Subramaniam Ananthram, Matthew J. Xerri, Stephen T.T. Teo and Julia Connell
The purpose of this paper is to empirically examine the relationships between high-performance work systems (HPWSs) and four employee outcomes – job satisfaction, employee…
Abstract
Purpose
The purpose of this paper is to empirically examine the relationships between high-performance work systems (HPWSs) and four employee outcomes – job satisfaction, employee engagement, presenteeism and well-being – in Indian call centres.
Design/methodology/approach
A path model is developed to investigate the direct and mediation effects between the assessed variables. The study utilised a survey of 250 call centre employees working in five business process management firms based in India.
Findings
The findings indicate that HPWSs have a positive relationship with job satisfaction, engagement and well-being. Job satisfaction also had a positive relationship with engagement and presenteeism, and engagement was positively related to presenteeism and well-being. However, there was no significant direct effect of HPWS on presenteeism. Mediation analysis showed that HPWS has an indirect effect on well-being via engagement and also via job satisfaction and engagement combined.
Research limitations/implications
HPWS significantly increases job satisfaction and employee engagement and indirectly influences employee well-being via these outcomes. However, job satisfaction and employee engagement was also found to increase presenteeism, which, in turn, can reduce employee well-being. These findings contribute to the HPWS theory and the literature on employee well-being, and have implications for HR personnel and call centre management.
Originality/value
Given the well-established challenges with employee retention in Indian call centre environments, one solution may be the adoption of a more strategic approach to HRM using HPWS. Such an approach may enhance employees’ perceptions that HPWS practices would have a positive influence on job satisfaction, employee engagement and employee well-being.
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Dawn Bennett, Sherry Bawa, Subramaniam Ananthram and Tim Pitman
The study sought to determine whether there are gender differences in self-perceived employability of students enrolled in Australian higher education science, technology…
Abstract
Purpose
The study sought to determine whether there are gender differences in self-perceived employability of students enrolled in Australian higher education science, technology, engineering and mathematics (STEM) programs.
Design/methodology/approach
Using an online measure comprised of Likert style and open text items, STEM students (n = 3,134) reported their perceived employability in relation to nine dimensions of employability identified from the literature as having relevance to careers in STEM. Analysis determined whether student confidence differed according to gender, field of study, study mode, age, and engagement with work.
Findings
Female students in STEM reported higher mean factor scores in relation to their self- and program-awareness, self-regulated learning, and academic self-efficacy. Male students were more confident in relation to digital literacy skills; these findings were consistent both overall and across several fields of study within STEM. Gender differences were observed across study mode, age, and engagement with work.
Originality/value
The analyses of students' perceived employability provide important insights into the formation of a STEM “identity” among female students. The study has implications for policy, higher education, the engagement of girls in early STEM education, and future research.
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Sophie Hennekam, Subramaniam Ananthram and Steve McKenna
The purpose of this paper is to investigate how individuals perceive and react to the involuntary demotion of a co-worker in their organisation.
Abstract
Purpose
The purpose of this paper is to investigate how individuals perceive and react to the involuntary demotion of a co-worker in their organisation.
Design/methodology/approach
The authors draw on 46 semi-structured in-depth interviews (23 dyads) with co-workers of demoted individuals.
Findings
The findings suggest that an individual’s observation of the demotion of a co-worker has three stages: their perception of fairness, their emotional reaction and their behavioural reaction. The perception of fairness concerned issues of distributive, procedural, interpersonal and informational justice. The emotional responses identified were feelings of disappointment/disillusion, uncertainty, vulnerability and anger. Finally, the behavioural reactions triggered by their emotional responses included expressions of voice, loyalty, exit and adaptation.
Originality/value
Perceptions of (in)justice perpetrated on others stimulate emotional and behavioural responses, which impacts organisational functioning. Managers should therefore pay attention to the way a demotion is perceived, not only by those directly concerned, but also by co-workers as observers.
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Rofia Ramesh, Subramaniam Ananthram, V. Vijayalakshmi and Piyush Sharma
This paper aims to highlight the positive and negative effects of technostressors on employee attitudes using psychological need satisfaction as an explanatory mechanism and…
Abstract
Purpose
This paper aims to highlight the positive and negative effects of technostressors on employee attitudes using psychological need satisfaction as an explanatory mechanism and mindfulness as an individual resource, thereby developing an integrative conceptual model.
Design/methodology/approach
A narrative literature review was performed in the technostress, job demands-resources and mindfulness literature to develop the propositions of the integrative conceptual model.
Findings
This paper posits psychological need satisfaction as a mediator in the process by which technostressors impact important employee outcomes. It also proposes mindfulness as a personal resource that helps alleviate technostressor induced burnout and foster work engagement.
Research limitations/implications
The proposed integrative conceptual framework provides some useful directions for future empirical research on this topic of growing importance.
