Template-Type: ReDIF-Article 1.0 Author-Name: Sari Mansour Author-X-Name-First: Sari Author-X-Name-Last: Mansour Author-Name: Diane-Gabrielle Tremblay Author-X-Name-First: Diane-Gabrielle Author-X-Name-Last: Tremblay Title: The mediating role of work engagement between psychosocial safety climate and organisational citizenship behaviours: a study in the nursing and health sector in Quebec Abstract: The objective of this research, conducted with 562 staff working in the health sector in Quebec (Canada), mainly nurses, is to examine the direct and indirect effects of the psychosocial safety climate on work engagement and organisational citizenship behaviours. The results of structural equations show that the psychosocial safety climate increases engagement (vigour, dedication and absorption). However, it has no direct effect on organisational citizenship. The bootstrap results indicate that vigour, dedication and absorption all mediate the relationship between psychosocial safety climate and altruism and compliance; however, the indirect link between climate and altruism through absorption is not significant. Journal: Int. J. of Human Resources Development and Management Pages: 51-71 Issue: 1/2 Volume: 18 Year: 2018 Keywords: psychosocial safety climate; PSC; work engagement; organisational citizenship behaviour; resource caravan passageways; Canada. File-URL: http://www.inderscience.com/link.php?id=92287 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:51-71 Template-Type: ReDIF-Article 1.0 Author-Name: Senthil Arasu Balasubramanian Author-X-Name-First: Senthil Arasu Author-X-Name-Last: Balasubramanian Author-Name: Remya Lathabhavan Author-X-Name-First: Remya Author-X-Name-Last: Lathabhavan Title: Linking women's glass ceiling beliefs and employee satisfaction: the mediation of engagement Abstract: The role of employee engagement and satisfaction is very important in today's world of changing labour market, technology, and job patterns. With an increase in women participating in the labour market, understanding their attitude towards the glass ceiling and its relationship with work engagement and job satisfaction is important for individual, organisational, and societal progress. This article studies the relationship between glass ceiling beliefs and job satisfaction through the mediating role of work engagement. Four hundred twenty women employees were surveyed as the sample for this study and structural equation modelling was used to understand the relationships. The relationship between glass ceiling beliefs and job satisfaction was found to be fully mediated by work engagement. The study recommends longitudinal studies for future studies in this area. Journal: Int. J. of Human Resources Development and Management Pages: 72-90 Issue: 1/2 Volume: 18 Year: 2018 Keywords: glass ceiling beliefs; work engagement; job satisfaction; mediation; women's career barriers; glass ceiling. File-URL: http://www.inderscience.com/link.php?id=92288 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:72-90 Template-Type: ReDIF-Article 1.0 Author-Name: Lydia González-Serrano Author-X-Name-First: Lydia Author-X-Name-Last: González-Serrano Author-Name: Teresa Villacé-Molinero Author-X-Name-First: Teresa Author-X-Name-Last: Villacé-Molinero Author-Name: Pilar Talón-Ballestero Author-X-Name-First: Pilar Author-X-Name-Last: Talón-Ballestero Author-Name: Concepción De La Fuente-Cabrero Author-X-Name-First: Concepción De La Author-X-Name-Last: Fuente-Cabrero Title: Women and the glass ceiling in the community of Madrid hotel industry Abstract: The hotel industry labour market has a strong female presence, although women have limited access to management positions. The gender gap in the industry must be identified in order to overcome it. This research is based on a census designed to analyse the participation of women in management positions at the corporate headquarters of hotel chains and 3, 4 and 5 star hotels (independent and related to a chain) in the community of Madrid. The study concludes that there is a glass ceiling due to the male dominance of management and the stereotyping of certain positions (vertical and horizontal segregation). Nevertheless, a change in the trend has been observed and new positions have appeared as a result of ITCs. Journal: Int. J. of Human Resources Development and Management Pages: 91-111 Issue: 1/2 Volume: 18 Year: 2018 Keywords: hospitality; discrimination; gender gap; glass ceiling; tourism; profile of women managers; Madrid; women; vertical segregation; horizontal segregation; human resources management. File-URL: http://www.inderscience.com/link.php?id=92289 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:91-111 Template-Type: ReDIF-Article 1.0 Author-Name: R. Monica Author-X-Name-First: R. Author-X-Name-Last: Monica Author-Name: R. Krishnaveni Author-X-Name-First: R. Author-X-Name-Last: Krishnaveni Title: Enablers of employee engagement and its subsequent impact on job satisfaction Abstract: Research supporting the importance of employee engagement and its impact on organisational effectiveness is abundant, but there is paucity of research on how to go on about creating employee engagement. Facilitating robust employee engagement strategies is the overarching need in an organisation, because of the significant impact it has on the employees which will eventually reflect in the team and consequently at the organisation level. Though there is plenty of information on job characteristics, competence development practices, social support, communication, employee engagement and job satisfaction as individual constructs, there is no integrative framework that empirically examines the relationship between these unique combinations of variables. This study will investigate the relation between job characteristics, competence development practices, social support, communication, employee engagement and job satisfaction. Findings of the study indicate the need for a robust employee engagement strategy that is levered by the identified enablers namely job characteristics, competence development practices, social support and communication and its subsequent impact on job satisfaction. Journal: Int. J. of Human Resources Development and Management Pages: 5-31 Issue: 1/2 Volume: 18 Year: 2018 Keywords: communication; competence development practices; employee engagement; enablers; job characteristics; job satisfaction; social support. File-URL: http://www.inderscience.com/link.php?id=92290 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:5-31 Template-Type: ReDIF-Article 1.0 Author-Name: Silvia Cantele Author-X-Name-First: Silvia Author-X-Name-Last: Cantele Title: Human resources management in responsible small businesses: why, how and for what? Abstract: Corporate social responsibility pushes firms to be accountable for their effects on society and the environment, and to be responsive to all groups of stakeholders. The literature has pointed out the unique approach of small firms to social responsibility and human resources, which are considered the most important stakeholder group in this kind of business. This study is aimed at deepening our understanding of relationships between the motivation behind a socially responsible approach, the practices towards employees and the perceived benefits, in the context of Italian small businesses. The analysis of conducted interviews highlights that small businesses consider employee satisfaction and commitment a priority. Despite what is shown in the literature, they do not avoid implementing formal tools to manage and communicate their ethical approach to human resources management and are completely aware of the strategic relevance of engaging with employees in order to gain firm excellence. Journal: Int. J. of Human Resources Development and Management Pages: 112-126 Issue: 1/2 Volume: 18 Year: 2018 Keywords: corporate social responsibility; employee satisfaction; organisational commitment; small and medium enterprises; Italy; sustainability; human resources management; small businesses; SMEs. File-URL: http://www.inderscience.com/link.php?id=92291 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:112-126 Template-Type: ReDIF-Article 1.0 Author-Name: Pedro Ferreira Author-X-Name-First: Pedro Author-X-Name-Last: Ferreira Author-Name: Paula Rodrigues Author-X-Name-First: Paula Author-X-Name-Last: Rodrigues Title: Engagement as an antecedent of the satisfaction-performance relation: a study with line managers Abstract: The objective of this study is to investigate the relationship between satisfaction and performance, when preceded by employee engagement. Specifically, it examines the relation of job satisfaction and company perceived performance after the influence of the three dimensional concept of employee engagement (vigour, dedication and absorption) on job satisfaction. In order to accomplish this goal, a literature review was undertaken to support the conceptual model and hypotheses. Data was collected from a sample of line managers of several major companies in Portugal. Results show, on the one hand, that vigour and dedication are related with job satisfaction, but absorption does not make a significant contribution. On the other, job satisfaction influences company perceived performance. Some theoretical and empirical implications are discussed. Journal: Int. J. of Human Resources Development and Management Pages: 32-50 Issue: 1/2 Volume: 18 Year: 2018 Keywords: employee engagement; job satisfaction; company performance; Portugal; structural equations model; line managers. File-URL: http://www.inderscience.com/link.php?id=92293 