Template-Type: ReDIF-Article 1.0 Author-Name: Michel Zaitouni Author-X-Name-First: Michel Author-X-Name-Last: Zaitouni Author-Name: Arezou Harraf Author-X-Name-First: Arezou Author-X-Name-Last: Harraf Author-Name: Amjad M. Kisswani Author-X-Name-First: Amjad M. Author-X-Name-Last: Kisswani Title: Resources for development: the relationship of HRM practices and continuous learning culture with training success Abstract: We tested the importance of two hypothesised resources HRM practices and continuous learning culture – in determining training success in the service industries in Kuwait. Using a sample of 605 employees from different Kuwaiti service firms, our results demonstrate that HRM practices have a positive association with training success by boosting employees' ability to learn and apply the newly learned skills to their work. Moreover, we found that organisations with continuous learning culture were more likely to achieve higher level of training success when they cultivate a climate of encouragement where employees learn and develop their full potential to complete their tasks better and with less mistakes. Furthermore, we tested the role of continuous learning culture in the relationship between HRM practices and training success and found that this relationship is partially mediated by continuous learning culture which illustrates and confirms the existence of a missing link between the two variables. Journal: Int. J. of Human Resources Development and Management Pages: 75-92 Issue: 1 Volume: 20 Year: 2020 Keywords: continuous learning; employee development; career development; training success; Human Resource Practices. File-URL: http://www.inderscience.com/link.php?id=105099 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:1:p:75-92 Template-Type: ReDIF-Article 1.0 Author-Name: Louis Rhéaume Author-X-Name-First: Louis Author-X-Name-Last: Rhéaume Author-Name: Diane-Gabrielle Tremblay Author-X-Name-First: Diane-Gabrielle Author-X-Name-Last: Tremblay Title: Training and the competitiveness of the Québec multimedia-IT sector Abstract: This article studies the hypothesis that training is essential to contribute to the competitiveness of the Quebec multimedia-IT sector. We also hypothesised that intermediary organisations and associations contribute to this development of training and competitiveness. The research is based on 30 interviews (15 firms and 15 non-business) in seven different sub-sectors of the multimedia-IT ecosystem, with 11 different types of organisations, in order to determine to what extent training and development of competencies are adequate and do effectively contribute to the competitiveness of the sector. Based on these interviews, we conducted a SWOT analysis of training in the Quebec multimedia-IT sector. This article focuses on the quality of training, diversity of competencies and highlights the challenges in training for firms and non-business organisations, as reported by the interviewees. We conclude that while there are good quality training programs, there are some elements related to entrepreneurship and business issues that are lacking. An increased diversity of workers would be important and integrating more women and foreign workers could help for this. Journal: Int. J. of Human Resources Development and Management Pages: 25-42 Issue: 1 Volume: 20 Year: 2020 Keywords: training; innovation; collaboration; multimedia; IT; intermediary organisations; incubators; accelerators; SWOT analysis; competitiveness; human resources management. File-URL: http://www.inderscience.com/link.php?id=105104 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:1:p:25-42 Template-Type: ReDIF-Article 1.0 Author-Name: Paul Alpar Author-X-Name-First: Paul Author-X-Name-Last: Alpar Title: Turnover intentions of employees of information technology outsourcing suppliers in Vietnam Abstract: Voluntary employee turnover creates considerable direct and indirect cost for a company. It can also harm customers. In the case of information technology (IT) outsourcing, the turnover often decreases the quality of delivered services because the newly assigned employees need to adjust to the new tasks and customer. Reports indicate that turnover of IT employees in offshore locations is very high. The research on this phenomenon is still limited and inconclusive, but there are indications that the standard model of employee turnover developed for Western industrialised countries does not apply equally for emerging economies, which are prime destinations for IT outsourcing. We analyse which factors determine employee turnover at IT outsourcing suppliers in Vietnam, a growing IT outsourcing destination. The results show that compensation and job alternatives play an important role, as in Western countries. However, relationships with superiors and peers also significantly affect employee turnover intention, which reflects cultural differences. Journal: Int. J. of Human Resources Development and Management Pages: 43-60 Issue: 1 Volume: 20 Year: 2020 Keywords: employee turnover; IT outsourcing; offshoring; job satisfaction; job alternatives; social context; Vietnam. File-URL: http://www.inderscience.com/link.php?id=105109 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:1:p:43-60 Template-Type: ReDIF-Article 1.0 Author-Name: Ralf Bebenroth Author-X-Name-First: Ralf Author-X-Name-Last: Bebenroth Author-Name: Jose O.L. Berengueres Author-X-Name-First: Jose O.L. Author-X-Name-Last: Berengueres Title: New hires' job satisfaction time trajectory Abstract: This study is aimed at quantifying the job satisfaction trajectory of new hires. The authors compared job satisfaction of 815 new hires to 1,925 non-new employees, asking all participating employees a simple daily question for ten months: 'how happy are you today at work?'