Sally Selden, Lee Schimmoeller and Reese Thompson
This article aims to examine factors associated with new employee turnover in US state governments, where turnover is often highest in organizations. Building on existing studies…
Abstract
Purpose
This article aims to examine factors associated with new employee turnover in US state governments, where turnover is often highest in organizations. Building on existing studies of high performance work systems (HPWS) turnover, this article develops a set of hypotheses to explain new hire turnover.
Design/methodology/approach
The proposed model has been analyzed with a sample of 42 of the 50 US state governments.
Findings
Practices associated with HPWS influence turnover of new hires. State governments that operate centralized college recruiting programs, pay higher salaries, offer pay for performance incentives, award group bonuses, invest more in training, and allow job rotation lose significantly fewer new hires.
Research limitations/implications
This study is limited to specific variables collected in an online survey of states' central human resource departments. Future research may want to focus on other levels of government, include additional practices associated with HPWS, and examine measures of government performance.
Practical implications
This study stresses the importance of HPWS and how HRM practices impact new employees' decisions to stay or leave an organization. This information will provide an opportunity for actionable knowledge to be created that may help practitioners design and administer programs to reduce new hire turnover.
Originality/value
This study has extended a well‐developed body of knowledge on HPWS to government. Since most HPWS and turnover studies focus on turnover more broadly and since turnover is often highest among new hires, this research extends the HPWS framework to an important outcome, new hire quit rates.
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Junwei Zheng, Guangdong Wu, Hongtao Xie and Hongyang Li
The purpose of this paper is to examine the joint congruence effect of leadership styles and organizational culture on project members’ innovative behaviors in the construction…
Abstract
Purpose
The purpose of this paper is to examine the joint congruence effect of leadership styles and organizational culture on project members’ innovative behaviors in the construction projects setting.
Design/methodology/approach
The proposed hypotheses are tested using polynomial regression with a sample of 217 project managers and employees of different construction projects in China, and plotted through response surface analysis.
Findings
The results of polynomial regressions support the congruence effect hypothesis, indicating that more innovative behaviors of the project members could be elicited by a high level of congruence between transformational or transactional leadership styles and organizational culture. Furthermore, asymmetrical incongruence effects are found wherein project members with lower levels of innovative behaviors when project organizational culture is stronger as compared with when two leadership styles are at higher levels. Specifically, the condition is found under the innovation dimension of organization culture, but higher level of innovative behavior conversely displays when the harmony culture is weaker than two leadership styles.
Research limitations/implications
The conceptual model and hypotheses are examined by analyzing cross-sectional and self-reported data collected in China. The findings could be further examined through multi-source or longitudinal, more systematic research.
Practical implications
The findings highlight the pivotal role played by the value congruence of leaders-organizations in motivating employees to be innovative in project organizations. This paper provides knowledge for project managers to help them understand whether and how project members’ innovative behaviors are better motivated by the fit or misfit between the styles of leadership and project organizational cultures. Besides, this study provides the approach or direction for the project leaders training.
Originality/value
This study is one of the first to examine the joint effects of leadership styles and organizational culture on innovative behavior based on the person-organization fit theory and from the perspective of value congruence.
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Afsaneh Bagheri and Christian Harrison
The purpose of this paper is to refine our understanding of entrepreneurial leadership by developing a multi-dimensional measure for the construct through a comprehensive approach…
Abstract
Purpose
The purpose of this paper is to refine our understanding of entrepreneurial leadership by developing a multi-dimensional measure for the construct through a comprehensive approach based on the skills and competencies of entrepreneurial leaders as well as their behaviour and roles.
Design/methodology/approach
Following the evidence collected across two cultural and economic contexts namely Iran and Scotland and prior theoretical conceptualisations, this study designed an entrepreneurial leadership scale. Questionnaires were the mode of data collection, and data was triangulated via participants and literature.