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:32-50 Template-Type: ReDIF-Article 1.0 Author-Name: Boštjan Bajec Author-X-Name-First: Boštjan Author-X-Name-Last: Bajec Title: Relationship between time perspective and job satisfaction Abstract: This study explores the relationships between time perspective dimensions, the big five personality traits and job satisfaction. People with higher past-positive and lower past-negative and present-fatalistic time perspectives are more satisfied with their jobs, individuals with higher present-hedonism show higher affective job satisfaction, and those with higher future time perspective show a higher cognitive job satisfaction. Results also show that time perspective dimensions and a balanced time perspective explain additional variance in job satisfaction beyond the one explained by personality traits, age and gender. Additional variance of 2.3%/1.3% for affective job satisfaction, 7.9%/3.1% for intrinsic job satisfaction, 2.9%/1.0% for extrinsic job satisfaction and 6.1%/2.4% for general job satisfaction was explained by time perspective dimensions/balanced time perspective. Results of the study can guide possible interventions to affect organisational commitment, turnover intentions and other outcomes of job satisfaction. Journal: Int. J. of Human Resources Development and Management Pages: 145-165 Issue: 1/2 Volume: 18 Year: 2018 Keywords: time perspective; job satisfaction; personality traits; balanced time perspective; multiple regression. File-URL: http://www.inderscience.com/link.php?id=92294 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:145-165 Template-Type: ReDIF-Article 1.0 Author-Name: Aleksander Aristovnik Author-X-Name-First: Aleksander Author-X-Name-Last: Aristovnik Author-Name: Polonca Kovač Author-X-Name-First: Polonca Author-X-Name-Last: Kovač Author-Name: Anamarija Leben Author-X-Name-First: Anamarija Author-X-Name-Last: Leben Author-Name: Nina Tomaževič Author-X-Name-First: Nina Author-X-Name-Last: Tomaževič Title: Excellence in public administration: job satisfaction as a factor of good administration Abstract: Good administration emphasises the service-mindedness of public administration and the restriction of authority. It has long been primarily understood as a legal doctrine. However, the notion of good administration has to be expanded with the concept of business excellence to incorporate specific managerial elements because satisfied civil servants better satisfy the public interest and the rights of parties. Hence, an analysis of good administration in relation to job satisfaction was conducted, with a special focus on Slovenian practices in various types of administrative agencies. First, the results show that job satisfaction is a factor of good administration and, second, that its understanding and enforcement vary according to the type of agency involved (service or authoritative). Third, there is an insufficient awareness of job satisfaction impact both on the satisfaction of parties in administrative procedures and on good administration holistically. Journal: Int. J. of Human Resources Development and Management Pages: 127-144 Issue: 1/2 Volume: 18 Year: 2018 Keywords: good administration; job satisfaction; public administration; excellence; civil servants; Slovenia. File-URL: http://www.inderscience.com/link.php?id=92303 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:1/2:p:127-144 Template-Type: ReDIF-Article 1.0 Author-Name: Sangeeta Sahu Author-X-Name-First: Sangeeta Author-X-Name-Last: Sahu Author-Name: Avinash D. Pathardikar Author-X-Name-First: Avinash D. Author-X-Name-Last: Pathardikar Title: Role ambiguity, job interdependence, trust and horizontal-flexible design affecting job satisfaction Abstract: This paper investigates how role ambiguity, job interdependence, trust, and horizontal-flexible design at the workplace affect job satisfaction. The study is focused on full-time employees of a manufacturing organisation in India. Results show the relation of these variables with job satisfaction. Path analysis was used to find the relationship between the constructs. Job characteristics like role ambiguity, job interdependence, trust, and horizontal-flexible design predict job satisfaction. Literature on work design and organisation behaviour highlight that attrition among the employees is affected by satisfaction of employees with the working conditions. The findings add to past knowledge on the factors influencing job satisfaction and open avenues for understanding attrition. An implication on HR interventions for the practitioners is discussed. Journal: Int. J. of Human Resources Development and Management Pages: 282-296 Issue: 3/4 Volume: 18 Year: 2018 Keywords: job satisfaction; role ambiguity; job interdependence; trust; work design. File-URL: http://www.inderscience.com/link.php?id=93441 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:3/4:p:282-296 Template-Type: ReDIF-Article 1.0 Author-Name: Charu Goyal Author-X-Name-First: Charu Author-X-Name-Last: Goyal Author-Name: Manoj Patwardhan Author-X-Name-First: Manoj Author-X-Name-Last: Patwardhan Title: Role of change management using ADKAR model: a study of the gender perspective in a leading bank organisation of India Abstract: Gender inequality has always been an issue of concern; successful organisational change serves as a backbone to the organisations. The purpose of this paper is to study the difference in gender perspective towards organisational change using awareness, desire, knowledge, ability and reinforcement (ADKAR) model of organisational change in various branches of a public sector bank in a prominent region of Northern India. Correlation and t-test analysis are done to draw the conclusion. The outcome of the study reveals that there is no difference in the perception of male and female employees towards organisational change. The results would help the banking firms to understand the facts about gender perspective towards change management and accordingly formulate their future strategies. Journal: Int. J. of Human Resources Development and Management Pages: 297-316 Issue: 3/4 Volume: 18 Year: 2018 Keywords: ADKAR model; change management; gender perspective; Indian banks; organisational change; public sector bank. File-URL: http://www.inderscience.com/link.php?id=93442 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:3/4:p:297-316 Template-Type: ReDIF-Article 1.0 Author-Name: Tyler C. Burch Author-X-Name-First: Tyler C. Author-X-Name-Last: Burch Title: Losing good citizens: the enabling effect of organisational citizenship on the job search-employee turnover relationship Abstract: The present study extends research and theory on the contingencies that influence turnover from an organisation. Applying perspectives from impression management and social exchange, the study investigates the impact of employee organisational citizenship behaviour on the relationship between job seeking and voluntary turnover. Data was gathered on employees in a US office of a global financial institution. Empirical results indicated that, as individuals high in organisational citizenship behaviour engaged in job seeking, they were more likely to voluntarily turnover from the organisation. The findings suggest that 'good' organisational citizens enjoy more mobility as a result of job seeking when compared to those less inclined to citizenship behaviours, independent of their actual in-role performance or level of job satisfaction. This study has implications for management's understanding of how organisational citizenship behaviours contribute to the turnover of employees. Journal: Int. J. of Human Resources Development and Management Pages: 217-236 Issue: 3/4 Volume: 18 Year: 2018 Keywords: voluntary turnover; job search behaviour; JSB; organisational citizenship behaviour; OCB; turnover contingencies; impression management; social exchange; job satisfaction; employee discretionary performance. File-URL: http://www.inderscience.com/link.php?id=93443 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:3/4:p:217-236 Template-Type: ReDIF-Article 1.0 Author-Name: Devi Soumyaja Author-X-Name-First: Devi Author-X-Name-Last: Soumyaja Author-Name: T.J. Kamalanabhan Author-X-Name-First: T.J. Author-X-Name-Last: Kamalanabhan Author-Name: Sanghamitra Bhattacharyya Author-X-Name-First: Sanghamitra Author-X-Name-Last: Bhattacharyya Title: Antecedents of employee readiness for change in the IT sector and the manufacturing sector: a comparative study Abstract: A sample of 305 employees comprising nearly equal numbers from the manufacturing sector and from the information technology (IT) sector in India was assessed in terms of: 1) attributes of the individual employees (practical intelligence and creative behaviour); 2) processes (participation in making decisions and the quality of communication); 3) contextual factors (trust in management and history of change), to predict the readiness of the employees for change. The predictors of employee readiness for change differed between the two sectors, and the factor most closely related to the readiness was prior experience of organisational changes. Journal: Int. J. of Human Resources Development and Management Pages: 237-256 Issue: 3/4 Volume: 18 Year: 2018 Keywords: readiness for change; IT sector; manufacturing sector; individual factors; process factors; context factors. File-URL: http://www.inderscience.com/link.php?id=93444 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:3/4:p:237-256 Template-Type: ReDIF-Article 1.0 Author-Name: Matteo Pedrini Author-X-Name-First: Matteo Author-X-Name-Last: Pedrini