Forthcoming articles

 


International Journal of Human Resources Development and Management

 

These articles have been peer-reviewed and accepted for publication in IJHRDM, but are pending final changes, are not yet published and may not appear here in their final order of publication until they are assigned to issues. Therefore, the content conforms to our standards but the presentation (e.g. typesetting and proof-reading) is not necessarily up to the Inderscience standard. Additionally, titles, authors, abstracts and keywords may change before publication. Articles will not be published until the final proofs are validated by their authors.

 

Forthcoming articles must be purchased for the purposes of research, teaching and private study only. These articles can be cited using the expression "in press". For example: Smith, J. (in press). Article Title. Journal Title.

 

Articles marked with this shopping trolley icon are available for purchase - click on the icon to send an email request to purchase.

 

Articles marked with this Open Access icon are freely available and openly accessible to all without any restriction except the ones stated in their respective CC licenses.

 

Register for our alerting service, which notifies you by email when new issues of IJHRDM are published online.

 

We also offer RSS feeds which provide timely updates of tables of contents, newly published articles and calls for papers.

 

International Journal of Human Resources Development and Management (30 papers in press)

 

Regular Issues

 

  • Cross-Culture Management: An Empirical Examination on Task and Relationship Orientations of Japanese and Omani Working Adults   Order a copy of this article
    by Lam Nguyen, Thomas Tanner, Loan Pham 
    Abstract: Globalization has increased the demand of an international group of leaders who can lead multinational corporations across cultures successfully. Understanding the leadership orientations of the international workforces becomes a necessity for these companies. This paper distinctively examines the leadership orientations, which include task and relationship orientations, of working adults in Japan and Oman. Through the analysis of 419 responses including 231 respondents from Japan and 188 respondents from Oman, it appears that Omani working adults are more task-oriented than Japanese working adults. Gender is not a factor in both the task and the relationship orientations of all respondents. However, there is a significant interaction in the relationship scores based on gender between the two cultures: Omani male respondents are more relationship-oriented than their Japanese counterparts while Japanese female respondents are more relationship-oriented than their Omani counterparts. In this paper, managerial implications, recommendations for future research and limitations are discussed.
    Keywords: Cross-culture management; gender; Japan; leadership; multinational corporations; Oman; relationships; tasks.

  • Employee engagement: Development of a new measure   Order a copy of this article
    by Omar Ababneh, Mark LeFevre, Tim Bentley 
    Abstract: It is claimed that organizations that invest in employee engagement will reap significant benefits in terms of employee productivity, achievement of organizational goals, customer satisfaction, and talent retention. However, fundamental issues revolving around the meaning, measurement, and key antecedents of employee engagement still require further research attention. In response to these issues, this study aimed to develop a reliable and valid engagement scale. Further, this study contributes to the existing theory surrounding employee engagement by providing empirical evidence about the dimensionality of the engagement construct and its distinctiveness from other related attitudinal constructs. Also, this research provides practical recommendations on how to execute certain HR practices (measuring employee engagement, training and development, performance management) in a manner that fosters an engaging climate in the workplace and enhances employees levels of engagement.
    Keywords: employee engagement; engagement measure; absorption; behavioural engagement; positive emotions; performance management; training and development.

  • East Asian Trends of Human Resource Management (HRM): Theories and Practices   Order a copy of this article
    by Tarnima Warda Andalib, Mohd. Ridzuan Darun 
    Abstract: In general, HRM Policies are pretentious by assorted external and internal factors of the organisations and are persuaded by divergent HRM models. Usually, HRM practitioners develop HRM policies by perceiving the most favourable organisational factors and by preferring the most appropriate HRM models or the elements of HRM models. Now, for last several years it has been observed that various researchers have constructed these HRM models. While constructing the HRM Models, few researchers have engrossed the humanitarian ground whereas others have focused on the materialistic ground. In this paper, the authors have reviewed numerous articles and collected secondary data about HRM policies, models and factors. Firstly, the authors have found the HRM factors that put impact and facilitated to build the HRM models. Secondly, they have found and discussed about few HRM models that are discovered and recognised at different times. Thirdly, they have also reviewed several East Asian countries HRM practices and classified the dominant factors and applied HRM Models.
    Keywords: HRM (Human Resource Management); Models; Practices; ILO; East Asia.

