Malik Faisal Azeem and Robina Yasmin
The purpose of this paper is to identify the possible gaps in use of Web 2.0 tools and human resource (HR) functional performance, and to identify the potential areas of future…
Abstract
Purpose
The purpose of this paper is to identify the possible gaps in use of Web 2.0 tools and human resource (HR) functional performance, and to identify the potential areas of future research for the upcoming researcher and industry practitioners.
Design/methodology/approach
By having a thorough literature review on the said Web 2.0 and HR functions’ concepts, the study develops a conceptual model with seven propositions that assist in answering two major research questions, i.e., whether Web 2.0 tools can benefit the four major functions of human resource management (HRM), and to what extent Web 2.0 tools help HR Managers to reap maximum (efficiently and effectively) out of four major functions of HRM. By identifying the possible gaps in use of Web 2.0 tools and HR functional performance, the study identifies potential areas of future research for the upcoming researcher and industry practitioners.
Findings
HR 2.0 regime (right alignment of Web 2.0 tools and HR functions) will allow both the ends (employee and employer) to drive the organization toward sustainable, long-term business success. Excellence in HR functions following the HR 2.0 concept, can lead the organizations get best desired HR and business outcomes across sectors and industries. Though using Web 2.0 tools in HR functions can encounter various challenges as management of bulky information, time wastage, personal conflicts, threats of losing information confidentiality, etc., but these potential threats can be made less risky by transforming organization culture.
Research limitations/implications
As the scope of the study was limited to the use of Web 2.0 tools in HR practices, the study provided a generic view of the use of Web 2.0 tools in HR domain. Thus the findings should be used only in HR domain in a variety of contexts.
Practical implications
The current study adds value to in the exploration of the link between Web 2.0 and HRM in a systematic way because of the fact that Web 2.0 tools as drivers or facilitating tools can play a vital role in execution of HR practices and processes in a secure, effective and efficient manner. The current study also paves the way for the HR practitioners and researcher to extract manifold benefits from the use of Web 2.0 tools in all of its functions with the right understanding. Critical role of HR can be favorably facilitated by Web 2.0 in favor of both, i.e., employees and the employers which could ultimately enable them to create a competitive edge in the market place. The organizations in general (whether private or public, manufacturing or public, small and medium enterprises or MNEs) can extract the real benefits from the right use of Web 2.0 while performing any of their HR function. Enhanced decision making may also be gained using the right mix of Web 2.0 tools and HR practices in any organization. The study also provides a track to the researchers to excavate more associations among the said constructs and to test these relationships in different industries so that maximum HR challenges may be addressed related to the employee and the HR process.
Social implications
Social implications of the current study can be derived as the main focus is HR practices which are executed by the employees, who if are positively addressed, may gain economic and social up gradations. As for the employers use of Web 2.0 tools in their HR functions not only will bring economic prosperity for themselves but for the employees and the society.
Originality/value
Conceptual analysis of links between the use of Web 2.0 tools and HR functions to draw the attention of HR practitioners to benefit both employers and employees. Though the use of Web 2.0 is being popular in various other business areas but not for internal employees regarding HR functions. Paper provides the conceptual link of Web 2.0 applications, i.e., blogs, wikis, folksonomies, RSS, podcasts and online social networks with human resource functions.
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Riffat Blouch and Malik Faisal Azeem
The purpose of this paper is to investigate the association between constructs of employee perception of diversity (EPD) and perceived organizational performance (POP) through…
Abstract
Purpose
The purpose of this paper is to investigate the association between constructs of employee perception of diversity (EPD) and perceived organizational performance (POP) through components of organizational justice over different hierarchal levels and also across the private and public healthcare sector organizations. Additionally, this study also examines whether employees from diverse backgrounds vary in their perceptions regarding diversity in healthcare sector of Pakistan.
Design/methodology/approach
Data were collected from primary sources, that is medical, paramedical and administrative staff (different designations) of both public and private hospitals for analyzing the results. The overall population consisted of 250 respondents and the hypotheses were tested using two-way ANOVA and CAUSALMED procedures. The data were collected during the course of three months in different time slots from 9 a.m. to 9 p.m. Statistical Analysis Software was used to analyze the data.
