Siqin Yao, Jintao Lu, Hanying Wang, Joel John Wark Montgomery, Tomasz Gorny and Chidiebere Ogbonnaya
Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination…
Abstract
Purpose
Using role stress theory, this study examines how work connectivity behavior (WCB) blurs the lines between employees' work and personal lives, thereby encouraging procrastination at work (PAW). The study also investigates the importance of role stress and remote work self-efficacy (RWSE) as mediating and moderating factors, respectively.
Design/methodology/approach
The study examines the direct and indirect relationships between WCB and PAW using hierarchical regression and data from 415 Chinese teleworkers. RWSE is also estimated as a second-stage moderator.
Findings
The findings indicate that WCB has a direct and indirect (via role stress) positive influence on PAW; however, these effects are weaker among employees with higher (vs lower) RWSE.
Practical implications
This study assists managers and organizations in developing more efficient ways of maximizing employee and organizational performance while minimizing the counterproductive behaviors associated with excessive technology use.
Originality/value
By investigating the links between WCB and PAW in the post-pandemic context, this study adds a new perspective on how excessive technology use for work and non-work purposes can be counterproductive.
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Toyin Ajibade Adisa, Chidiebere Ogbonnaya and Olatunji David Adekoya
Through the lens of Conservation of Resources (COR) theory, this study explores how remote working inhibits employee engagement. The authors offer a fresh perspective on the most…
Abstract
Purpose
Through the lens of Conservation of Resources (COR) theory, this study explores how remote working inhibits employee engagement. The authors offer a fresh perspective on the most salient work- and nonwork-related risk factors that make remote working particularly challenging in the context of Covid-19.
Design/methodology/approach
The authors use data from semi-structured interviews with 32 employees working from home during the Covid-19 lockdown. Based on the interpretivist philosophical approach, the authors offer new insights into how employees can optimize work- and nonwork-related experiences when working remotely.
Findings
The authors show that the sudden transition from in-person to online modes of working during the pandemic brought about work intensification, online presenteeism, employment insecurity and poor adaptation to new ways of working from home. These stress factors are capable of depleting vital social and personal resources, thereby impacting negatively on employee engagement levels.
Practical implications
Employers, leaders and human resource teams should be more thoughtful about the risks and challenges employees face when working from home. They must ensure employees are properly equipped with the relevant resources and support to perform their jobs more effectively.
Originality/value
While previous research has focused on the benefits of remote working, the current study explores how it might be detrimental for employee engagement during a pandemic. The study provides new evidence on the most salient risks and challenges faced by remote workers, and how the unique Covid-19 context has made them more pronounced.
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The main goal of the article is to identify, analyze and evaluate the mediating role of HRM outcomes in the relationships between employee retention (ER) and company performance…
Abstract
Purpose
The main goal of the article is to identify, analyze and evaluate the mediating role of HRM outcomes in the relationships between employee retention (ER) and company performance results, with a specific focus on discerning any shifts or differences in this mediation across non-crisis and crisis times in the foreign subsidiaries of MNCs.
Design/methodology/approach
The empirical research covered 200 MNCs headquartered in Central Europe. A Computer-Aided Telephone Interviewing (CATI) method was used for data collection. The raw data was adjusted using the Efficiency Index (EI) to accurately represent the relationships between the variables under study. The research hypotheses were examined, and the mediating effects were assessed through Partial Least Squares Structural Equation Modeling (PLS-SEM).
Findings
The research findings provide valuable insights by exploring the mediating role of HRM outcomes between ER and company performance results, highlighting HRM’s crucial role in enhancing results in finance, innovation and quality, particularly during crises. They underscore the strategic importance of HRM in fostering organizational resilience and innovation.
Originality/value
The study offers a new methodological contribution through introducing the EI for a precise quantitative evaluation of the relationships between ER, HRM and company performance results. However, the greatest added value of this article is the creation of the ER-HRM Mediation Theory of Organizational Resilience through Innovativeness in Crisis.
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Panagiotis V. Kloutsiniotis, Anastasia A. Katou and Dimitrios M. Mihail
The present study follows the conflicting outcomes perspective of Human Resources Management (HRM) and examines the effects of employees' perceptions of high performance work…
Abstract
Purpose
The present study follows the conflicting outcomes perspective of Human Resources Management (HRM) and examines the effects of employees' perceptions of high performance work systems (HPWS) on job demands (role conflict, role ambiguity and work pressure) and work engagement (vigor and dedication).
Design/methodology/approach
Structural Equation Modeling (SEM) was used on a sample of 524 front-line employees across three Greek manufacturing companies.