Practical implications
Based on the findings of this paper, managers can devise and implement a technostressor-specific mitigation strategy to cope with information and communication technology–induced work demands. They can also introduce mindfulness-based programs to support positive outcomes when technostressors are present.
Originality/value
This paper is the first to theoretically delineate specific characteristics of technostressors as challenge and hindrance demands and makes interdisciplinary contributions by extending the role of psychological mechanisms such as psychological need satisfaction and personal resources such as mindfulness in work-related technology use research.
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Subramaniam Ananthram, Cecil Pearson and Samir Chatterjee
The purpose of this paper is to investigate the strength of organisational strategy, technology intensity and entrepreneurial orientation as predictors of managerial global…
Abstract
Purpose
The purpose of this paper is to investigate the strength of organisational strategy, technology intensity and entrepreneurial orientation as predictors of managerial global mindset intensity in the Indian and Chinese service industry.
Design/methodology/approach
A pluralist research design that captured quantitative and qualitative data from 239 Indian and 210 Chinese indigenous managers was evaluated to test the hypothesised relationships of a conceptual model that was developed from the contemporary relevant literature.
Findings
The results of the investigation demonstrate that technological intensity and entrepreneurial orientation were significant determinants of managerial global mindset intensity. Qualitative information that revealed technological intensity and entrepreneurial orientation were dominant drivers from developing and nurturing managerial global mindset intensity.
Research limitations/implications
In spite of both study countries having large populations, the evaluated sample sizes were of reasonable magnitude. The evidence of indicators that strongly reform the domain of global managerial mindsets has considerable application for corporations operating in the international marketplace.
Originality/value
The rising dominance of the service sector as well as the changing economic, political and social landscape are compelling organisations to more fully understand the dynamics of the dramatic shifts in managerial thinking.
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Subramaniam Ananthram, Alan Nankervis and Christopher Chan
Human resource management (HRM) theory has transitioned in recent decades towards “human capital” and “human assets” frameworks that emphasize strategic choice and “investment”…
Abstract
Purpose
Human resource management (HRM) theory has transitioned in recent decades towards “human capital” and “human assets” frameworks that emphasize strategic choice and “investment”, which are concepts borrowed from strategic management, accounting and economic theories. This paper aims to explore the perspectives of strategic human asset management theory, which involves strategic agility and knowledge management.
Design/methodology/approach
The research was based on semi‐structured interviews with 30 senior executives of multinational firms in Canada and the USA in 2009, following the global financial crisis. The qualitative findings were analyzed using the NVivo software (version 8) package.
Findings
The research findings suggest that many North American multinational firms recognize the value of this new interpretation of HRM and are attempting to implement it through “strategic human asset management” in their own firms. The paper concludes with some practical recommendations for line managers and HR professionals in their human assets management imperatives.
Research limitations/implications
The generalizability of the findings is limited by the relatively small sample size and qualitative nature of the study. However, they provide some interesting implications for HR professionals who wish to transform their role into that of a strategic business partner through innovative human asset management strategies.
Originality/value
The paper builds on previous research by exploring the applications of the concepts of strategic human asset management, strategic agility, and knowledge management within the context of US and Canadian multinational firms.
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June Cao, Zijie Huang, Ari Budi Kristanto and Tom Scott
This literature review aims to portray the thematic landscape of the Pacific Accounting Review (PAR) from 2013 to 2023. This paper also synthesises the special issues in PAR and…
Abstract
Purpose
This literature review aims to portray the thematic landscape of the Pacific Accounting Review (PAR) from 2013 to 2023. This paper also synthesises the special issues in PAR and identifies the main research streams that facilitate contemplating the dialogic interactions between PAR and real-world challenges. Furthermore, this paper aligns these streams with the emerging concerns in Sustainable Development Goals (SDGs) and technological disruptions to propose impactful future directions for publications in PAR.
Design/methodology/approach
This review adopts bibliometric analysis to establish the main research streams and objective measures for directing future publications. This paper acquires the data of 310 PAR articles from the Web of Science and ensure the data integrity before the analysis. Based on this technique, this paper also analyses PAR’s productivity, authorship and local and global impacts.
Findings
Our bibliometric analysis reveals three key research streams: (1) ESG practices and disclosures, (2) informal institutions in accounting and (3) accounting in transition. This finding affirms PAR’s relevance to real-world accounting challenges. Using a thematic map, this paper portrays the current state of PAR’s topics to identify potential directions for future publications. Further, this paper proposes three future paths for PAR: (1) the research agenda for non-financial reporting, (2) research relating to and from diverse countries considering both formal and informal contemporary contextual factors and (3) the future of the evolving accounting profession.
Originality/value
This study adds value to the existing PAR reviews by extending our knowledge with the latest publications, demonstrating an objective and replicable approach, and offering future directions for PAR publications.
