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Article
Publication date: 1 February 2005

Jacob Barling, Rhonda Halpin and Michael Levy

There is little literature on patient satisfaction related to prisoner health services; the little that does exist refers to specific services, or to sub‐groups of…

117

Abstract

There is little literature on patient satisfaction related to prisoner health services; the little that does exist refers to specific services, or to sub‐groups of prisoner‐patients. We describe a general assessment of prisoner health services conducted on two separate occasions each with a collective sample of 210 participants, three years apart, using the same instrument. We utilised the World Health Organization Rapid Cluster Sample Survey on both occasions. We conclude that prisoners are interested informants for the health services provided to them. They have valid concerns about the confidentiality of their medical records. Programs and work routines have major impacts on accessibility of prison‐based health services. Given the lack of choice in service‐providers for prisoners, greater flexibility is required by health and custodial agencies to accommodate these two competing areas of activity. We demonstrated that a health service targeting an ‘at risk’ population can respond to inadequacies in service provision. Finally, we confirmed that the World Health Organization Rapid Cluster Sample Survey methodology is an efficient and effective means of assessing health services to discrete populations.

Details

International Journal of Prisoner Health, vol. 1 no. 2/3/4
Type: Research Article
ISSN: 1744-9200

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Article
Publication date: 31 May 2005

Satish P. Deshpande and Jacob Joseph

The objective of this research was to examine factors that impact union elections in the trucking sector. Since trucking firms are labor intensive, unions can have an impact on…

151

Abstract

The objective of this research was to examine factors that impact union elections in the trucking sector. Since trucking firms are labor intensive, unions can have an impact on the cost of doing business and competitiveness. One hundred and ninety‐nine union elections conducted by the National Labor Relations Board in trucking firms between January 2001 and December 2002 were examined. Type of union, size of bargaining unit, election delays, and voter turnout significantly impacted union win rates. Type of election, type of state, and type of bargaining unit did not impact union win rates. Implications for managers, educators, and union leaders in trucking are discussed.

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International Journal of Commerce and Management, vol. 15 no. 2
Type: Research Article
ISSN: 1056-9219

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Book part
Publication date: 1 June 2018

Krista M. Brumley

The purpose of this chapter is to analyse the interplay between fathers’ perceptions of the workplace and how they enact fatherhood. Data were derived from qualitative in-depth…

Abstract

The purpose of this chapter is to analyse the interplay between fathers’ perceptions of the workplace and how they enact fatherhood. Data were derived from qualitative in-depth interviews with seven elite, professional fathers employed at multinational manufacturing corporations in Detroit, Michigan. Fathers are highly educated, have a significant income and all but one have wives in the paid labour market. This study shows how the persistence of the ideal worker norm and penalties for using work-family policies (WFP) perpetuate the gendered division of paid and unpaid work. First, fathers who are ideal workers are rewarded; fathers who do not face criticism and obstacles to promotions. Second, management and supervisor’s discretion results in uneven access to WFP, penalizing fathers for asking and preventing most from using them. Third, fathers express desire to be ‘involved’, but their engagement is largely visible fatherhood.

This study extends our theoretical understandings of work, WFP and fatherhood from a distinct departure point – the elite fathers highlighted here have been parenting for at least three years, and live and work in circumstances that seemingly would allow them to disrupt normative expectations of work and family. The United States provides a unique backdrop to examine the navigation of competing work and family demands because reconciliation is largely left to employees and their families. Public and individual company policies are not enough; there must be a corresponding supportive family-friendly culture – supervisor support and penalty-free WFP – to disrupt gendered work and family.

Details

Fathers, Childcare and Work: Cultures, Practices and Policies
Type: Book
ISBN: 978-1-78743-042-6

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Article
Publication date: 30 December 2020

Talat Islam, Mubbsher Munawar Khan, Ishfaq Ahmed and Khalid Mahmood

Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to…

4638

Abstract

Purpose

Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values.

Design/methodology/approach

The study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags.

Findings

Hypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors.

Research limitations/implications

A cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value.

Practical implications

This study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals.

Originality/value

This study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.

