Ryan P. Fuller and Boniface Michael
This research investigates the issues of concern for American film and television (TV) unions, the features of issues, whether issues are threats, opportunities or mixed…
Abstract
Purpose
This research investigates the issues of concern for American film and television (TV) unions, the features of issues, whether issues are threats, opportunities or mixed evaluations, and unions' distributive or integrative approaches to issues (Walton and McKersie, 1965).
Design/methodology/approach
The first author interviewed 25 union leaders and used thematic analysis to identify issue characteristics and evaluations of issues as threats, opportunities or mixed. Using language analysis, the authors then connected these evaluations to integrative or distributive approaches.
Findings
The findings revealed three larger issues of concern (positioning the union and jurisdiction, shifting patterns of risk and negotiating and enforcing contracts) and five characteristics (locus, boundary, manageability, predictability and scope). These characteristics then determined how interviewees viewed issues as threats, opportunities or mixed evaluations. Three characteristics grouped together to form threats: external locus, indistinct boundaries and low manageability. Indistinct boundaries contributed to assessments of issues as mixed. These issue types, characteristics and interpretations revealed a metaphorical above- and below-the-line differentiation among film and TV unions based on the members continued ownership of their work. With one exception – BTL unions on positioning union and jurisdiction – leaders' language reflected distributive approaches to issues.
Originality/value
This study delves deeper into Walton and McKersie's (1965) classical two-part classification of issues by adding a typology of characteristics and operational definitions to aid in identifying threats, opportunities and mixed evaluations through the novel use of issue analysis in industrial relations.
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In the US minimum wages were initially enacted by individual states, beginning with the Commonwealth of Massachusetts in 1912. These laws were modeled on legislation enacted over…
Abstract
In the US minimum wages were initially enacted by individual states, beginning with the Commonwealth of Massachusetts in 1912. These laws were modeled on legislation enacted over the previous two decades in Australia, New Zealand, and England (Fisher, 1926, chap. 8; Hammond, 1915, 1913; Hobson, 1915; Hart, 1994, chaps. 2 & 3; Morris, 1986). From 1912 to 1923, the legislatures of 16 states, Puerto Rico, and the District of Columbia passed minimum wage legislation, although not all of them were operational by the end of this period (Brandeis, 1935, p. 501; Clark, 1921; Millis & Montgomery, 1938, chap. 6; Morris, 1930, chap. 1).
Lan Guo, Bernard Wong-On-Wing and Gladie Lui
We examine how input- (vs. output-) based performance evaluation and incentive intensity impact employees’ autonomous motivation, thereby influence their proactive work behaviors.
Abstract
Purpose
We examine how input- (vs. output-) based performance evaluation and incentive intensity impact employees’ autonomous motivation, thereby influence their proactive work behaviors.
Methodology
We collected survey responses from 309 employees of different firms. Multi-group Structural Equation Modeling analyses were used to analyze the data.
Findings
Input-based evaluation had a positive effect on autonomous motivation and proactive work behaviors when task uncertainty was high, but a negative effect when it was low. Autonomous motivation had a positive effect on proactive work behaviors.
Research implications
Our results on the moderating effect of task uncertainty provide insights into inconsistencies in earlier studies. Moreover, applying self-determination theory of motivation to incentive research can provide some insights into why sometimes, incentives can negatively affect performance.
Practical implications
The study of proactive work behaviors is important because despite their necessity in the fast-changing business environment, they are relatively unexplored in the incentive literature. Proactivity is especially important for tasks that are high in uncertainty because the exact tasks to achieve those goals are hard to specify.
Originality/value of paper
We investigate the effect of performance management system on proactive work behaviors, mediated by autonomous motivation and moderated by task uncertainty.
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Antonio La Sala, Ryan Fuller, Laura Riolli and Valerio Temperini
The aim of this research is twofold: first, to get more insights on digital maturity to face the emerging 4.0 augmented scenario by identifying artificial intelligence (AI…
Abstract
Purpose
The aim of this research is twofold: first, to get more insights on digital maturity to face the emerging 4.0 augmented scenario by identifying artificial intelligence (AI) competencies for becoming hybrid employees and leaders; and second, to investigate digital maturity, training and development support and HR satisfaction with the organization as valuable predictors of AI competency enhancement.
Design/methodology/approach
A survey was conducted on 123 participants coming from different industries and involved in functions dealing with the ramifications of Industry 4.0 technologies. The sample has included predominately small-to-medium organizations. A quantitative analysis based on both exploratory factor analysis and multiple linear regression was used to test the research hypotheses.
Findings
Three main competency clusters emerge as facilitators of AI–human interaction, i.e. leadership, technical and cognitive. The interplay among these clusters gives rise to plastic knowledge, a kind of moldable knowledge possessed by a particular human agent, here called hybrid. Moreover, organizational digital maturity, training and development support and satisfaction with the organization were significant predictors of AI competency enhancement.