Author-Name: Laura Maria Ferri Author-X-Name-First: Laura Maria Author-X-Name-Last: Ferri Author-Name: Egidio Riva Author-X-Name-First: Egidio Author-X-Name-Last: Riva Title: Institutional pressures and internal motivations of work-life balance organisational arrangements in Italy Abstract: Drawing upon theories regarding both institutional and organisational culture, this paper explores how organisations respond to both coercive pressures and internal motivations when implementing work-family balance (WFB) arrangements, thus making an original contribution to the field. The study is developed using the Italian context, which represents a well-known welfare-state model, and includes a sample of 107 organisations divided nearly equally among the for-profit, non-profit and public sectors. The study's results suggest that there is sector-specific heterogeneity in terms of both motivations for implementing WFB and the types of arrangements provided. Indeed, the various institutional contexts that characterise sectors significantly influenced the WFB arrangements implemented at the organisational level. In addition, the various cultural settings and attitudes of the three sectors determined various behaviour patterns. Journal: Int. J. of Human Resources Development and Management Pages: 257-281 Issue: 3/4 Volume: 18 Year: 2018 Keywords: work-family balance; WFB; institutional theory; family arrangements; work-family policies; welfare; Italy; institutional pressures. File-URL: http://www.inderscience.com/link.php?id=93446 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:3/4:p:257-281 Template-Type: ReDIF-Article 1.0 Author-Name: Caprice Lantz-Deaton Author-X-Name-First: Caprice Author-X-Name-Last: Lantz-Deaton Author-Name: Nayyara Tabassum Author-X-Name-First: Nayyara Author-X-Name-Last: Tabassum Author-Name: Bryan McIntosh Author-X-Name-First: Bryan Author-X-Name-Last: McIntosh Title: Through the glass ceiling: is mentoring the way forward? Abstract: Over the past 30 years, the term the 'glass ceiling' has come to be known as a metaphor for vertical segregation, symbolising an invisible barrier that prevents women from progressing in their careers. Increasingly women are found in higher level positions and mentoring has often been touted as an important way to help women break through the glass ceiling. This paper explores the continued relevance of the glass ceiling and the use of mentoring programs as a means to help women to overcome it. The findings suggest that although some women have penetrated the glass ceiling, further work is needed if a more equitable number of women are to advance to senior level positions. Whilst mentoring can play an important role in helping women to achieve more senior positions, mentoring is not a panacea but only one of many strategies that must be adopted to effectively address the phenomenon of the glass ceiling. Journal: Int. J. of Human Resources Development and Management Pages: 167-197 Issue: 3/4 Volume: 18 Year: 2018 Keywords: gender; equality of opportunity; mentoring; glass ceiling; work; human resources; vertical segregation. File-URL: http://www.inderscience.com/link.php?id=93486 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:3/4:p:167-197 Template-Type: ReDIF-Article 1.0 Author-Name: Jae Young Lee Author-X-Name-First: Jae Young Author-X-Name-Last: Lee Author-Name: Taesung Kim Author-X-Name-First: Taesung Author-X-Name-Last: Kim Title: Human resource development in balance: revisiting the purpose of HRD and ethical perspectives Abstract: The purpose of human resource development (HRD) is to promote both individual and organisational development. However, critical scholars have voiced concerns that the dominant approach to HRD is skewed to favour performance-oriented organisational development. The debate as to whether HRD should prioritise organisations or individuals leads to the subsequent question about ethical perspectives of HRD, particularly between deontology and teleology. This study: 1) looks into contrasting yet complementary views surrounding HRD (i.e., person-centred and production-centred approach, deontology and teleology); 2) proposes conceptual frameworks to help with balanced HRD decision-making; 3) suggests implications for practice and research. This study concludes with the argument that HRD professionals should demonstrate leadership by doing the right things and ultimately help to ensure the continued progress and contribution of HRD. Journal: Int. J. of Human Resources Development and Management Pages: 198-216 Issue: 3/4 Volume: 18 Year: 2018 Keywords: balanced human resource development; purpose of HRD; ethical perspectives; HRD decision-making framework. File-URL: http://www.inderscience.com/link.php?id=93488 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:18:y:2018:i:3/4:p:198-216