. With a sample of 187.137 data points, we found a high heterogeneity in job satisfaction among employees from 12 different companies that participated in our study. On the tenets of acculturation theory and more fine-grained data, we support previous research that new hires started with a 27% higher job satisfaction compared to the non-new employees. The level of job satisfaction kept on decreasing (until 64th day), continuing at a slower pace, gradually bottoming out after eight months. The ratio of new hires' job satisfaction to non-new employees began an upward trend between the sixth and the seventh month (195th day). Journal: Int. J. of Human Resources Development and Management Pages: 61-74 Issue: 1 Volume: 20 Year: 2020 Keywords: job satisfaction time trajectory; new hires; acculturation theory. File-URL: http://www.inderscience.com/link.php?id=105110 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:1:p:61-74 Template-Type: ReDIF-Article 1.0 Author-Name: Lara Makowski-Komura Author-X-Name-First: Lara Author-X-Name-Last: Makowski-Komura Author-Name: Ralf Bebenroth Author-X-Name-First: Ralf Author-X-Name-Last: Bebenroth Title: Job satisfaction of returnees to Japan Abstract: We coin the term 'Japanese returnees', referring to workers who were born in Japan but, of their own volition, have spent some time abroad for educational and/or work reasons. Here, we investigate how Japanese returnees' job satisfaction is influenced by organisational identification, motivational cultural intelligence, and the degree of 'Japaneseness' of the business system at the workplace. Based on the tenets of the social identity theory as well as from the person-environment (P-E) fit perspective, we find that returnees with stronger organisational identification enjoy higher job satisfaction. Furthermore, firms with western-oriented business systems have more returnees who have a higher degree of job satisfaction. Even though we do not find any direct relationship between motivational cultural intelligence and job satisfaction, there is a group of returnees with higher motivational cultural intelligence who state they have higher job satisfaction when working in firms with a rather Japanese business system. Journal: Int. J. of Human Resources Development and Management Pages: 1-24 Issue: 1 Volume: 20 Year: 2020 Keywords: Japan; job satisfaction; organisational identification; motivational cultural intelligence; MCQ; Japaneseness; business system. File-URL: http://www.inderscience.com/link.php?id=105116 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:1:p:1-24 Template-Type: ReDIF-Article 1.0 Author-Name: Kaushik Chaudhuri Author-X-Name-First: Kaushik Author-X-Name-Last: Chaudhuri Title: Employee relationship and its effect on organisational commitment: a critical look at a Japanese subsidiary of India Abstract: This article investigates whether the implementation of the management practices on the shop floor of Japanese organisations located overseas in developing economies has affected the employees' organisational commitment. A qualitative study involving in-depth interviews from twenty general employees across different sections of a leading Japanese auto-maker's plant located near the national capital region (NCR) of India, have revealed a depleting relationship and dwindling commitment with their management owing to over intensified work pressure, strain, and stress. The author has proposed four profiles of employee commitments by explaining the phenomenon of employment relationship and employee behaviour through a matrix model coined as 'BION' – balanced, idealists, opportunists and non-committals. The study yielded a majority of respondents, nine employees associating with the profile of the opportunists, followed by seven respondents with the profile of the balanced and only four employees were identified with the idealists. Theoretical and practical implications with limitations of the findings have been discussed. Journal: Int. J. of Human Resources Development and Management Pages: 140-165 Issue: 2 Volume: 20 Year: 2020 Keywords: BION; commitment; high performance work system; HPWS; India; job intensity; Japan; workplace stressors; employee relations. File-URL: http://www.inderscience.com/link.php?id=106252 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:2:p:140-165 Template-Type: ReDIF-Article 1.0 Author-Name: Emil Knezović Author-X-Name-First: Emil Author-X-Name-Last: Knezović Author-Name: Senad Bušatlić Author-X-Name-First: Senad Author-X-Name-Last: Bušatlić Author-Name: Ognjen Riđić Author-X-Name-First: Ognjen Author-X-Name-Last: Riđić Title: Strategic human resource management in small and medium enterprises Abstract: Small and medium enterprises (SMEs) are seen as one of the main drivers of economic growth in the modern economy that is characterised with free markets, private ownership, entrepreneurship, and a major change in the basic approach to business and management. As a result, human capital is regarded as the most important asset, and therefore, in order to grow and prosper, SMEs need to embrace the strategic approach to the human resource management (HRM) which should, in return, increase their competitiveness and responsiveness to the market changes. The aim of this study was to analyse the influence of strategic human resource (HR) practices on organisational performance. The results of hierarchical regression used to test the hypothesis supported the relationship between strategic HR practices and business performance. The findings presented in this study were used for making recommendations to the SMEs' managers in the Federation of Bosnia and Herzegovina. Journal: Int. J. of Human Resources Development and Management Pages: 114-139 Issue: 2 Volume: 20 Year: 2020 Keywords: strategic human resource management; SHRM; small and medium enterprises; SMEs; business performance; universalistic approach; Federation of Bosnia and Herzegovina; F.B%H. File-URL: http://www.inderscience.com/link.php?id=106255 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:2:p:114-139 Template-Type: ReDIF-Article 1.0 Author-Name: Said Baadel Author-X-Name-First: Said Author-X-Name-Last: Baadel Author-Name: Stefane Kabene Author-X-Name-First: Stefane Author-X-Name-Last: Kabene Author-Name: Asim Majeed Author-X-Name-First: Asim Author-X-Name-Last: Majeed Title: Work-life conflict costs: a Canadian perspective Abstract: With current trends showing increased work hours, dual-earner households, and less time spent with family, it is evident that there is a work-life conflict. It is important for human resource managers in Canada to adapt to this changing trend by implementing new policies and programs. Our goal was to discover if there was a correlation between the work-life conflict and absenteeism. Our research study demonstrated that there is no significant correlation between hours worked and time spent with family, but there is a positive significant relationship between time spent working and absenteeism. Our study also indicates a positive correlation between time spent with family and absenteeism. Canadian companies can ease the implications of work-life conflict by adopting some work-life best practices. These practices include reduced work hours and flexible schedules that are already prevalent in European countries. Journal: Int. J. of Human Resources Development and Management Pages: 178-186 Issue: 2 Volume: 20 Year: 2020 Keywords: flextime; job spill; work-life balance; work-life conflict; work-life best practices. File-URL: http://www.inderscience.com/link.php?id=106257 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:2:p:178-186 Template-Type: ReDIF-Article 1.0 Author-Name: Stacy Wassell Author-X-Name-First: Stacy Author-X-Name-Last: Wassell Author-Name: Marcia Bouchard Author-X-Name-First: Marcia Author-X-Name-Last: Bouchard Title: Rebooting strategic human resource management: integrating technology to drive talent management Abstract: This study of the literature explores how organisations innovatively integrate technology into strategic human resource management (SHRM) practices, which are driving talent management and creating greater competitive advantages. SHRM ensures the company has the number of employees and systems with the levels and types of skills required to promote and achieve the goals of the company's strategic plan. Talent management considers the people and talent acquisition analytics consisting of recruitment and succession planning. The playbooks and platforms analytics involve incorporating technologies in workflows, retention and turnover metrics, collaborations, and training and development initiatives. Combining technology with SHRM processes leads to higher organisational performance. Innovative ways of using technologies to recruit, hire, train and develop, and retain high-potential human capital pools are sources of competitive advantages. Human resource departments and technologies are the most influential players in the strategic planning of an organisation. Therefore, management should engage in stronger complementary and autonomous roles within SHRM. Journal: Int. J. of Human Resources Development and Management Pages: 93-113 Issue: 2 Volume: 20 Year: 2020 Keywords: strategic human resource management; SHRM; technology; talent management; innovation; talent acquisition; competitive advantage; human capital; retention; turnover. File-URL: http://www.inderscience.com/link.php?id=106275 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:2:p:93-113 Template-Type: ReDIF-Article 1.0 Author-Name: Ramalingam Hemamalini Author-X-Name-First: Ramalingam Author-X-Name-Last: Hemamalini Title: An integrative model to explore the relationship of work-family interface with organisational commitment Abstract: An integrative model of the work-family interface with organisational commitment is developed and tested. The model stands as an expansion of various other work-family models from the review of literature. The study