Findings
From the study a detailed conceptualisation of entrepreneurial leadership was formed, which in turn provides the basis for an empirical-based construct of this phenomenon and its measurement from a cross-cultural perspective. Specifically, this study identifies the items that best describe each dimension of entrepreneurial leadership. By these findings, this study provides the skills, competencies and specific behaviour of entrepreneurial leaders.
Originality/value
The findings of this study have implications the theory and practice. By highlighting the dimensions of entrepreneurial leadership, this study assists the development of theories on how entrepreneurial leadership influence the process of innovation and opportunity recognition. This study is one of the first to examine the validity and reliability of the measure developed for the construct across two countries having different cultural and economic contexts, namely Iran and Scotland. In practice, the findings of this study serve as a useful reference for practitioners of the skills, behaviours and competencies expected of entrepreneurial leaders.
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Guiyao Tang, Bingjie Yu, Fang Lee Cooke and Yang Chen
The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to…
Abstract
Purpose
The purpose of this paper is to examine the underlying mechanism through which high-performance work system (HPWS) influences employee creativity. In addition, this paper aims to examine contingent factors in the relationship between perceived organisational support and employee creativity.
Design/methodology/approach
The sample of the study included 268 employees and matched supervisors from two pesticide chemical companies in China. Hypotheses were tested with linear regressions.
Findings
The study shows that HPWS enhances perceived organisational support, which in turn promotes employee creativity. Moreover, the results also indicate that devolved management positively moderates the relationship between perceived organisational support and employee creativity.
Research limitations/implications
The unique environment of China may limit the generalisability of the findings. Future studies can extend these findings by conducting studies in other societal contexts.
Practical implications
When trying to inspire employee creativity, organisations need to pay attention to employees’ perception of organisational support. One way of enhancing perceived organisational support is to implement HPWS. In addition, organisations need to encourage devolved management in order to inspire more creative behaviours.
Originality/value
This is the first study that explores the mediating role of perceived organisational support in the HPWS-employee creativity linkage. In addition, the study provides what is believed to be the first test of the moderating role of devolved management.
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Liang-Chih Huang, David Ahlstrom, Amber Yun-Ping Lee, Shu-Yuan Chen and Meng-Jung Hsieh
Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes…
Abstract
Purpose
Given the importance of high performance work systems (HPWS) with respect to firm competitive advantage, this paper holds that the contribution of HPWS toward the desired outcomes for organizations may depend significantly on employee job involvement. Underpinning the argument of happy workers being productive, the purpose of this paper is to propose the critical mediator of employee well-being to explain the hypothesized multilevel relationship between HPWS and job involvement.
Design/methodology/approach
The authors distributed questionnaires to the target participants. Data collected from 451 employees and 50 HR managers/professionals of 50 firms in the three major industrial categories of manufacturing, finance, and service in Taiwan.
Findings
This study identifies the significance of employee well-being by incorporating the theories of planned behavior and positive psychology and provides empirical evidence for the cross-level influence of HPWS on employee well-being and job involvement.
Originality/value
This study incorporates the perspective of positive psychology as an important addition to research on SHRM and performance by highlighting employee well-being as a key mediator of SHRM and job involvement.
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Maria Riaz Hamdani, Sorin Valcea and Michael Ronald Buckley
The purpose of this paper is to focus on the suitability of the multitrait-multimethod (MTMM) matrix approach for examining construct validity in human resource management (HRM…
Abstract
Purpose
The purpose of this paper is to focus on the suitability of the multitrait-multimethod (MTMM) matrix approach for examining construct validity in human resource management (HRM) research. The authors also provide a number of suggestions on how to use MTMM more effectively in HRM research.
Design/methodology/approach
The authors start by presenting a basic introduction to MTMM approach. Next the authors briefly review the limitations of MTMM approach and suggested improvements. The authors elaborate on these limitations by providing HRM examples. To further illustrate these issues, the authors review employment interview research.
