Search results

Organizational scholars studying compensation often place an emphasis on certain employee groups (e.g., executives). Missing from this discussion is research on the compensation systems for low-wage jobs. In this review, the authors argue that workers in low-wage jobs represent a unique employment group in their understanding of rent allocation in organizations. The authors address the design of compensation strategies in organizations that lead to different outcomes for workers in low-wage jobs versus other workers. Drawing on and integrating human resource management (HRM), inequality, and worker literatures with compensation literature, the authors describe and explain compensation systems for low-wage work. The authors start by examining workers in low-wage work to identify aspects of these workers’ jobs and lives that can influence their health, performance, and other organizationally relevant outcomes. Next, the authors explore the compensation systems common for this type of work, building on the compensation literature, by identifying the low-wage work compensation designs, proposing the likely explanations for why organizations craft these designs, and describing the worker and organizational outcomes of these designs. The authors conclude with suggestions for future research in this growing field and explore how organizations may benefit by rethinking their approach to compensation for low-wage work. In sum, the authors hope that this review will be a foundational work for those interested in investigating organizational compensation issues at the intersection of inequality and worker and organizational outcomes.

Over the past two decades, the study of team resilience has evolved from focusing primarily on team performance to recognizing its importance in various aspects of team functioning, including psychological health, teamwork, and overall Well-Being. This evolution underscores the need for a broader, more inclusive understanding of team resilience, advocating for a shift from a narrow performance-centric view to a holistic perspective that encompasses the multifaceted impact of resilience on teams.

In advocating for this holistic perspective, this chapter reviews the extant literature, highlighting that resilience is not merely about sustaining performance but also about fostering a supportive, adaptive, and psychologically safe environment for team members. Significant areas for further exploration, including the nuanced nature of adversities teams face, the processes underpinning resilient behaviors, and the broad spectrum of outcomes resilience can influence beyond task performance are also discussed.

The chapter serves as a call to action for a more inclusive examination of how resilience manifests and benefits teams in organizational settings. The proposed shift in perspective aims to deepen understanding of team resilience, promoting strategies for building resilient teams that thrive not only in performance but in all aspects of their functioning.

Every organization must deal with new challenges such as automation, digitization, or structural transformation, which requires a highly resilient and engaged workforce to stay competitive. Strong leadership in a firm and specific abilities of the leader are necessary to manage uncertainties and to be able to react to certain changes. Various studies regarding organizations and resilience focus on large enterprises, while studies on small- and medium-sized enterprises (SMEs) are lacking. SMEs account for 99.6% of all companies in Austria and are largely run by entrepreneurial owners and their families. Based on transformational theory, the theory of resilience as well as positive psychology, we investigate five SME owners and their personal resilience in an exploratory study. The owners were selected by purposive sampling with the aim to develop a framework with recommended actions for the personal resilience of SME leaders.

Drawing on affective events theory, the purpose of this paper was to investigate direct and indirect relationships between perceived organizational politics and workplace cyberbullying (WCB) perpetration mediated through anger, as well as to examine the moderating role of gender in these relationships.

The sample comprised 534 white-collar employees who were employed in a variety of service industries, including banking, higher education, telecommunications, health care and insurance in Islamabad, Pakistan. Data were analyzed using the structural equation modeling technique in Amos.

Results demonstrated that perceived organizational politics has a direct positive effect on WCB perpetration. Moreover, results indicated that perceived organizational politics evokes anger among employees that, in turn, triggers WCB perpetration. Results of a multigroup analysis revealed that the positive effect of perceived organizational politics on WCB perpetration was not significantly different between men and women. However, the positive relationship between perceived organizational politics and anger was significantly stronger for men than for women. Likewise, this study found a significantly stronger relationship for men than for women between anger and WCB perpetration. Anger partially mediated the relationship between perceived organizational politics and WCB perpetration only among men.

This study contributes to the literature by demonstrating that perceived organizational politics triggers WCB perpetration directly and indirectly through its impact on anger. Moreover, this study identified gender differences in the experience and expression of anger in response to perceived organizational politics.

We examined who is more likely to use flexible work arrangements (FWAs) to alleviate work-family conflict (WFC) and under what conditions the use of FWAs actually reduces WFC.

We tested the model using survey data collected at two time points from 217 employees.

Proactive employees are more likely to use flextime to alleviate WFC (b = −0.03; 95% biased-corrected CI: [−0.12, −0.01]) and this mediation relationship is not moderated by their level of low work-to-nonwork boundary permeability. In addition, only when proactive employees have a low work-to-nonwork boundary permeability does their use of flexplace alleviate WFC (b = −0.07, 95% bias-corrected CI: [−0.1613, −0.0093]).

