Daniel Dorta-Afonso, Deybbi Cuéllar-Molina, Carlos Rodríguez-Robaina and Petra De Saá-Pérez
Based on conservation of resources (COR) theory, this study analyses how servant leadership and high-performance work systems (HPWS) provide employees with valuable resources that…
Abstract
Purpose
Based on conservation of resources (COR) theory, this study analyses how servant leadership and high-performance work systems (HPWS) provide employees with valuable resources that help them cope with work demands and preserve or increase personal and job resources, which in turn enhances their work-life balance (WLB) and job satisfaction.
Design/methodology/approach
A sample of 253 hotel workers from Gran Canaria was surveyed. The study used partial least squares structural equation modelling (PLS-SEM) to test the hypotheses.
Findings
Both servant leadership and HPWS positively affect employees’ job satisfaction. Additionally, WLB plays a mediating role in explaining how servant leadership and HPWS can increase employees’ job satisfaction.
Practical implications
Our findings offer practical guidance for hotel managers on implementing strategies that foster employee well-being and enhance performance through a combination of servant leadership and HPWS.
Originality/value
This study is among the first to investigate the mediating role of WLB between servant leadership, HPWS and job satisfaction in the hospitality sector. By applying COR theory, it offers new insights into the interaction between personal and job-related resources and their impact on employee outcomes.
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Daniel Dorta-Afonso, José Luis Ballesteros-Rodríguez, Nieves L. Díaz-Díaz and Petra De Saá-Pérez
This paper analyzes knowledge-oriented leadership (KOL) and its impact on the learning achieved by the members of academic research teams. We study the influence of KOL on…
Abstract
Purpose
This paper analyzes knowledge-oriented leadership (KOL) and its impact on the learning achieved by the members of academic research teams. We study the influence of KOL on learning, both directly and indirectly, through the knowledge sharing that takes place within the team.
Design/methodology/approach
For this purpose, we conducted a survey of 477 researchers belonging to academic research teams. Through partial least squares structural equation modeling (PLS-SEM), our findings show that KOL positively affects both knowledge sharing and learning and that knowledge sharing also enhances learning.
Findings
Our results reveal the existence of a direct and indirect effect of KOL on learning, both significant and in the same positive direction, with a complementary partial mediation of knowledge sharing.
Research limitations/implications
This paper contributes to the literature in that it provides evidence in the academic context of how team leader behavior can influence knowledge sharing and learning.
Originality/value
This is one of the fewer studies that analyzed KOL on academic research teams and the first contribution that empirically shows how the effect of KOL on learning takes place.
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This paper aims to examine the impact of managers’ trust in employee representation systems on the relation between HPWS and organizational performance. The present research, by…
Abstract
Purpose
This paper aims to examine the impact of managers’ trust in employee representation systems on the relation between HPWS and organizational performance. The present research, by including the trust of managers in ER, studies managers as direct factors that affect the HPWS-performance relation.
Design/methodology/approach
The study employed partial least square structural equation modeling (PLS-SEM) through SmartPLS software using a formative model (Mode B) that includes mediation on data collected by Eurofound from 6,980 establishments in 29 European countries.
Findings
Our findings show that HPWS has positive direct effects on organizational performance. Our results indicate that trust of managers in ER has a mediator role and has a positive effect on the HPWS-performance relation.
Originality/value
The present study may be the first study that directly incorporates the role of managers and managers’ trust in the employee representation system in the relation between HPWS and organizational performance, highlighting the importance of the managers in the organization and emphasizing their role in the HPWS-performance relation.
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Md Karim Rabiul, Marianna Sigala and Rashed Al Karim
This study examines the mediating role of organizational engagement in the link between human resources management (HRM) practices and commitment to quality services (CQS). It…
Abstract
Purpose
This study examines the mediating role of organizational engagement in the link between human resources management (HRM) practices and commitment to quality services (CQS). It also investigates the moderating effect of turnover intention on the link between HRM practices and organizational engagement, and the moderating effect of employee adaptability on the link between organizational engagement and CQS.
Design/methodology/approach
Customer contact employees (N = 593) in Bangladeshi hotels were recruited using a convenient sampling method. Partial least squares structural equation modeling (PLS-SEM) was applied to test the hypotheses.
Findings
Organizational engagement significantly mediates the relationship between HRM practices and CQS. Turnover intention negatively and employee adaptability positively moderates the proposed relationships.
Practical implications
Hospitality managers may use the findings to enhance quality customer services by implementing appropriate HRM practices, reducing turnover, and increasing adaptability and organizational engagement.
