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Article
Publication date: 28 November 2020

Laura Neijmeijer, Hubert Korzilius, Hans Kroon, Henk Nijman and Robert Didden

Recent research on flexible assertive community treatment (FACT) for individuals with mild intellectual disabilities (MID) or borderline intellectual functioning (BIF) has shown…

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Abstract

Purpose

Recent research on flexible assertive community treatment (FACT) for individuals with mild intellectual disabilities (MID) or borderline intellectual functioning (BIF) has shown positive results. This paper aims to identify which client variables are associated with treatment outcome of FACT.

Design/methodology/approach

Analyses were performed on assessments made during a six-year longitudinal study in The Netherlands. Data comprised assessments of 281 clients with at least 2 measurements. Treatment outcome was measured by the learning disability version of the Health of the Nation Outcomes Scales. Demographic variables and dynamic risk variables of the short version of the Dynamic Risk Outcome Scales were selected as potential predictor variables of outcome. Data were analysed using linear mixed models.

Findings

Limited awareness of the need for treatment, limited treatment motivation and cooperation, limited social skills, impulsivity and substance abuse were significantly associated with worse treatment outcome. None of the demographic variables influenced treatment outcome significantly, and neither did intelligence quotient or having a judicial or civil measure.

Research limitations/implications

Because of the observational design, no causal inferences can be drawn.

Practical implications

This study produces guidelines regarding nature and scope of the treatment supply and the competences of professionals working in FACT MID/BIF teams.

Originality/value

This paper encourages other countries to make assertive outreach available for people with MID/BIF on a larger scale, taking into account the acquired insights.

Details

Advances in Mental Health and Intellectual Disabilities, vol. 14 no. 6
Type: Research Article
ISSN: 2044-1282

Keywords

Available. Open Access. Open Access
Article
Publication date: 29 April 2021

Stephen T.T. Teo, Diep Nguyen, Azadeh Shafaei and Tim Bentley

Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM…

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Abstract

Purpose

Drawing from the Job Demands-Resources (JD-R) framework and Conservation of Resources (COR) theory, the authors’ study examines the impact of high commitment HR management (HCHRM) practices and psychological capital (PsyCap) on job autonomy and job demands in predicting burnout in frontline food service employees.

Design/methodology/approach

A moderated mediation model was developed and tested on 257 Australian workers employed in the food service industry. Hypotheses were tested using structural equation modeling.

Findings

There was support for the mediation effect of HCHRM on burnout, via two sequential mediators: job autonomy and job demands. PsyCap was found to buffer (moderation) the effect of job demands on burnout. Frontline employees also perceived HCHRM to be a “negative signal” that was implemented for the good of management.

Research limitations/implications

The authors are aware of the potential of common method variance due to the cross-sectional research design. Future research should adopt a longitudinal research design or collect data from several sources of informants. As the authors did not find support for the optimistic perspective hypothesis, despite its theoretical and empirical relevance under JD-R and COR perspectives, they call for further research exploring the link between HRM, job design and psychological conditions in promoting employee wellbeing.

Practical implications

Burnout is one of the most common and critical health issues faced by frontline food service employees. Food service organizations have to strategize their management practices to reduce employees' experience with burnout by implementing high commitment enhancing HR practices and developing employees' PsyCap.

Originality/value

This study provided a better understanding of how (macro) HCHRM practices as an organizational resource reduce burnout of frontline food service employees via two (micro) mediators: job autonomy and job demands. PsyCap is an important personal resource that lessens burnout, consistent with the COR theory. These findings contribute to the literature on strategic HRM and its relationship to employee wellbeing.

Details

Employee Relations: The International Journal, vol. 43 no. 6
Type: Research Article
ISSN: 0142-5455

Keywords

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Article
Publication date: 20 July 2021

Zhining Wang, Shuang Ren and Lijun Meng

The purpose of this paper is to provide a balanced and nuanced understanding of the relationship between high-performance work systems (HPWS) and employee thriving at work by…

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Abstract

Purpose

The purpose of this paper is to provide a balanced and nuanced understanding of the relationship between high-performance work systems (HPWS) and employee thriving at work by aiming to consider the “dark-side” of HPWS and to uncover the “black box.”

Design/methodology/approach

This research draws from data from 377 employees nested in 77 work teams and tests a multilevel moderated mediation model using multilevel path analysis.