We expand our understanding of who is more likely to utilize FWAs by identifying that employees with proactive personality are more likely to use flextime and flexplace. We also advance our understanding regarding the conditions whereby FWA use helps employees reduce WFC by identifying the moderating role of work-to-nonwork boundary permeability on the relationships between both flextime and flexplace use on WFC.

This study aims to examine the mediating role of audit seasonality on the association between audit fees and audit quality in Nigerian deposit money banks.

The sample comprises 14 banks with annual financial statements between 2008 and 2020. The modified Baron and Kenny’s (1986) causal mediation model by Iacobucci et al. (2007) through the use of bootstrapped partial least square structural equation modelling and Sobel’s (1986) z-test is adopted to achieve this study’s objective.

The results of the causal mediation analysis show evidence of a fully mediating role of c between audit fees and audit quality in the Nigerian banking industry.

This study extends the body of knowledge by demonstrating how audit fees influence audit quality through audit seasonality as a mediator in line with the job demands-and resources and conservation of resources theories. Regulatory authorities should be wary of policies that will further increase the workload of already burdened personnel of audit firms as the uniform fiscal year-end of 31 December introduced in the Nigerian banking system has unintended consequences on audit fees and audit quality.

To the best of the author’s knowledge, this is one of the first studies to provide evidence on the indirect association between audit fees and audit quality.

The primary aim of this research is to analyse the impact of family-supportive supervisor behaviours (FSSB) on the level of life satisfaction among individuals working in the police force. FSSB is informal support by supervisors, which is an emerging topic. Further, this study examines the intermediary role of career calling and job embeddedness in the association between supportive family behaviours of supervisors and life satisfaction. However, only limited studies have been conducted on how informal support by the supervisor performs for police personnel. This research aims to fill this gap.

For the purpose of data collection from police personnel, we used a structured questionnaire. Variance-based partial least squares structural equational modelling (PLS-SEM) methodology was applied using SmartPLS software to investigate the conceptual model of the study. Additionally, using importance-performance map analysis (IMPA), we evaluate the importance and performance of each construct.

The data analysis findings indicate that job embeddedness and career calling function as complete mediating factors in the association between FSSB and life satisfaction. Additionally, the study revealed that career calling is the most performing construct for promoting life satisfaction but is not perceived as important by the police department.

According to the authors’ knowledge, there has been no research in the Indian context that examines the effects of supervisor family supportive behaviours, especially among police. The incorporation of career calling and job embeddedness as mediators provides a novel perspective in the examination of the correlation between FSSB and life satisfaction.

This study aims to identify and analyse the gains and strains associated with flexible working practices (FWPs) introduced and adopted prior to and during the pandemic and consider how these experiences are likely to shape the future of workplace flexibility post-pandemic.

A case study research strategy was adopted to explore the FWPs implemented by a state-owned organisation in the Chinese publishing industry. A mixed data collection method was used. Quantitative data was collected from 50 valid questionnaires, which was followed by 7 qualitative interviews to gain rich insights into the availability and effectiveness of various FWPs and associated benefits and drawbacks.

While the results confirm positive effects FWPs have on employee engagement and retention and on business continuity and employee well-being during the pandemic, the empirical analysis highlights the performance-driven patterns in use and impacts of some FWPs, which caused concerns and dilemmas. Besides the increasing intense market competition, the changing face of state-owned enterprises and managerial attitudes have been found to have significant effects on the use of FWPs.

This paper has contributed to a better understanding of flexible working in an under-researched setting, reflected in changes before and during the pandemic, offering an insight into the commercialised nature of flexible working in the Chinese context. It has implications for organisations and HR practitioners as they envision future workplace flexibility.

This study aims to further the understanding of employees’ engagement by explaining their organizational commitment through their perception of the availability of work-life benefits in the organization. This study also investigates the mediating role of job satisfaction in this context.

The model was tested on the primary data collected in two phases from 270 teaching professionals in higher education institutes in Northern India. Barren and Kenny’s algorithm and hierarchical regression analysis were used to test the hypotheses.

The results reveal that employees’ perception of work-life benefits strongly influences their organizational commitment. Also, the results support that employees’ job satisfaction mediates the above-mentioned relationship.

Self-reported data could be considered as a key limitation of this study and for more accurate results supervisors’ (line managers) perspective could also be included in future studies. Also, in addition to perceived work-life benefits, supervisors’ support could also have an impact on employees’ commitment, thus its inclusion in the model could draw a clearer picture.

This research has two key contributions: first, it adds to the limited literature examining the employees’ engagement issues in the academic sector. Second, this research is one of, if not the first, to investigate perceived work-life benefits among third-level teaching staff in India to explain employees’ commitment to their organizations.