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1 – 2 of 2Yuka Fujimoto, Nasya Bahfen, Jan Fermelis and Charmine E.J. Härtel
The purpose of this paper is to examine relational and task dimension of online communication and the associated emotional experience.
Abstract
Purpose
The purpose of this paper is to examine relational and task dimension of online communication and the associated emotional experience.
Design/methodology/approach
This paper examines four categories of work outcomes: emotional experiences of work, work attitudes, work dynamics and work behaviours; and links each to the cross‐cultural online communication context.
Findings
It was found that diversity‐oriented HRM can reduce the cultural fault‐lines between individualist and collectivist (IC) cultures, and thereby positively moderate the relationship between cross‐cultural online communication and affective, cognitive and behavioural outcomes.
Practical implications
Diversity‐oriented HRM can capitalize on an organisation's cultural diversity and avoid cross‐cultural misunderstandings. In a more practical sense, the research purports that combined use of IC HRM practices can produce greater efficiency and effectiveness in online communications worldwide.
Originality/value
The paper provides an insight into the potential implications of increased use of information technology on cross‐cultural communication, and human resource management. The significance of diversity‐oriented human resource management in managing these implications is also highlighted.
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Keywords
Huong Le, Joohan Lee, Ingrid Nielsen and Thi Lan Anh Nguyen
This paper examines the factors that influence the work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship.
Abstract
Purpose
This paper examines the factors that influence the work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship.
Design/methodology/approach
The authors used a sample of 231 employees working in the manufacturing industry in Vietnam to test the conceptual model.
Findings
Drawing upon the job demands-resources (JD-R) model and job embeddedness theory, the authors found that employees' psychological capital and family support influenced turnover intentions through enhancing their job satisfaction. The authors also found that the influence of job demands on turnover intentions was altered when employees had higher levels of family support.
Originality/value
This study provides important insights for human resource managers regarding what may influence employees' job satisfaction and turnover intentions. The findings advance turnover literature by highlighting the important roles of both internal resources (psychological capital) and external resources (family support) in influencing employee turnover intentions in Vietnam.
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