Findings
The construct validity analysis in HRM research suffers from three problematic assumptions of the classical MTMM approach: uncorrelated trait-method units, uncorrelated methods, and uncorrelated traits. The review of interview research shows that classical MTMM approach is by far the most popular approach given its relative simplicity and modest sample size requirements. This popularity stresses the significance of the review in highlighting these issues.
Originality/value
Several improvements to quantify the interpretations of MTMM analysis are available to researchers. This review closely examines how these limitations and proposed improvements influence HRM research, thereby making the methodological advances concerning the MTMM approach more accessible to HRM researchers and practitioners.
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Arshad Mahmood, Muhammad Naseer Akhtar, Usman Talat, Chuanmin Shuai and James C. Hyatt
The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee…
Abstract
Purpose
The purpose of this paper is to increase understanding of the influence mechanisms of specific HR practices variables – salary, job stability and job enrichment – upon employee commitment, through the mediating role of job satisfaction, in a developing country context. Crucially, these indicate employee commitment.
Design/methodology/approach
The study analyzed three specific HR practices with a sample of 263 employees in the banking industry of Pakistan. A structural equation modeling methodology is adopted.
Findings
The findings indicate that remuneration strategies were positively related to job satisfaction and employee commitment. Regarding the intervening impact of job satisfaction, this study found that it mediates only for non-monetary strategies between job satisfaction and employee commitment.
Research limitations/implications
A key limitation is that this is a cross-sectional study, perhaps not generalizable over longitudinal approaches. Another limit is posed by the developing country context of this study, perhaps not applicable to some developed countries.
Practical implications
From an HR perspective, managing salary structure is an ongoing issue. The proposed model suggests the use of specific practices about satisfaction and commitment as intermediate steps to manage employee commitment.
Originality/value
The research offers a unique understanding from the developing country context of Pakistan. This provides a novel study conducted to examine employee commitment using the high-performance work practices model.
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Nemanja Berber and Dimitrije Gašić
The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic…
Abstract
Purpose
The main goal of this study is to determine the role of employee commitment in the relations between the compensation system and turnover intentions of employees in the Republic of Serbia, as well as to investigate whether there is a mediating effect of employee commitment in this relation.
Design/methodology/approach
The primary methodology implemented in the research was data gathering, obtaining theoretical research works on the proposed relations and empirical studies based on the PLS-SEM, analysed by IBM SPSS Statistics and SmartPLS data processing software. The data for the analysis was obtained from a total sample of 764 employees, collected in the Republic of Serbia via an online questionnaire.
Findings
The results indicated a positive statistically significant relationship between the formative construct (compensation system) and reflective construct (commitment), as well as a negative statistically significant relationship between the compensation system and reflective construct (turnover intentions). Employee commitment partially mediates the relationship between the compensation system and turnover intentions of employees.
Originality/value
The study was conducted in Serbia and is thus rooted in the specific national context which is characterized by high power distance and high uncertainty avoidance and more collectivistic society with feminine values more expressed. Most of the previous investigations related to the mentioned constructs were performed in companies from more developed countries, including Western Europe and the United States of America, whereas there has been no such research conducted in Serbia to date. The results portrayed a mismatch between the expected relations regarding the attitudes of employees to the rewards and the proposed national context. Modern companies in Serbia need to follow a modern reward mechanism to build stronger commitment and decrease turnover intentions. Moreover, in most earlier research works, compensation was examined in terms of satisfaction with rewards, while this study was based on questions related to perceptions of employees toward HR compensation practices (“The organization offers me”-type questions), not related to their satisfaction. Further, in the majority of previous research works, the compensation system was examined as a variable in combination with other HR processes (staffing, training and development, career development, employee relations, HR planning, communication, etc.), as a HPWP, while in this case the authors used only the practice of compensation (reward elements and employee performance evaluation) to investigate relations with commitment and turnover intentions.