Aman Hussain, Tony Rossi and Steven Rynne
Most contemporary research in medical education focuses on the undergraduate component conducted within medical schools. The purpose of this paper, however, is to better…
Abstract
Purpose
Most contemporary research in medical education focuses on the undergraduate component conducted within medical schools. The purpose of this paper, however, is to better understand how medical residents and practicing attending physicians learned to practice within the context of the emergency medicine department (ED) workplace.
Design/methodology/approach
In all, 18 residents and 15 attending physicians were interviewed about their learning in the ED. Interviews were digitally recorded and transcribed verbatim then analysed using an iterative approach. Emergent themes were shared with the participants to ensure they were an accurate representation of their lived experiences.
Findings
The first of the three main findings was that the ED learning environment was characterised as “messy” because of the inherently chaotic nature of the workplace. The second finding was that patients and nurses were informal partners in learning. The third main finding was that learning and working in the ED can be difficult, isolating and often lacks continuity.
Research limitations/implications
The main limitation associated with this research relates to the highly situated and contextually bound nature of this study. Nevertheless, the findings should be generative for others interested in supporting the work and learning of health professionals.
Originality/value
This study shifts the focus in medical education research from formal undergraduate education to learning in high stress and chaotic workplaces. Accordingly, this work provides valuable insights for others interested in the messy realities of learning in professional practice.
Details
Keywords
Sushant Ranjan and Sanket Dash
Workplace deviant behaviors (WDBs) have a significant negative impact on firms. Present study explores the role of employees’ perception of firms’ internal corporate social…
Abstract
Purpose
Workplace deviant behaviors (WDBs) have a significant negative impact on firms. Present study explores the role of employees’ perception of firms’ internal corporate social responsibility (internal CSR) in reducing their intention to engage in WDB. Social exchange theory (SET) and job demand-resource (JD-R) model form the conceptual underpinning of the study.
Design/methodology/approach
Hypotheses were developed based on a comprehensive literature review and tested on employees working in various public and private sector organizations in India. AMOS and SPSS PROCESS macro were used to test the conceptual model.
Findings
Employees’ perception of firms’ internal CSR reduced their intention to engage in WDB. Occupational strain was confirmed as a mediator in the above mentioned relationship. Further, the study also establishes internal CSR as an antecedent to increased perceptions of procedural justice.
Practical implications
Managers may leverage internal CSR communication as a tool to minimize WDB at the workplace. Moreover, it may also be used to reduce occupational strain and strengthen the perceptions of fairness among employees.
Originality/value
Very limited research is available on internal CSR and WDB. Through this study authors contribute to the nascent literature by affirming the negative relationship between internal CSR and WDB using the SET and JD-R model.
Details
Keywords
Ana Junça Silva and Sofia Costa
The economic, financial and social crisis has heightened researchers' interest in the importance of organizational sustainability and resources (e.g. work engagement and…
Abstract
Purpose
The economic, financial and social crisis has heightened researchers' interest in the importance of organizational sustainability and resources (e.g. work engagement and psychological capital) for performance. Despite some studies demonstrating the significance of resources, such as work engagement and psychological capital, for workers’ performance, there is limited knowledge regarding the role of organizational sustainability practices (OSP) in the relationship mentioned above. Therefore, this study drew upon the social identity theory to conceptualize and test the mediating role of work engagement in the relationship between OSP and performance (both task and adaptive). Based on the conservation of resources theory, it was hypothesized that a worker's resource – psychological capital – would moderate the indirect relationship between social responsibility practices and performance (both task and adaptive).
Design/methodology/approach
To test the proposed model, 304 adults participated in a two-wave study.
Findings
The results supported the hypotheses, revealing that OSP had a positive and significant relationship with task and adaptive performance, occurring through work engagement. Furthermore, the indirect relationship between OSP and performance task and adaptive through work engagement was moderated by psychological capital, such that the relationship became stronger for workers with lower levels of psychological capital.
Originality/value
The relevance of this research lies in its ability to identify the conditions and mechanisms in which corporate social responsibility initiatives are most effective, thereby enabling a more nuanced application of these practices across different sectors and organizational cultures. This study's theoretical and practical implications may assist organizations in devising strategies for implementing social responsibility practices to enhance their outcomes.
Details
Keywords
Faisal Mahmood, Maria Saleem, Faisal Qadeer, Antonio Ariza-Montes and Heesup Han
Primarily, this research aims to examine how and when firm-level corporate social responsibility (CSR) translates into individual-level attitudes and behaviors of employees under…
Abstract
Purpose
Primarily, this research aims to examine how and when firm-level corporate social responsibility (CSR) translates into individual-level attitudes and behaviors of employees under cross-level boundary conditions of firm-level family ownership (FO) and group-level ethical leadership.
Design/methodology/approach
Philosophically, the present research comes under the post-positivist paradigm, with a deductive approach. The multilevel, multisource and multimethod data for this research were collected by employing a time-lagged design through the survey strategy and from annual reports of 60 manufacturing firms in Pakistan. The multilevel path analysis was conducted using MPlus.