Originality/value
The findings contribute to social exchange theory, theory of planned behavior, and job demand-resources theories by explaining the mediating role of organizational engagement and moderating role of turnover intention and employee adaptability which are yet to be discovered.
研究目的
本研究探討組織參與在人力資源管理實務與提供優質服務的承諾兩者之間的關聯上所扮演的協調角色。研究人員亦探究(一)離職意向在人力資源管理實務與組織參與之間的關聯上所扮演的調節角色,以及(二)員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所扮演的調節角色。
研究設計
研究人員以方便抽樣方法招募於孟加拉的酒店工作的員工 (N = 593) (593人),他們均為第一線服務員工。研究人員繼而使用結構方程模型 (PLS-SEM) 去測試各項假設。
研究結果
研究結果顯示,組織參與會顯著地調節人力資源管理實務與提供優質服務的承諾兩者之間的關聯。而且,離職意向在人力資源管理實務與組織參與之間的關聯上所起的調節作用是負面的; 相反地,員工適應性在組織參與與提供優質服務的承諾兩者之間的關聯上所起的調節作用則是肯定的。
研究的新穎性
研究結果闡明了(一)組織參與的調節角色; (二)離職意向的調節角色; 以及(三)員工適應性的調節角色。這些調節角色尚待探索; 就此而言,研究結果對社會交換論、計劃行為理論和工作要求-資源理論三者均具貢獻。
研究帶來的啟示
接待業的管理人員可藉著研究結果去提高客戶服務質量,方法是透過實施合適的人力資源管理措施、降低離職意向和增強組織適應性和組織參與。
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The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of…
Abstract
Purpose
The purpose of this study is to analyze the properties of Happiness at Workplace (HAW) scale and investigate the validity of the scale in the Indian context using a sample of EdTech employees (knowledge-intensive population). This is consistent with encouraging the happiness literature as well as facilitating positive approaches at the working place in developing economies.
Design/methodology/approach
Responses were collected via Questionnaire from the employees of EdTech Companies, and a total of 500 responses were investigated. The factor structures, reliability and validity of the HAW scale were tested with the help of SPSS and Smart PLS Software Version 4.0.8.7.
Findings
The findings of this study showed that all the criteria of reliability and validity for validation of HAW scale were met when used in Indian culture, and the higher-order construct of HAW scale was retained.
Originality/value
Because of the differences in work cultures and societal structures among nations, the validation of HAW scale in the Indian context is needed, as the majority of the studies in the field of happiness were conducted in Western countries. So this study contributes significantly by validating the HAW scale in India by using a sample of EdTech employees.
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This paper aims to examine whether happiness at workplace (HAW) impacts organisational citizenship behaviour (OCB) and whether this impact can be further improved by promoting…
Abstract
Purpose
This paper aims to examine whether happiness at workplace (HAW) impacts organisational citizenship behaviour (OCB) and whether this impact can be further improved by promoting learning capabilities in organisations, thus investigating the mediating role of organisational learning capabilities (OLC).
Design/methodology/approach
This study was conducted on knowledge-intensive workers (employees of EdTech companies) in India. Responses were collected via questionnaire in online mode, and after discarding the incomplete responses, 500 replies were considered for data analysis with PLS-SEM technique.
Findings
The outcomes reveal that the HAW has a significant influence on OCB. The outcomes also reveal that this impact is further enhanced with the presence of OLC, thus confirming that OLC operates as a mediator in the link connecting HAW and OCB.
Originality/value
This study makes a distinctive contribution by bringing out the significance of workplace learning in the connection between the workplace happiness and citizenship behaviour of employees that will provide impetus to the practitioners to formulate strategies in such a manner that the employees voluntarily perform the actions beyond their designated roles.
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Hajar Boutmaghzoute, Fedwa Jebli, Mohammed Aboramadan and Clement Cabral
Building on social information processing and social exchange theories, this study aims to investigate the effect of green inclusive leadership on employees’ corporate social…
Abstract
Purpose
Building on social information processing and social exchange theories, this study aims to investigate the effect of green inclusive leadership on employees’ corporate social responsibility (CSR) performance via a serial mediation framework.
Design/methodology/approach
The model was validated using time-lagged data of 412 employees in India’s service sector.
Findings
Green inclusive leadership promotes employees’ CSR performance through green organizational climate, green work engagement and green employee advocacy.
Originality/value
This study is one of the few to explore the effects of environmentally oriented factors on employees’ CSR performance. The findings enrich the debate on organizational greening and CSR microfoundations. In addition, it provides a roadmap for practitioners to advocate for green strategies and CSR initiatives.