Findings

The findings indicate that employees appraise HPWS as both a challenge and a hindrance simultaneously. The challenge appraisal associated with HPWS positively influences employees' thriving at work whereas hindrance appraisal of HPWS negatively influences thriving experience. The results also support the hypothesized relationships in which servant leadership moderates the indirect effect of HPWS on employee thriving via challenge and hindrance appraisals accordingly.

Originality/value

This research demonstrates both positive and negative sides of HPWS as evaluated by employees in relation to an important employee outcome of thriving at work. It enriches the strategic HRM literature by identifying the “black box” of HPWS-employee outcomes and associated boundary condition from the theoretical perspective of cognitive appraisals.

Details

Personnel Review, vol. 51 no. 7
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 9 February 2021

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…

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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.

Details

Employee Relations: The International Journal, vol. 43 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Available. Open Access. Open Access
Article
Publication date: 15 January 2019

Tarek M. Kaoun

As an adult-learning practitioner, I am intrigued by the process of helping learners, especially leaders, develop through the affective domain. Although leaders in my experience…

687

Abstract

As an adult-learning practitioner, I am intrigued by the process of helping learners, especially leaders, develop through the affective domain. Although leaders in my experience often comprehend the lexicon of emotional intelligence (EI), incorporating EI for leadership developmenthasprovenelusive.WhileresearchsuggestsEIisdifficulttodevelopinpeople,this paper argues that leaders can do so by tapping into a higher mental and emotional state, and that such mindfulness practices can enhance leaders’ EI. Findings suggest that (a) EI positively impacts leadership effectiveness, (b) mindfulness can serve as a method for growing EI, and (c) mindfulnesscanenhance thepracticeofleadership. Thepaperoffersrecommendationsforadult- learning practitioners who create EI- and mindfulness-based training and provides directions for future research.

Details

Journal of Leadership Education, vol. 18 no. 1
Type: Research Article
ISSN: 1552-9045

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Article
Publication date: 3 July 2023

Man Cao, Shuming Zhao, Jiaxi Chen and Hongjiang Lv

Although prior research has documented substantive knowledge of the benefits of high-performance work systems (HPWS), results regarding both sides of HPWS are inconsistent. To…

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Abstract

Purpose

Although prior research has documented substantive knowledge of the benefits of high-performance work systems (HPWS), results regarding both sides of HPWS are inconsistent. To reconcile these inconsistencies, the authors identified two specific HR attributions—employee well-being HR attribution and performance HR attribution, and examined their roles in the relationship between team-level HPWS and employees' thriving at work and emotional exhaustion.

Design/methodology/approach

The authors collected multi-source data from 36 team leaders and 181 individuals. Given the nested nature of the data, the authors used Mplus 7.4 to conduct multilevel structural equation modeling for hypothesis testing.

Findings

The results showed that team-level HPWS and employee well-being HR attribution interact to affect psychological availability, which subsequently promotes thriving at work. However, team-level HPWS and employee performance HR attribution do not interact to influence role overload/psychological availability; team-level HPWS and employee well-being HR attribution do not interact to affect role overload.

Originality/value

Current literature has overlooked identifying key contingencies for both sides of HPWS effects on employee outcomes. Therefore, this study developed a mediated moderation model and incorporated HR attributions to explore two distinct pathways by which HPWS affects employees' thriving at work and emotional exhaustion. The present study helps to reconcile the inconsistent findings regarding the HPWS double-edged sword nature. In addition, the authors focused on HPWS at the team level, which is also underexplored in the existing HPWS research.

Available. Open Access. Open Access
Article
Publication date: 22 April 2024

Mpumelelo Longweni and Lerato Education Mdaka

Listening is often considered the cornerstone of the communication process, with feedback being a crucial skill for effective management. The primary objective of this article…

453

Abstract

Purpose

Listening is often considered the cornerstone of the communication process, with feedback being a crucial skill for effective management. The primary objective of this article was to investigate the relationship between managers’ listening skills and feedback skills from their subordinates’ perspectives. Moreover, it explores the mediating effect of message-sending skills and the ability to deal with interference in this relationship.

Design/methodology/approach

This article deployed a quantitative, descriptive research design. The authors developed and distributed a self-administered questionnaire via non-probability convenience sampling, resulting in 304 useable responses.