Research limitations/implications
The size of the sample, the convenience sampling method and the geographical context of analysis (i.e. California) required prudence in generalizing results.
Originality/value
Hybrids’ plastic knowledge conceptualized and operationalized in the overall quantitative analysis allows them to fill in the knowledge gaps that an AI agent-human interplay may imply, generating alternative solutions and foreseeing possible outcomes.
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Intrinsic motivation occurs due to positive reactions that arise directly from engagement in work activities. Scholars have asserted that intrinsic motivation plays an important…
Abstract
Intrinsic motivation occurs due to positive reactions that arise directly from engagement in work activities. Scholars have asserted that intrinsic motivation plays an important role in organizational phenomena such as creativity (George, 2007), leadership (Piccolo & Colquitt, 2006), and performance (Gagné & Deci, 2005). We review the research literature on intrinsic motivation and provide an overview and integration of the leading theories. We then develop a conceptual model in which positive affect serves as a primary cause of intrinsic motivation. We discuss how affect alone may induce intrinsic motivation, how affect may lead to nonconscious experiences of intrinsic motivation, and how affect and cognitions may work in concert to produce the strongest and most persistent intrinsic motivation experiences. We conclude by suggesting new avenues for research that might be pursued using this cognitive–affective model of intrinsic motivation.
This study aimed to investigate the impact of benevolent leadership on proactive customer service performance by creating a moderated mediation model. The model focuses on the…
Abstract
Purpose
This study aimed to investigate the impact of benevolent leadership on proactive customer service performance by creating a moderated mediation model. The model focuses on the role of harmonious passion as a mediator in the relationship between benevolent leadership and proactive customer service performance as well as the moderating influence of proactive personality on this mediation.
Design/methodology/approach
The model was tested using data from 339 immediate supervisor-subordinate pairs in eight five-star hotels in Egypt. Frontline service employees and their immediate supervisors completed separate questionnaires, and the responses were matched using identification numbers.
Findings
The results indicate that harmonious passion fully mediates the positive relationship between benevolent leadership and proactive customer service performance. Additionally, proactive personality was found to moderate the mediated relationship between benevolent leadership and proactive customer service performance through harmonious passion, such that the mediation was stronger for employees with higher proactive personalities.
Research limitations/implications
By testing the moderated mediation model, this study contributes to our theoretical understanding of the motivational mechanism through which benevolent leadership influences proactive customer service performance.
Originality/value
This research offers initial evidence of the mediating role of harmonious passion in the positive relationship between benevolent leadership and proactive customer service performance. The moderated mediation model extends existing findings by incorporating proactive personality as a significant moderator in explaining the impact of benevolent leadership on proactive customer service performance.
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Charlotte Ryan and Gregory Squires
We argue that by conducting systematic research with communities rather than on communities, community-based research (CBR) methods can both advance the study of human interaction…
Abstract
We argue that by conducting systematic research with communities rather than on communities, community-based research (CBR) methods can both advance the study of human interaction and strengthen public understanding and appreciation of social sciences. CBR, among other methods, can also address social scientists’ ethical and social commitments. We recap the history of calls by leading sociologists for rigorous, empirical, community-engaged research. We introduce CBR methods as empirically grounded methods for conducting social research with social actors. We define terms and describe the range of methods that we include in the umbrella term, “community-based research.” After providing exemplars of community-based research, we review CBR’s advantages and challenges. We, next, summarize an intervention that we undertook as members of the Publication Committee of the URBAN Research Network’s Sociology section in which the committee developed and disseminated guidelines for peer review of community-based research. We also share initial responses from journal editors. In the conclusion, we revisit the potential of community-based research and note the consequences of neglecting community-based research traditions.
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Elizabeth P. Karam, William L. Gardner, Daniel P. Gullifor, Lori L. Tribble and Mingwei Li
Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past…
Abstract
Academic and practitioner attention to the constructs of authentic leadership and work engagement and their implications for organizations has grown dramatically over the past decade. Consideration of the implications of these constructs for high-performance human resource practices (HPHRP) is limited, however. In this monograph, we present a conceptual model that integrates authentic leadership/followership theory with theory and research on HPHRP. Then, we apply this model to systematically consider the implications of skill-enhancing, motivation-enhancing, and opportunity-enhancing HR practices in combination with authentic leadership for authentic followership, follower work engagement, and follower performance. We contend that authentic leadership, through various influences processes, promotes HPHRP, and vice versa, to help foster enhanced work engagement. By cultivating greater work engagement, individuals are motivated to bring their best, most authentic selves to the workplace and are more likely to achieve higher levels of both well-being and performance.