Findings
The findings show that HPWS is negatively associated with all three job demands. Hence, the “critical perspective” is not supported. In turn, role conflict and role ambiguity reduce employees' work engagement, although the third job demand included in the study (work pressure) showed a positive relationship on dedication. Last but not least, this study calculates HPWS as both a system and as subsets of HRM practices, and provides useful insights regarding the differences between the two different measurement methods.
Practical implications
The present study brings further empirical evidence in the HRM field by examining whether HPWS is good or bad for employee well-being. Moreover, the findings underscore the detrimental impact that job demands may have on employees' work engagement, and highlights the fact that HPWS might not necessarily be a “win-win” scenario for employees and employers.
Originality/value
This study follows the most recent developments in the HRM literature and examines the dark (negative) approach of HPWS in the Greek manufacturing sector. Finally, theoretical and managerial implications are drawn for improving our understanding of how HPWS influences job demands and ultimately employees' work engagement.
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Peter Boxall, Meng-Long Huo, Keith Macky and Jonathan Winterton
High-involvement work processes (HIWPs) are associated with high levels of employee influence over the work process, such as high levels of control over how to handle individual…
Abstract
High-involvement work processes (HIWPs) are associated with high levels of employee influence over the work process, such as high levels of control over how to handle individual job tasks or a high level of involvement at team or workplace level in designing work procedures. When implementations of HIWPs are accompanied by companion investments in human capital – for example, in better information and training, higher pay and stronger employee voice – it is appropriate to talk not only of HIWPs but of “high-involvement work systems” (HIWSs). This chapter reviews the theory and practice of HIWPs and HIWSs. Across a range of academic perspectives and societies, it has regularly been argued that steps to enhance employee involvement in decision-making create better opportunities to perform, better utilization of skill and human potential, and better employee motivation, leading, in turn, to various improvements in organizational and employee outcomes.
However, there are also costs to increased employee involvement and the authors review the important economic and sociopolitical contingencies that help to explain the incidence or distribution of HIWPs and HIWSs. The authors also review the research on the outcomes of higher employee involvement for firms and workers, discuss the quality of the research methods used, and consider the tensions with which the model is associated. This chapter concludes with an outline of the research agenda, envisaging an ongoing role for both quantitative and qualitative studies. Without ignoring the difficulties involved, the authors argue, from the societal perspective, that the high-involvement pathway should be considered one of the most important vectors available to improve the quality of work and employee well-being.
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The more HRM systems invest in employees’ work life and career growth beyond legal requirements, the happier employees are. The purpose of this paper is to examine the role of…
Abstract
Purpose
The more HRM systems invest in employees’ work life and career growth beyond legal requirements, the happier employees are. The purpose of this paper is to examine the role of discretionary HR practices in promoting employee well-being as well as mechanisms underlying this effect.
Design/methodology/approach
The participants for the study came from retail shops of a large information technology company in Ho Chi Minh City, Vietnam. The data set collected from these participants was analyzed through multilevel structural equation modeling and bootstrapping methods.
Findings
The results of this study provided empirical support for the relationships between discretionary HR practices and the psychological, physical and social dimensions of employee well-being. Job crafting was found to serve as a mediator for these relationships. Abusive supervision played a role in attenuating the effects of discretionary HR practices on the dimensions of employee well-being as well as job crafting.
Originality/value
This inquiry extends the research stream on the HRM-employee well-being relationship by examining the predictive role of discretionary HR practices.
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Agnieszka Wojtczuk-Turek and Dariusz Turek
The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by…
Abstract
Purpose
The purpose of this paper is to discuss relationships between high-performance work systems (HPWSs) and productive/counterproductive behaviours initiated and performed by employees. Using the ability, motivation and opportunities (AMO) theoretical framework, the authors described how an HPWS influences employee behaviours. The authors suggest that HPWSs could increase productive work behaviour and decrease counterproductive behaviours by mediating employees' affective commitment and moderating their self-efficacy.
Design/methodology/approach
This study is based on data from 563 questionnaires, which were completed using the computer-assisted telephone interview method. The respondents were knowledge workers, representing companies of various sizes in the Knowledge-Intensive Business Service (KIBS) sector in Poland. Statistical verification of the mediation and moderation analyses was conducted with macro PROCESS (ver. 3.3).
Findings
This research confirmed a significant statistical relationship between all examined variables. It has been shown that HPWSs influence productive and counterproductive behaviours both directly and indirectly through mediation of affective commitment. The statistical analysis also confirmed the study’s hypothesis that self-efficacy moderates relationships between an HPWS and employee behaviours.