Findings
The authors found that organizational identification (OID) statistically and significantly mediates the impact of firms' CSR disclosure on employees' innovative job performance (EIJP). However, the partial mediation of OID between firm-level CSR perception and EIJP was noticed. Moreover, a firm-level contingency of FO and group-level ethical leadership further intensifies the impact of CSR disclosure and perception on EIJP through OID.
Research limitations/implications
Theoretically, this research widens the current understanding of employees' reactions to firms' CSR disclosure and perception by investigating the contingencies of firm-level FO and group-level ethical leadership. Practically, the managers can consider the underlying framework presented in this research in defining CSR as the antecedent of the OID and EIJP. For example, organizations must deliberately concentrate on not only their CSR initiatives and engagements but also immense attentiveness should be given to CSR disclosure because disclosing CSR will assist the top management in achieving the desired workplace attitudes and behaviors of employees. This research will also help business leaders to understand the integration of CSR and ethical leadership while making CSR-related strategic decisions.
Originality/value
Existing research on CSR still needs advancement due to competing explanations, inconsistencies in the findings, and a lack of multilevel studies. Although few studies on CSR have considered multilevel aspects by devising and testing multilevel mechanisms but largely remained deficient concerning cross-level boundary conditions. Furthermore, the authors also noticed that the academic literature predominantly analyses the impact of perceived CSR either at the individual level or the firm aggregated level on employee attitudes and behaviors. However, research on the effect of organizational CSR disclosure on the behaviors and attitudes of employees remains scarce.
Details
Keywords
Attia Aman-Ullah, Anis Ali, Antonio Ariza-Montes, Waqas Mehmood and Ummi Naiemah Saraih
The present study aims to test the impact of workplace incivility and violence on doctors' turnover intentions. Besides, the present study also tested the mediating role of…
Abstract
Purpose
The present study aims to test the impact of workplace incivility and violence on doctors' turnover intentions. Besides, the present study also tested the mediating role of employees' burnout.
Design/methodology/approach
The population of the present study was doctors working in 20 public sector hospitals. Where 250 doctors working in emergency departments participated, the sample size was calculated through Krejcie and Morgan's table. The data analysis was conducted through SPSS and Smart-PLS.
Findings
Results of the present study supported all the relationships except the relationship between workplace violence and turnover intentions. More specifically, relationship between workplace incivility and turnover intentions was confirmed, and mediation effect of doctors' burnout was also confirmed.
Originality/value
This present study is novel in a way that this study framed the study model using conservative resource theory and social cognitive theory covering both employees cognitive and external factors. Further, the nexus “workplace incivility → workplace violence → job burnout → turnover intentions” was tested for the first time, hence making a valuable addition to the body of literature. Further this study is a contribution to healthcare literature in context of incivility, violence, burnout, and turnover. Burnout is first time explored as moderator with workplace incivility which is another contribution.
Details
Keywords
Ali Raza, Umair Khan, Aurang Zaib, Anuar Ishak and Syed Modassir Hussain
This article identifies hybrid nanofluids and industrial thermal engineering devices as significant sources of solar energy. In this study, various nanoparticles suspended in base…
Abstract
Purpose
This article identifies hybrid nanofluids and industrial thermal engineering devices as significant sources of solar energy. In this study, various nanoparticles suspended in base fluids such as water (
Design/methodology/approach
We have utilized the fractal fractional operator definition, the quickest and most advanced fractional approach, to address the problems with the hybrid nanofluid suspension. The integral transform scheme, i.e. the Laplace transform, converts the governing equations into a fractional form before various numerical methods are applied to solve the problem. Further, some numerical schemes to address the Laplace inverse are also utilized.
Findings
The fractional effects on flow rate and heat transfer are evident at varying time intervals. Consequently, we conclude that as the fractal constraints increase, the momentum and heat profiles decelerate. Furthermore, all necessary conditions are satisfied, resulting in the momentum and temperature fields decreasing near the plate and increasing over time. Additionally, the water-based (
Practical implications
The findings could be very useful in enhancing the efficiency of thermal systems. These findings align more accurately with conventional solutions and can be used to build and optimize various heat management strategies.
Originality/value
The primary goals of this research are to examine the thermal and flow properties of hybrid nanofluids for manufacturing purposes of thermal engineering equipment utilizing fractal fractional definition. Further, to improve thermal system productivity by applying sophisticated fractional techniques to better and maximize heat and momentum transmission in these hybrid nanofluid solutions
Details
Keywords
Juhari Noor Faezah, M.Y. Yusliza, T. Ramayah, Adriano Alves Teixeira and Abdur Rachman Alkaf
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green…
Abstract
Purpose
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green culture and green commitment. Social identity theory (SIT) was used to describe the association between green culture, green commitment and EEB. Further, a conceptual model that summarises the interaction between perceived corporate social responsibility, top management support, green commitment, green culture and the adoption of ecological behaviour was developed.