Details

International Journal of Manpower, vol. 42 no. 6
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 8 June 2015

Yvonne McNulty

International relocation is undoubtedly a source of stress for families, and in particular for married couples. Yet, despite familial challenges and the fact that “family…

3196

Abstract

Purpose

International relocation is undoubtedly a source of stress for families, and in particular for married couples. Yet, despite familial challenges and the fact that “family concerns” remain a top reason for assignment refusal and assignment failure, including a growing body of anecdotal evidence suggesting that many expatriate marriages fail often at huge cost to organizations, there is not one academic study yet published on expatriate divorce. The purpose of this paper is to empirically examine the causes and consequences of expatriate divorce.

Design/methodology/approach

In this exploratory case-based study, the author uses respondent data from 13 face-to-face interviews and 25 online survey participants.

Findings

Findings demonstrate that expatriate marriages end in divorce for two main reasons: first, a core issue in the marriage that exists before going abroad (e.g. alcoholism, mental health problems) and which continues while abroad; and second, when one or both spouses is negatively influenced by an expatriate culture to such an extent that a form of “group think” results in polarizing behavior that is counter to how they might behave “back home” (e.g. infidelity, sexual misconduct). The consequences of divorce for expatriates are immense and include bankruptcy, destitution, homelessness, depression, psychophysiological illness, alienation from children, and suicide.

Research limitations/implications

Data are cross-sectional and findings are limited by single-response bias. Future studies would do well to research matched samples of couples engaging in global work experiences over different points in time in order to track longitudinal changes in marital quality, including why some go on to divorce while others recover from marital breakdown and stay married.

Practical implications

One of the strongest pieces of advice offered by most of the respondents is for spouses, and trailing spouses in particular, to know their legal rights and entitlements in each country where they are living in the event of divorce.

Originality/value

This is the first study to empirically explore the lived experience of expatriate divorce.

Details

Journal of Global Mobility, vol. 3 no. 2
Type: Research Article
ISSN: 2049-8799

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Article
Publication date: 19 January 2022

Sachin Kumar, Tapan Kumar Panda and Krishan Kumar Pandey

Limited research efforts have been undertaken despite the pivotal role of employees' voluntary behaviours in the success of organizations' environmental sustainability programs…

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Abstract

Purpose

Limited research efforts have been undertaken despite the pivotal role of employees' voluntary behaviours in the success of organizations' environmental sustainability programs. In this context, the present study examined the association between employee's mindfulness (EM) and voluntary pro-environmental behaviour (VPEB) at the workplace, and also the mediating effect of connectedness to nature (CNS) on this relationship.

Design/methodology/approach

Grounded in the re-perceiving theory, a model was developed with EM as an independent variable, CNS as the mediator and employees VPEB at the workplace as the dependent variable. Based on the online responses from 421 employees working in manufacturing as well as services sectors in India, analysis was undertaken by utilizing confirmatory factor analysis, Pearson correlation and the PROCESS macro of Hayes (2017).

Findings

EM was noted to be positively influencing employee's VPEB at the workplace, and the mediation analysis indicated that CNS partially intervenes in this relationship.

Practical implications

Corporate leaders striving to achieve the organization's environmental sustainability goals could strive to build a pro-environment culture at the workplace by developing employees' mindfulness and sense of CNS. As the findings have depicted, this would positively influence employee's VPEB at the workplace which in turn will help organizations in achieving their environmental sustainability goals.

Originality/value

This study is the first to examine how EM through CNS motivates employees to engage in VPEB, especially in the organizations' context. Moreover, the re-perceiving theory of mindfulness was also extended in the organizations' environmental sustainability context.

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Article
Publication date: 11 October 2022

Tali Seger-Guttmann and Hana Medler-Liraz

Scholars have acknowledged gender-role ideology as a central factor in flirting style. This study aims to exam the combined effect of flirting type and flirter's sex on positive…

362

Abstract

Purpose

Scholars have acknowledged gender-role ideology as a central factor in flirting style. This study aims to exam the combined effect of flirting type and flirter's sex on positive and adverse customer reactions.

Design/methodology/approach

In Study 1, participants (N = 555) were divided into four scenario conditions in a 2 × 2 between-subjects experimental design: server sex (male vs female) and flirting type (authentic vs fake). Study 1 scenarios explored positive customer outcomes (i.e. loyalty and tip size). Study 2 applied the same research design, presenting participants (N = 404) scenarios relating to negative outcomes (i.e. anger and sense of threat).