Research limitations/implications
This study has two limitations: its cross-sectional design and the use of self-reported questionnaire data.
Originality/value
This study is the first to explore mediating mechanisms between HPWSs and employee performance in the context of the KIBS companies in Poland. The results indicate that HPWSs are important antecedents of productive and counterproductive behaviours among knowledge workers.
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Sonal Agarwal, Ginni Chawla and Rupali Singh
The purpose of this study is to develop innovations in human resource (InHR) framework in the context of Indian banking industry and further develop a scale for its measurement.
Abstract
Purpose
The purpose of this study is to develop innovations in human resource (InHR) framework in the context of Indian banking industry and further develop a scale for its measurement.
Design/methodology/approach
A non-response bias test is conducted on a sample of 300 employees, and the assumptions of constant variance, outliers and normality are tested. Further, the InHR scale is validated through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) tests.
Findings
EFA confirms the existence of five empirically distinct constructs at banking industry in India, and CFA affirms the dependability of the arrived constructs. It is concluded that the InHR framework constructs possess high reliability and validity.
Research limitations/implications
The authors duly recognize the limitations of survey-based research, the exploratory research design and the use of single method.
Practical implications
The proposed InHR scale and its constructs are an important input to guide managers and human resources (HR) policymakers to devise strategies for the Indian banking industry. Banks can also benchmark existing HR policies by applying the proposed InHR framework constructs.
Social implications
The InHR constructs provide academicians and practitioners with a better approach of understanding the InHR practices.
Originality/value
Despite the significance of Indian banking industry for the socio-economic capital, academic research focusing on this industry’s innovative practices has been limited. This study reveals originality and value by proposing an InHR framework in the context of Indian banking industry which integrates all the major innovative practices. Further a scale has been developed for its measurement.
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Ugochukwu Chinonso Okolie, Chinedu Ochinanwata, Nonso Ochinanwata, Paul Agu Igwe and Gloria Obiageli Okorie
This study investigates the relationship between perceived supervisor support (PSS) and learner career curiosity and tests the mediating role of sense of belonging, engagement and…
Abstract
Purpose
This study investigates the relationship between perceived supervisor support (PSS) and learner career curiosity and tests the mediating role of sense of belonging, engagement and learning self-efficacy.
Design/methodology/approach
The authors used a three-wave repeated cross-sectional data collected from 509 final-year undergraduate students of 11 Nigerian public universities, who had completed the compulsory work placement to analyze the influence of PSS on learner’s career curiosity via a parallel mediation involving sense of belonging, engagement (behavioural, emotional and cognitive) and self-efficacy.
Findings
The results show that engagement mediates the path through which PSS influences career curiosity. However, the authors found no evidence that sense of belonging and self-efficacy mediated the relationship between PSS and learner’s career curiosity in this population.
Originality/value
The findings of this study highlight the importance of PSS as a resource that influences learner’s career curiosity, particularly during a work placement.
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Jiawei Yu, Roshayati Abdul Hamid and Lin Du
Employee emotional exhaustion is widely recognized as a hidden cost associated with high-performance work systems (HPWS). To delve deeper into the pathway from HPWS to emotional…
Abstract
Purpose
Employee emotional exhaustion is widely recognized as a hidden cost associated with high-performance work systems (HPWS). To delve deeper into the pathway from HPWS to emotional exhaustion and explore the boundary conditions capable of mitigating these hidden costs, this study, building upon the job demands-resources (JD-R) model, proposes that psychological strain serves as a mediator and theorizes that leader-member exchange (LMX) operates as a job resource serving to buffer the adverse effect of HPWS-induced psychological strain on emotional exhaustion.
Design/methodology/approach
This study adopts a time-lagged research design with a four-week interval to test the proposed hypotheses. Two waves of survey data were collected from 398 respondents in the Chinese state-owned banking sector.
Findings
The findings largely supported our hypotheses. Specifically, the results indicated that psychological strain mediated the relationship between HPWS and emotional exhaustion. In addition, LMX, as a job resource, moderated the indirect relationship between HPWS and emotional exhaustion. High-quality LMX reduced the likelihood of employees experiencing psychological strain caused by HPWS, thereby buffering the manifestation of emotional exhaustion.
Originality/value
By innovatively introducing the LMX as a job resource, this study demonstrates that the hidden costs of HPWS are not inevitable. This finding relieves organizational researchers and practitioners from the dilemma of choosing between enhancing performance and alleviating employee emotional exhaustion when implementing HPWS.