Design/methodology/approach
The paper opted for a quantitative design using convenience sampling by collecting the data through a structured questionnaire gathered from 308 academics working in five Malaysian higher education institutions.
Findings
Corporate social responsibility and top management support positively influence green culture and commitment. Moreover, green commitment positively influenced EEB and fully mediated the relationship between corporate social responsibility and EEB and between top management support and EEB.
Research limitations/implications
The academic staff of universities was the target population of this research. Nevertheless, universities have a diverse population with complex activities that can affect the implementation of a sustainable workplace within the campus. Future research should also examine non-academic staff, including administrative, technical and operational staff, due to different employees' perceptions.
Originality/value
As far as the authors know, this is the first study to assign the mediator role to green culture in a relationship between top management support and EEB amongst academic staff in the Malaysian context. Future research should consider other intervening variables that influence adopting ecological behaviour.
Details
Keywords
Muhammad Ishtiaq Ishaq, Huma Sarwar, Simona Franzoni and Ofelia Palermo
Considering the significance of the human resource management (HRM) and corporate social responsibility (CSR) relationship, the aim of this research is twofold: first is to…
Abstract
Purpose
Considering the significance of the human resource management (HRM) and corporate social responsibility (CSR) relationship, the aim of this research is twofold: first is to measure the cultural differences between HRM, CSR and sustainable performance relationship (study 1) and second is to identify the how HRM instigates CSR and sustainable performance (study 2) in the hospitality industry of UK and Pakistan.
Design/methodology/approach
A mixed-method approach was used to collect the qualitative and quantitative data from upscale hotels. In Study 1, a multi-respondent and time-lagged strategy was employed to collect the data from 162 Pakistani and 290 UK upscale hotels. In Study 2, in-depth semi-structured interviews were conducted to understand the HRM–CSR–performance nexus.
Findings
The results of Study 1 highlight the significant cultural differences in the relationships of HRM–CSR–performance, while Study 2 explains that ethical culture, shared objectives, transparency, training and development, and economic incentives are the factors that push the employees to take part in CSR-related activities and attaining higher sustainable performance.
Originality/value
This study addresses the debate on the difference between cross-cultural studies related to implementing Western theories in shaping, developing and implementing business strategies, including CSR, HRM and sustainable performance in an Asian context.
Details
Keywords
Syamsidah Syamsidah, Hillman Wirawan and Rudi Salam
This study aims to investigate the effect of abusive supervision on employees’ creativity through the mediating role of job insecurity and the moderating role of subordinate…
Abstract
Purpose
This study aims to investigate the effect of abusive supervision on employees’ creativity through the mediating role of job insecurity and the moderating role of subordinate gender in Indonesia.
Design/methodology/approach
Data were collected from various sources using online recruitment methods. The abusive supervision scale, job insecurity scale and employee creativity scale were the three measures in this study. Participants completed a three-wave data collection procedure using an online survey platform. After removing participants with incomplete and careless responses, the final data set contained 515 usable responses.
Findings
The results suggested that the negative effect of abusive supervision on employees’ creativity was mediated by job insecurity, and employees’ gender moderated this adverse effect. Gender roles shaped how employees respond to their leader’s hostile behaviours. In Indonesia, abusive supervision increased employees’ job insecurity and consequently reduced their creativity. However, the damage was more profound for the male employees than the female employees.
Practical implications
Gender role theory and perspectives are essential in explaining leader–employee interactions and must be included in leadership strategies. Also, support and resources must be provided equally for both male and female employees. However, more attention must be given to male employees to ensure their security working in organisations. Finally, some interventions are necessary to mitigate the effect of abusive supervision.
Originality/value
This study offers insight into how male and female employees, in a traditional gender role culture like Indonesia, respond to their leader’s abusive behaviours.
Details
Keywords
The aim of this chapter is to investigate the immigrant women entrepreneurship phenomenon by analysing management academic literature on the issue. Stemming from the most current…
Abstract
The aim of this chapter is to investigate the immigrant women entrepreneurship phenomenon by analysing management academic literature on the issue. Stemming from the most current data on immigration and from the awareness that entrepreneurship is a viable instrument of immigrant (women) integration and inclusion, this chapter analyses the most updated management results on the issue. The analysis is mainly centred on works published after 2019, and some interesting insights emerge. Among them, we can refer to the awareness that research on immigrant women entrepreneurship is still in its infancy. Although, indeed, immigrant entrepreneurs and women entrepreneurs have been analysed considerably by researchers, it has been mainly in isolation. Therefore, room for investigating still exists, and this chapter uncovers some possible future research avenues. Moreover, by reviewing the selected papers, it clearly emerges that not all immigrant women entrepreneurs are alike; different targets (that is, different ethnicities) must be addressed differently by policy makers when policy measurements are identified. In other words, generic programmes aimed at increasing entrepreneurship among immigrant women cannot necessarily be successful.