perceived HPWS on employees’ innovative behavior via passion.

Details

Employee Relations: The International Journal, vol. 47 no. 1
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 14 November 2024

Sean Dahlin, Brent D. Oja, James B. Avey and Gregory S. Sullivan

To give a full understanding of how servant leadership impacts organizational performance and needs satisfaction of followers, two unique populations were sampled (i.e. college…

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Abstract

Purpose

To give a full understanding of how servant leadership impacts organizational performance and needs satisfaction of followers, two unique populations were sampled (i.e. college athletic administrators and coaches) to weigh the importance of leadership on different elements of a sports organization. The purpose for this two-sample design was to enhance the external validity of the results through replication and convergence of conclusions.

Design/methodology/approach

This study utilized a two-sample structure that consisted of intercollegiate coaches (N = 223) and administrative staff members (N = 176) perceptions of their leader’s servant leadership to better understand its influence on sport organizational performance. From the study’s hypotheses, data were collated and subjected to correlation and step-wise regression analysis.

Findings

The results indicate a relationship between servant leadership and organizational performance from both a sport coach and administrative follower perspective. Furthermore, in the administration sample, servant leadership’s relationship with organizational performance was mediated by competency. This study also expands upon the literature by demonstrating that servant leadership had a positive impact on organizational performance beyond tenure effects.

Practical implications

For an athletic director, implementing behaviors from servant leadership could be valuable tools to enhance the performances of the teams within intercollegiate athletic departments.

Originality/value

The results indicate a relationship between servant leadership and organizational performance from both a sport coach and administrative follower perspective. Furthermore, in the administration sample, servant leadership’s relationship with organizational performance was mediated by competency. This study also expands upon the literature by demonstrating that servant leadership had a positive impact on organizational performance beyond tenure effects.

Details

Sport, Business and Management: An International Journal, vol. 14 no. 5/6
Type: Research Article
ISSN: 2042-678X

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