Findings
Findings indicate that regardless of their gender or categories, employees recognize diversity positively, but their responses have significant difference over the hierarchal levels. Furthermore, it is found that EPD is positively linked to the POP, and the relationship gets stronger in the presence of perceived organizational justice (POJ).
Research limitations/implications
The study was confined to the healthcare sector, so further studies can be conducted in other sectors. The present study checked the impact of POJ, but other important reasonable factors that can intervene in the relationship between perceived diversity and POP can be studied, such as organizational commitment.
Practical implications
First of all, it is dispensable for the organizations to ensure the positive perception of these initiatives from employees to implement the diversity programs. Second, the management must ensure the presence of all groups of employees to get the right responses for the diversity management initiatives. Third, the healthcare industry of Pakistan needs to be assessed in the context of current study and diversity initiatives should be taken in hiring and retention of the employees.
Originality/value
The presence of employees of healthcare industry across the sector over hierarchal levels will absolutely add value to the existing knowledge on diversity, diversity management, management theory and practice.
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Salman Iqbal, Sami Ullah, Amina Rizwan, Naima Nazeer, Mamoona Rasheed and Ahmad Faisal Imtiaz Siddiqi
The strict regulations and reporting requirements in microfinance institutions require a high level of knowledge and expertise in finance, accounting and risk management…
Abstract
Purpose
The strict regulations and reporting requirements in microfinance institutions require a high level of knowledge and expertise in finance, accounting and risk management. Therefore, microfinance institutions (MFIs) must possess a high absorptive capacity to understand their customers’ needs and develop appropriate products and services to meet them. This study explains how organizational culture influences absorptive capacity in MFIs, with a particular focus on the mediating role of knowledge sharing.
Design/methodology/approach
Data were collected from 450 randomly selected employees of microfinance banking institutions in Pakistan. The data were tested for reliability and validity, and hypotheses were tested through structural equation modeling in WarpPLS 8.0.
Findings
The findings show that knowledge! sharing mediates the relationship between organizational culture and absorptive capacity. Thus, MFIs should promote knowledge sharing as a cultural value to improve their ability to acquire and utilize new knowledge, enhance absorptive capacity to drive innovation and facilitate the development of new products and services.
Practical implications
MFIs with higher absorptive capacity are more likely to be able to respond to changes in the market, such as new technologies or shifting customer demands. Therefore, managers should promote a culture of sharing knowledge and expertise to ensure adaptability in dynamic market conditions.
Originality/value
This research provides a framework for organizations to better understand the role of knowledge sharing in their success and how to leverage it to enhance their absorptive capacity. It is valuable for academics and practitioners seeking to improve organizational performance and competitiveness.
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Samreen Hamid, Zahid Riaz and Syed Muhammad Waqar Azeem
This study aims to ascertain the relevance of Carroll’s four dimensions of corporate social responsibility (CSR), namely, economic, legal, ethical and discretionary in a dynamic…
Abstract
Purpose
This study aims to ascertain the relevance of Carroll’s four dimensions of corporate social responsibility (CSR), namely, economic, legal, ethical and discretionary in a dynamic regulatory context of a developing economy – Pakistan.
Design/methodology/approach
This study has operationalized these dimensions as four categories of CSR disclosure index. This disclosure index measured the relevance of CSR dimensions by examining CSR disclosure practices of Pakistan Stock Exchange-100 index firms.
Findings
The authors have found that the firms of Pakistan disclose more information pertaining to discretionary dimension of CSR than economic, legal and ethical dimensions. Interestingly, the authors have observed that after the enactment of state regulation, there is an increasing trend of the overall CSR disclosure level at a decreasing rate.
Practical implications
For policymakers, these findings imply that firms tend to perceive law as a box-ticking exercise and refrain to involve in those CSR activities that can have both strategic and societal benefits over the long run. These finding imply for business managers that if they will not undertake CSR notion seriously then the policymakers will take statutory initiatives to curtail the greenwashing effect and these initiatives can lead to higher transaction costs.
Originality/value
This study presents evidence about the relevance of Carroll’s four dimensions of CSR in a developing economy. The evidence shows that the CSR disclosure in developing economy continues to take a largely philanthropic form thereby dominating other CSR dimensions namely ethical, legal and economic. These findings also confirm that CSR practices are context-dependent and these cannot be isolated from their unique social context.