has tried to integrate various assumptions of work and family to design this model. First, the model has attempted to evaluate the mediation effect of work satisfaction and family satisfaction between work-family conflict, work-family enrichment and work-family balance. Second, the understanding of the relations between work-family conflict, work-family enrichment and work-family satisfaction on work-family balance has been differentiated. Finally, the direct and indirect path effectiveness in increasing the organisational commitment with the help of work-family interfaces is incorporated into the model. Data are obtained from a sample of 410 medical sales representatives who were male and married using snowball sampling. Satisfaction has a positive effect on the relationship between work-family conflict, work-family enrichment and work-family balance. The conceptual model with indirect path shows that less conflict at work is associated with high job satisfaction, high enrichment and positive family satisfaction towards work and family. Journal: Int. J. of Human Resources Development and Management Pages: 166-177 Issue: 2 Volume: 20 Year: 2020 Keywords: work-family conflict; family-work conflict; work-family enrichment; family-work enrichment; work satisfaction; family satisfaction; organisational commitment. File-URL: http://www.inderscience.com/link.php?id=106288 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:2:p:166-177 Template-Type: ReDIF-Article 1.0 Author-Name: Aaron Cohen Author-X-Name-First: Aaron Author-X-Name-Last: Cohen Author-Name: Ibrahem Abd El Majid Author-X-Name-First: Ibrahem Abd El Author-X-Name-Last: Majid Title: The role of principals' values and leadership styles in developing organisational commitment among Arab teachers in Israel Abstract: In this study, the relationship between: 1) values of the principals; 2) transformational leadership; 3) dimensions of organisational commitment (OC) was examined in a sample of 1,268 teachers and 64 principals employed in Arab schools in Israel. Through questionnaires, the principals reported their values, and the teachers reported their leadership style and OC. Specifically, the authors posited that the principals' values are transmitted to the teachers and thereby affect their OC. The results of hierarchical linear modelling (HLM) showed that the principals' values, particularly those of tradition and benevolence, were related to two forms of commitment, affective and normative. The dimension of continuance commitment was uninterpretable in the current sample. Contrary to expectations, the principals' positive evaluation of teacher achievement affected both forms of the teachers' commitment. The findings also showed a strong positive relationship between transformational leadership and the two forms of commitment. However, this strong relationship did not eliminate the effect of the principals' values on teacher achievement. The authors conclude the paper by suggesting several directions for future research on the relationship between values and commitment. Journal: Int. J. of Human Resources Development and Management Pages: 212-230 Issue: 3/4 Volume: 20 Year: 2020 Keywords: organisational commitment; principals' values; transformational leadership; Israeli educational system; Israel. File-URL: http://www.inderscience.com/link.php?id=107941 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:212-230 Template-Type: ReDIF-Article 1.0 Author-Name: Asghar Afshar Jahanshahi Author-X-Name-First: Asghar Afshar Author-X-Name-Last: Jahanshahi Author-Name: Tahereh Maghsoudi Author-X-Name-First: Tahereh Author-X-Name-Last: Maghsoudi Author-Name: Khaled Nawaser Author-X-Name-First: Khaled Author-X-Name-Last: Nawaser Title: The effects of social capital and psychological resilience on employees' positive work attitudes Abstract: This study analyses the antecedents and consequence of employees' psychological resilience (PR) in the workplace. We first examined the three dimensions of the effects of social capital (structural, relational and cognitive) on employees' PR. Then, we tested the effects of PR on employees' positive work attitudes. A cross-sectional survey data from 204 employees working in an Iranian state-owned organisation supports the positive effects of three dimensions of employees' social capital on their psychological resilience. We also found that PR contributes to increasing positive work attitudes toward the achievement of organisational goals among employees. Journal: Int. J. of Human Resources Development and Management Pages: 231-251 Issue: 3/4 Volume: 20 Year: 2020 Keywords: psychological resilience; social capital; positive work attitudes of employees; goal achievement; Iran. File-URL: http://www.inderscience.com/link.php?id=107956 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:231-251 Template-Type: ReDIF-Article 1.0 Author-Name: Mushfiqur Rahman Author-X-Name-First: Mushfiqur Author-X-Name-Last: Rahman Author-Name: Erhan Aydin Author-X-Name-First: Erhan Author-X-Name-Last: Aydin Title: Benefits, barriers and risks – the role of technology in e-HRM implementations in public sector organisations: evidence from Bangladesh Abstract: This paper aims at understanding the role of technology in e-HRM implementations