Findings

The findings revealed that the flirter’s sex significantly moderated the relationship between flirting type and customers’ (the targets’) reactions.

Originality/value

This research offers three primary contributions. First, it elaborates on the dynamics of flirting in service settings (i.e. face-to-face interactions between the service provider and customer). Second, as the effects of flirting on its targets have been reported as equivocal (perceived as pleasing and flattering or, in contrast, annoying, deceptive and misleading), this study explores its positive and negative customer-related outcomes. Third, the study seeks to better understand the impact of a flirting service employee’s sex on customers’ outcomes.

Details

Journal of Services Marketing, vol. 37 no. 5
Type: Research Article
ISSN: 0887-6045

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Available. Content available
Book part
Publication date: 19 December 2016

Radha R. Sharma and Sir Cary Cooper

Free Access. Free Access

Abstract

Details

Executive Burnout
Type: Book
ISBN: 978-1-78635-285-9

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Article
Publication date: 10 April 2024

Mubashir Ahmad Aukhoon, Junaid Iqbal and Zahoor Ahmad Parray

The primary objective of this study was to understand the impact of Corporate Social Responsibility on Employee Green Behavior, examining the mediating role played by Green Human…

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Abstract

Purpose

The primary objective of this study was to understand the impact of Corporate Social Responsibility on Employee Green Behavior, examining the mediating role played by Green Human Resource Management Practices and the moderating influence of Employee Green Culture.

Design/methodology/approach

To accomplish this, a careful research approach was taken, using a thoughtfully designed random sampling method to encompass 300 banking employees, ensuring a robust representation of the diverse workforce in the banking sector.

Findings

The empirical findings identified green human resource management practices as a pivotal mediator and employee green culture as a significant moderator. It elucidated how the strategic implementation of green human resource management practices can act as an amplifier, strengthening the positive effects of corporate social responsibility on employee green behavior. This insight underscores the strategic importance of aligning human resource practices with sustainability goals to further enhance the environmental consciousness of employees. It was revealed that the presence of a nurturing organizational culture, one that encourages and supports environmentally responsible behaviors can significantly bolster the association between corporate social responsibility and green behavior among employees.

Originality/value

These findings underscore the essential role of organizational culture as a catalyst for the successful implementation of corporate social responsibility initiatives and the cultivation of a sustainable corporate ethos. This comprehensive research underscores the profound significance of corporate social responsibility, green human resource management practices and employee green culture in fostering and promoting environmentally responsible behaviors within the banking industry. These findings hold substantial implications not only for businesses but also for policymakers.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 12 no. 4
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 2 May 2019

Inocencia María Martínez-León, Isabel Olmedo-Cifuentes and M. Eugenia Sanchez-Vidal

The purpose of this paper is to investigate the effect of work-life balance (WLB) practices on the financial results of Spanish accounting audit SMEs.

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Abstract

Purpose

The purpose of this paper is to investigate the effect of work-life balance (WLB) practices on the financial results of Spanish accounting audit SMEs.

Design/methodology/approach

Using survey data from 148 Spanish accounting audit SMEs, a regression analysis was developed to estimate the direct effects of WLB practices on firms’ financial results (return on capital employed and return on assets). Firm age and size are considered as control variables.

Findings

Senior managers should foster some WLB practices (time-reduction and flexible-work practices) so as to enhance SME audit firms’ financial results. Work-leave practices should be analyzed so as to promote some positive outcomes for firms, through internal reorganization or by reorienting employees to resorting to the most beneficial practices.

Practical implications

Not all WLB practices have positive effects on the business results of SMEs. Therefore, managers may try to reduce these negative effects or redirect employees to WLB practices that have more positive effects on their firms’ financial results. Strategic information is also provided to employees and public institutions about fostering WLB in SMEs.

Social implications

The availability of WLB practices has been deemed fundamental not only for policy makers and society, but also for the organizational culture and for human resource management practices.

Originality/value

This study is the first to investigate the association between the availability of WLB initiatives in SMEs and firms’ financial results.

Details

Personnel Review, vol. 48 no. 4
Type: Research Article
ISSN: 0048-3486

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