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Michael Alexander Kruesi and Luka Bazelmans
This paper reviews the past 20 years of empirical research, based on the resource-based view (RBV) of the firm, in hospitality and tourism literature. There has been a significant…
Abstract
Purpose
This paper reviews the past 20 years of empirical research, based on the resource-based view (RBV) of the firm, in hospitality and tourism literature. There has been a significant increase in empirical RBV-grounded management research throughout the 2000s. However, to date, there has been no systematic assessment of the RBV in both qualitative and quantitative empirical hospitality and tourism literature. The purpose of the present paper, therefore, is to review and analyse the approaches employed in empirical hospitality and tourism research founded on the RBV, provide an overview and suggest how to further advance the RBV as a framework for future research.
Design/methodology/approach
The present study systematically reviews empirical RBV-based hospitality and tourism studies, published between 2000 and 2019. Through a well-defined and replicable inclusion/exclusion criterion, a sample of 122 studies was identified and reviewed.
Findings
It was found that while the RBV has received support in both quantitative and qualitative studies, the way in which researchers have utilised it in quantitative and qualitative research varies considerably in terms of the types of resource examined, the measurement variables used and the terminology/theoretical sub-stream employed. To increase the effectiveness of the RBV as a theoretical foundation in future research, its application needs to become more consistent across different studies, allowing for the development of a unified theory. Several shortcomings of the extant literature are identified, including the practical utility of the RBV; the tautology inherent in RBV-based research; the limited amount of qualitative research and the limited focus on industry contexts other than hotels, not to mention the current abundance of research with a Western perspective. These shortcomings lead to the suggestions for future research.
Research limitations/implications
The implications raised in the present study are, firstly, the current body of hospitality and tourism literature founded on the RBV is lacking in certain areas, which highlights the need for further research. Secondly, the confusion arising from its tautologies have negatively impacted the usefulness of the RBV for researchers and practitioners alike. Finally, focusing on lower than firm-level competitive advantage will allow researchers to provide more meaningful recommendation to practitioners.
Originality/value
This is the first systematic review of both qualitative and quantitative hospitality and tourism research founded on the RBV. It provides an overview of this theory, with the aim of highlighting what has already been explored while aiding the further development of the theory in hospitality and tourism research.
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Esam Emad Ghassab, Carol Tilt and Kathyayini Kathy Rao
The purpose of this paper is to examine the impact of social movements engendered by the Arab Spring crisis on the relationship between corporate social responsibility disclosure…
Abstract
Purpose
The purpose of this paper is to examine the impact of social movements engendered by the Arab Spring crisis on the relationship between corporate social responsibility disclosure (CSRD) and corporate governance attributes, particularly board composition, considering the importance of governance after the Arab Spring event.
Design/methodology/approach
Content analysis was used to examine the extent and nature of CSRD in annual reports of Jordanian companies listed on the Amman Stock Exchange covering the period 2009–2016. A dynamic regression model using panel data is then undertaken for a sample of 114 listed companies over the period to analyse the potential impact of board composition on the level of CSRD.
Findings
The results reveal that there was a significant increase in the level of CSRD post-the Arab Spring crisis; and that governance appears to be a key driver. Specifically, board age, directors educated in business and/or accounting-related fields and foreign members are found to have a significant positive relationship with CSRD.
Originality/value
Looking at the Arab region pre- and after the Arab Spring helps to complete the global picture of how company governance can lead to improved CSR performance. Specifically, this region has been behind in developing rules and codes that include CSR. The results show that having a diverse board, with directors with expertise specific to the context, increases the effectiveness of stakeholder management through CSRD. The results, therefore, offer valuable insights for companies, policymakers and for the development of regulations.
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Chia-Wen Chang and Heng-Chiang Huang
Emerging markets play an important role in the global economy. However, a common feature of most emerging markets is that firms must operate in a resource-constrained environment…
Abstract
Purpose
Emerging markets play an important role in the global economy. However, a common feature of most emerging markets is that firms must operate in a resource-constrained environment. In emerging markets, global mindset is a necessary resource for firms’ global competitiveness. Although global mindset has been proven to improve export performance, the theoretical mechanism behind this relationship is less clear. Based on the resource-based on the resource-based view and capability-building perspective, this study developed a model linking global mindset, relational capability, bricolage capability, innovation, and export performance.
Design/methodology/approach
A survey was conducted to collect data from exporting firms in Taiwan. Subsequently, the data (n = 172) were analyzed using a partial least squares program.
Findings
The analytical results reveal that a global mindset positively influences relational and bricolage capabilities; relational capability positively affects bricolage capability; relational capability and bricolage capability have significant and direct effects on innovation; and innovation positively affects export performance.
Originality/value
The findings confirm that a global mindset plays a crucial role in the capability-building process, which suggests that it contributes to the development of relational and bricolage capabilities. Also, relational capability is critical for exporting firms to develop bricolage capability. Finally, innovation is an important mediating mechanism between capabilities and export performance. Therefore, exporting firms can develop their international business models on the basis of their capabilities, including relational capability and bricolage capability. These capabilities improve innovation, which, in turn, enhances export performance in a resource-constrained environment.