by considering the focus of human agents and structural constraints of technology. In this respect, benefits-barriers-risks of technology is deemed to create a framework that demonstrates agency and structure relations based on the structuration theory of Giddens. A qualitative study was conducted. The data came from 30 semi-structured interviews that come from two different ministries in Bangladesh. The findings demonstrated that the focus of a human agent in implementing e-HRM and structural constraints of technology are the key findings based on the structuration theory of Giddens. The main contribution of this research is to bring a new perspective to e-HRM as considering barriers and risks of technology in addition to the benefits of it through adopting structuration theory. Thus, this research makes a comprehensive contribution to the e-HRM field that focuses on only benefits. Journal: Int. J. of Human Resources Development and Management Pages: 252-268 Issue: 3/4 Volume: 20 Year: 2020 Keywords: structuration theory; e-HRM; Bangladesh; public sector organisations; technology. File-URL: http://www.inderscience.com/link.php?id=107976 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:252-268 Template-Type: ReDIF-Article 1.0 Author-Name: Ipsita Roy Author-X-Name-First: Ipsita Author-X-Name-Last: Roy Author-Name: Uwe Cantner Author-X-Name-First: Uwe Author-X-Name-Last: Cantner Author-Name: Wolfgang Gerstlberger Author-X-Name-First: Wolfgang Author-X-Name-Last: Gerstlberger Title: Works councils, training activities and innovation: a study of German firms Abstract: Building on the distinction between general and technical human capital proposed by Becker (1962), the authors undertake a cross-sectional analysis on the role of works councils in the provision of workplace human resource training for innovative management in medium and large-size private sector establishments in Germany. Results from the first part of the empirical analysis confirm theoretical predictions that works councils are strongly and positively correlated with the provision of general training, while no such relation is found with respect to technical training. Addressing next the potential endogeneity issue, results from an instrumental variable estimation on the correlation between training types and innovation performance provide support that works councils are an effective instrument for promoting general training for incremental innovation in establishments, whereas technical training is found to correlate significantly with radical innovation when instrumented by the share of apprentices. Journal: Int. J. of Human Resources Development and Management Pages: 269-294 Issue: 3/4 Volume: 20 Year: 2020 Keywords: general training; technical training; works councils; instrumental variable; innovation. File-URL: http://www.inderscience.com/link.php?id=107981 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:269-294 Template-Type: ReDIF-Article 1.0 Author-Name: Martin Hirsch Author-X-Name-First: Martin Author-X-Name-Last: Hirsch Author-Name: Jens Nachtwei Author-X-Name-First: Jens Author-X-Name-Last: Nachtwei Title: Predictors for strategic HR management in German small and medium-sized enterprises: what it takes to install a strategic HR architecture as a contributor to success Abstract: In Germany the requirements for strategic HR operations are predominantly to be found in large enterprises, the aim being an increased contribution to added value. As far as German small and medium-sized enterprises (SMEs) are concerned however, this subject seems to hardly exist. Theories of knowledge-based competition focus on internal resources as the source of value creation. To this end an analysis is carried out that leads to an identification of predictors for a strategic HR architecture for SMEs. This architecture is then intended to enable optimum use of internal resources and thus contribute to the company's success. To achieve this, the status quo must first be analysed of how the strategic landscape of HR departments in German SMEs is structured. In this context, a qualitative survey of 60 personal interviews with HR managers, executives and HR consultants is conducted. This paper outlines the results and discusses the implications accordingly. Journal: Int. J. of Human Resources Development and Management Pages: 187-211 Issue: 3/4 Volume: 20 Year: 2020 Keywords: human resources strategy; strategic human resources management; HR role; qualitative research method; theories of knowledge-based value creation; resource-based view; contribution to corporate success; strategic HR landscape; small and medium-sized enterprises; SMEs. File-URL: http://www.inderscience.com/link.php?id=107987 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:187-211 Template-Type: ReDIF-Article 1.0 Author-Name: Lucilia Notaroberto Author-X-Name-First: Lucilia Author-X-Name-Last: Notaroberto Author-Name: Marcia Juliana D'Angelo Author-X-Name-First: Marcia Juliana Author-X-Name-Last: D'Angelo Title: Employability of the disabled people: a Brazilian case in the light of the theory of social learning for sustainability Abstract: This study aimed to identify how several social actors – government, universities, non-governmental organisations (NGOs) and