Findings

The results of the main direct effect test (model 1) indicate that listening is positively associated with feedback. Model 2 established that message-sending skills did not directly mediate that relationship. On the other hand, the ability to deal with interference was found to mediate the relationship. Finally, model 4 showed the multi-mediating effect of message-sending skills and the ability to deal with interference in the relationship between listening and feedback.

Originality/value

As far as the researchers are aware, this paper is the first of its kind to show the ability to deal with interference as a mediating factor in a statistical model. Moreover, this study is the first to present a continuous intermediary role played by message-sending skills and the ability to deal with interference in the relationship between listening and feedback.

Details

European Journal of Management Studies, vol. 29 no. 1
Type: Research Article
ISSN: 2183-4172

Keywords

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Book part
Publication date: 25 November 2024

Mohammad M. Jaber and Tekla Szép

Purpose: This study explores the relationship between energy use and human development, specifically focusing on Jordan’s household sector. The purpose is to understand the…

Abstract

Purpose: This study explores the relationship between energy use and human development, specifically focusing on Jordan’s household sector. The purpose is to understand the implications for achieving the UN’s Sustainable Development Goal 7 (Affordable and clean energy).

Need for the study: Given the global challenge of achieving sustainable development, it is crucial to investigate the dynamics between energy use and human development. Understanding the factors influencing this relationship is essential for formulating effective strategies and policies.

Methodology: This study focuses on Jordan and analyzes data from 2008 and 2017 using the theory of energy ladder and energy stacking. It examines the effects of household energy use on human well-being through socio-economic and environmental factors such as income, health, and education expenditure.

Findings: The results indicate a strong association between household energy expenditure and the human development index in Jordan. However, this relationship is likely to be indirect, with household energy use influencing welfare through its effects on income, health, and education expenditure. Improving the quality of education, increasing access to universal health services, and promoting income growth are key factors for enhancing human well-being.

Practical implications: The findings highlight the importance of considering social, economic, and environmental factors in achieving a sustainable and equitable energy transition. Policy recommendations are formulated based on the study’s insights, aiming to address the specific challenges and opportunities in Jordan and facilitate the realization of SDG7.

Details

Green Management: A New Paradigm in the World of Business
Type: Book
ISBN: 978-1-83797-442-9

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Article
Publication date: 4 May 2023

Peipei Bai, Hossein Heidarian Ghaleh, Huikun Chang, Longzhen Li and Jongwook Pak

The study aims to offer a nuanced, fine-grained understanding of how the relationship between high-performance work systems (HPWSs) and negative employee outcomes can be…

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Abstract

Purpose

The study aims to offer a nuanced, fine-grained understanding of how the relationship between high-performance work systems (HPWSs) and negative employee outcomes can be attenuated under self-sacrificial leadership (SSL).

Design/methodology/approach

Hierarchical linear modeling (HLM) was used to test the proposed multilevel model on a sample of 37 first-line managers (FLMs) and 209 employees working in a large Chinese company.

Findings

The results showed that HPWS is positively related to emotional exhaustion and turnover intention. Most conspicuously, the authors found that such adverse effects of HPWS are mitigated with a high level of SSL.

Practical implications

The dark side of HPWS can be alleviated if practitioners complement their practices with sufficient support for employees. Particularly, FLMs who exhibit subordinate-serving attitudes consider followers' well-being and provide them with resources can lessen the high pressure of HPWS in pursuit of performance enhancement.

Originality/value

Prior studies on the relationships between HPWS and employee outcomes have produced somewhat mixed results. This study extended the current discourse by explicating instead why HPWS could potentially impair employee outcomes and how the negative effects of HPWS can be mitigated under positive leader behaviors.

Details

Employee Relations: The International Journal, vol. 45 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Available. Open Access. Open Access
Book part
Publication date: 21 May 2024

Marloes van Engen and Brigitte Kroon

Little research is devoted to how salary allocation processes interfere with gender inequality in talent development in universities. Administrative data from a university…

Abstract

Little research is devoted to how salary allocation processes interfere with gender inequality in talent development in universities. Administrative data from a university indicated a substantial salary gap between men and women academics, which partially could be explained by the unequal distribution of men and women in the academic job levels after acquiring a PhD, from lecturer to full professor, with men being overrepresented in the higher job levels, as well as in the more senior positions within each job level. We demonstrated how a lack of transparency, consistency and accountability can disqualify apparent fair, merit-based salary decisions and result in biased gender differences in job and salary levels. This chapter reflects on how salary decisions matter for the recognition of talent and should be an integral part of talent management.

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