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Salman Iqbal, Sami Ullah, Amina Rizwan, Naima Nazeer, Mamoona Rasheed and Ahmed Faisal Imtiaz Siddiqi
Microfinance institutions (MFI) must adapt to rapidly changing market conditions, including stringent regulations and diverse customer demands, necessitating a high absorptive…
Abstract
Purpose
Microfinance institutions (MFI) must adapt to rapidly changing market conditions, including stringent regulations and diverse customer demands, necessitating a high absorptive capacity. This research elucidates how organizational culture promotes knowledge sharing, thereby enhancing an organization’s ability to absorb and utilize new knowledge, with particular attention to the moderating role of MFI size.
Design/methodology/approach
Data were collected from 450 randomly selected employees of MFIs in Pakistan. Hypotheses were tested using structural equation modeling in WarpPLS 8.0.
Findings
The findings show that knowledge sharing mediates the relationship between organizational culture and absorptive capacity. The impact is more pronounced in larger MFIs, while smaller MFIs exhibit greater agility in adapting to new knowledge.
Practical implications
MFIs, particularly in dynamic markets like Pakistan, should enhance their absorptive capacity by fostering an organizational culture that promotes knowledge sharing. While larger MFIs benefit from structured knowledge-sharing practices, they should address potential bureaucratic impediments to maintain agility.
Social implications
By improving absorptive capacity, MFIs can better innovate and tailor their services to underserved communities, contributing to financial inclusion and poverty alleviation in Pakistan. This research provides insights for policymakers and practitioners on fostering sustainable development through strategic organizational practices in MFIs.
Originality/value
The findings offer a practical framework linking theoretical concepts from the resource-based and knowledge-based views to real-world applications, particularly in developing economies. It emphasizes the crucial role of organizational culture in enabling MFIs to adapt and thrive in challenging environments.
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Muhammad Asim Faheem, Hafiz Yasir Ali, Muhammad Waheed Akhtar and Muhammad Asrar-ul-Haq
The present study aims to analyze the effect of workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance.
Abstract
Purpose
The present study aims to analyze the effect of workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance.
Design/methodology/approach
Data were obtained from 318 nurses using a structured questionnaire. The multistage sampling technique was used to distribute the questionnaire and analysis was performed through structural equation modeling.
Findings
The findings show association between workplace incivility and coworker deviant behavior on turnover intentions and nurses' job performance. Further, the findings state that coworker deviant behavior has impact on turnover intentions and nurses' job performance.
Research limitations/implications
Results of the study show critical situation for healthcare sector. Findings show that negative behaviors influence nurses' performance and escalate their intentions to leave this profession. These findings can help authorities to take some actions and use interventions to suppress or control these negative behaviors to improve the nursing performance at workplace.
Originality/value
The nursing literature is devoid of evidence about how workplace incivility and coworker deviant behavior influence employee outcomes.
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Ume Rubaca and Malik Mamoon Munir
This research, grounded in the conservation of resources (COR) theory, investigates the impact of supervisor incivility on emotional exhaustion and nurses’ job neglect. It also…
Abstract
Purpose
This research, grounded in the conservation of resources (COR) theory, investigates the impact of supervisor incivility on emotional exhaustion and nurses’ job neglect. It also examines the buffering roles of resilience and professional calling in shaping the relationship between supervisor incivility and emotional exhaustion, as well as between emotional exhaustion and nurses’ job neglect.
Design/methodology/approach
The study uses multisource and time lag data from registered nurses (N = 426) using self-administered questionnaires. At time T1, nurses self-report about resilience, supervisor incivility, emotional exhaustion and professional calling. At time T2, they rate each other’s job neglect in pairs (N = 213).
Findings
The findings indicate a significant positive relationship between supervisor incivility and nurses’ job neglect partially mediated by emotional exhaustion. Additionally, resilience and professional calling function as strong buffers, mitigating the effects of supervisor incivility on emotional exhaustion and job neglect, respectively.