firms – are socially learning to engage in promoting the recruitment, retention and advancement of people with disabilities, in Brazil. This is a case study in a NGO and the unit of analysis was the social project entitled 'Employment of people with disabilities – overcoming and autonomy'. The results show that, in Brazil, the recruitment, retention and advancement of people with disabilities is a complex situation. The various social actors are still socially learning to deal with it, since it involves daily living with restrictive, cooperative and leverage factors. Therefore, discuss the ontological, epistemological and practical implications for all involved social actors. In addition, a detailed process of social learning for sustainability, anchored in circularity, is shown in various stages, which is suggested to apply to several dimensions: environmental, social, economic, political, cultural, spiritual, geographical etc. Journal: Int. J. of Human Resources Development and Management Pages: 295-321 Issue: 3/4 Volume: 20 Year: 2020 Keywords: social learning for sustainability; employability; people with disabilities; restrictive factors; cooperative factors; leverage factors. File-URL: http://www.inderscience.com/link.php?id=107988 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:295-321 Template-Type: ReDIF-Article 1.0 Author-Name: Iván D. Sánchez Author-X-Name-First: Iván D. Author-X-Name-Last: Sánchez Author-Name: Juan M. Andrade Author-X-Name-First: Juan M. Author-X-Name-Last: Andrade Author-Name: Mauricio Losada-Otálora Author-X-Name-First: Mauricio Author-X-Name-Last: Losada-Otálora Title: Beyond organisational boundaries: the complex relationship between transformational leadership, organisational justice, and work-family conflict Abstract: Several studies have examined the direct relationship between transformational leadership and work-family conflict, but only few have explored the mechanisms that explain this relationship. We hypothesise that perceptions of procedural and interactional justice can mediate said relationship. We collect data on 466 employees from three organisations located in three different economics sectors. Using structural equation modelling and a bootstrapping regression-based approach, our results reveal that the only factor that mediates the relationship between transformational leadership and work-family conflict is the perception of interactional justice. Thus, we conclude that organisational leaders should be more aware and take greater care with respect to their interactions with employees at work, as their behaviours "go beyond the organisational boundaries" and often affect their employees' family lives. Transformational leaders seem to allow employees to better manage the interface of their work and family lives given the perceptions of justice that their behaviours produce. Journal: Int. J. of Human Resources Development and Management Pages: 322-348 Issue: 3/4 Volume: 20 Year: 2020 Keywords: transformational leadership; work-family conflict; WFC; procedural justice; interactional justice; organisational justice; psychological mechanism; human resources; management. File-URL: http://www.inderscience.com/link.php?id=107990 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:322-348 Template-Type: ReDIF-Article 1.0 Author-Name: Tanusree Chakraborty Author-X-Name-First: Tanusree Author-X-Name-Last: Chakraborty Author-Name: Daisy Gohain Author-X-Name-First: Daisy Author-X-Name-Last: Gohain Author-Name: Raiswa Saha Author-X-Name-First: Raiswa Author-X-Name-Last: Saha Title: What comes in the way of engagement? Moderation analysis of stress on women marketing executives' work life balance Abstract: The aim of the present paper is to understand the nature of the relationship between work-life balance (hereafter, WLB) and employee engagement (hereafter, EE) among women marketing executives working in the (FMCG) sector. The paper attempted to understand the link between WLB and EE through different stress factors that pertains to woman's life. For this purpose, 350 women marketing executives from FMCG sector across India, in the age range of 25-45 years were taken as sample. Data collection was done through questionnaire administration in person, as well as, use of online Google forms. After statistical analysis, the results revealed that overall WLB has a positive relation to EE of the women marketing executives. Stress due to workload, stress due to child care, stress due to unmet career aspirations and stress due to family dissatisfaction moderates the relation between WLB and EE of the women marketing executives. Managers, psychologists and human resource practitioners of the day need to pay attention to the women workforce into marketing. Woman employees' need for autonomy and flexibility in addressing their stress factors and WLB is of utmost importance. Journal: Int. J. of Human Resources Development and Management Pages: 349-368 Issue: 3/4 Volume: 20 Year: 2020 Keywords: work life balance; employee engagement; stress; marketing executives; women. File-URL: http://www.inderscience.com/link.php?id=107991 File-Format: text/html File-Restriction: Access to full text is restricted to subscribers. Handle: RePEc:ids:ijhrdm:v:20:y:2020:i:3/4:p:349-368