Research limitations/implications
The contribution of the study lies in its exploration of the underlying COR, thus connecting supervisor incivility to job neglect among nurses, offering valuable insights into the mediating role of emotional exhaustion and the moderating effects of resilience and professional calling. These findings extend the theoretical understanding of workplace incivility and provide actionable implications for fostering supportive environments in healthcare settings. However, the reliance on convenience sampling and a relatively small sample size (N = 426) limits the generalizability of the results. Future research should address these limitations by employing larger, more diverse samples to validate and expand upon these findings.
Practical implications
The study offers practical implications for healthcare organizations by highlighting the need to address supervisor incivility through training programs, resilience-building initiatives and fostering a sense of professional calling among nurses. These interventions can mitigate emotional exhaustion, reduce job neglect and promote a supportive work environment, ultimately enhancing nurse well-being and patient care quality.
Originality/value
This study from the perspective of COR theory contributes uniquely to the literature by bridging gaps in understanding how supervisor incivility impacts nurses’ job neglect via emotional exhaustion which remained a relatively underexplored area. It also advances knowledge by introducing resilience and professional calling as moderators, providing a comprehensive framework for addressing the adverse effects of workplace incivility in the healthcare sector.
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Muhammad Adeel Anjum, Dapeng Liang, Ammarah Ahmed and Anjum Parvez
While the performance consequences of workplace ostracism (WO) have been examined in many studies, relatively little is known about WO's relationship with work effort (WE), which…
Abstract
Purpose
While the performance consequences of workplace ostracism (WO) have been examined in many studies, relatively little is known about WO's relationship with work effort (WE), which is a vital part of the performance domain. Moreover, the literature is largely silent regarding how WO translates into reduced effort and when such effects are less likely. The purpose of the study is to bridge these gaps. Specifically, the paper examines the relationship between WO and WE, taking into account the mediating role of emotional exhaustion (EE) and the moderating role of work centrality (WC).
Design/methodology/approach
Data for the study came from an online survey of 310 full-time employees of service-sector organizations in Pakistan. The PROCESS macro, a robust computational tool for research models involving both mediating and moderating mechanisms, was used for analysis.
Findings
WO was found to be a risk factor for organizations in that it not only induces/aggravates strain in employees, but also hampers them in expending effort in given roles. Findings further highlight that the negative relationship between WO and WE is mediated by EE and moderated by WC.
Research limitations/implications
Owing to the cross-sectional data and correlational research design, the study has limited power to make causal inferences about the relationships between the constructs (e.g. WO and WE). Further, the study is conducted in a collectivist culture where people are particularly sensitive to WO; it is, therefore, possible that the strength of relationships between the constructs might differ in individualistic cultures.
Practical implications
Apart from informing management practices in relation to minimizing the occurrence of WO, the study also offers valuable insights into how employees can protect themselves from the negative effects of WO.
Originality/value
The study is among the very few empirical works that simultaneously explicate how and when WO jeopardizes employees' WE.
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Rohit Kumar Singh and Sachin Modgil
Technology uptake in supply chains frequently encounters challenges when immediate, tangible benefits are not evident. Therefore, this article's central objective is to pinpoint…
Abstract
Purpose
Technology uptake in supply chains frequently encounters challenges when immediate, tangible benefits are not evident. Therefore, this article's central objective is to pinpoint the risks affecting the integration of supply chain technologies for enduring outcomes. Subsequently, these risks will be organized into a hierarchical structure, facilitating a clearer comprehension of their direct and indirect interconnections.
Design/methodology/approach
A combined TISM and quantitative approach has been used to build the hierarchal structure and to validate the direct, and indirect relationship among risks adopting supply chain technologies. A total of 41 respondents participated in the TISM survey, which resulted in creating a level hierarchical structure. Further, 233 responses are used for the quantitative study using SEM to validate the model obtained from TISM.
Findings
The study's findings indicated the social risks come out with the highest driving power. This includes the fear of job displacement, community disparity and change in the work culture of an organization. At the same time, technological risks can cause system integration, scalability issues, obsolesce compatibility issues, system failures and supply chain sustainability issues.
Originality/value
The novelty of the study can be found in the developed framework and its subsequent confirmation via quantitative evaluation. TISM provides the theoretical foundation, while a quantitative investigation is carried out to verify this theory.