  • Acculturative Stress of internal migrants: Impact on work Attitudes   Order a copy of this article
    by Benita Monica, M.V. Supriya 
    Abstract: Accelerated urbanization and industrialization have engendered more employment opportunities in the urban areas of India. The constant flow of migrants to the metropolitan cities each year makes the study more vital. These internal migrants strive hard to acquire better wellbeing in their life. The employees who migrate to industrialized urban areas for job are the major component of this internal migrants. These internal migrants are unaware of the cultural and environmental changes they experience which in turns leads to acculturative stress. The major objective of the study is to understand the role played by acculturative stress on the work attitudes of the internal migrants. The work attitudes considered in the study are job satisfaction and intention to quit. The moderating effect of perceived income adequacy and migration characteristics is also studied. The 607 respondents of the study are internal migrants who are working in an organisation in Chennai. Acculturative stress has a negative effect on job satisfaction of internal migrants. Whereas it has a positive effect on intention to quit the job. Perceived income adequacy reverses the effect of acculturative stress on work attitudes. Migration characteristics enhances the effect of acculturative stress on work attitudes. Based on the results, the implications for the various stakeholders are discussed.
    Keywords: Acculturative stress; job satisfaction; intention to quit; perceived income adequacy; previous experience; internal migrants.

  • Factors affecting turnover intentions in Indian retail industry   Order a copy of this article
    by Pallavi Pandey, Saumya Singh, Pramod Pathak 
    Abstract: This research is one of the initial attempts to investigate the turnover intentions in Indian retail industry. The study aims to investigate the impact of organizational factors- job satisfaction, organizational commitment, work stress, work environment and realistic job information on intention to quit in Indian retail industry. A questionnaire based survey approach is used. Responses from front end employees (297 usable responses) were collected. Data were analyzed using Structural Equation Modeling to identify the strength of relationships. The results indicated that intention to quit among front end employees is influenced by work related stress, organizational commitment, realistic job information, work environment and job satisfaction. Further, job satisfaction and realistic job information were found to have significant positive impact on organizational commitment. This study would help decision-makers and practitioners in controlling attrition which poses a serious threat to Indian retail industry by better understanding the probable causes of turnover.rn
    Keywords: Job satisfaction; organizational commitment; works related stress; realistic job information; work environment; intention to quit.

  • Relationship between innovation, HRM and work organization. An exploratory study in innovative companies   Order a copy of this article
    by Aitziber Lertxundi, Jon Barrutia, Jon Landeta 
    Abstract: Previous research has addressed the relationship between Human Resource Management (HRM) and work organization practices and innovation outcomes. However, the findings suggest that the causal mechanisms of this link are not yet fully understood. Further work is therefore considered necessary in this regard. This study contributes to this field with an exploratory investigation. The purpose is to extend our understanding of how such practices can improve innovation outcomes, based on the experiences of professionals from leading innovating companies. A qualitative methodology has been applied, comprising successive application of in-depth personal interviews and the Delphi technique. The results suggest that three of the instruments that make a major contribution are leadership style, an innovation-friendly culture and the creation of work teams to find solutions to customer needs.
    Keywords: innovation; work organization; human resource management; Spain.

  • We do get terribly enthusiastic about everything! Performing emotion rules through parody   Order a copy of this article
    by Eeva Aromaa, Paivi Eriksson, Albert Mills 
    Abstract: This paper adopts a performational approach to critical sensemaking to explore how organisational members enact innovation-related emotion rules through the performance of parody. The approach was motivated more by induction than deduction. During an action-research study in a small service company, humour, teasing, and laughter occurred in a workshop organized for the company. On close examination of the videotaped workshop data, it was noticed that parodic performances were used to make critical sense of the innovation-related emotion rules and power relationships within the company. Analysis of this study shows in detail how, through parodic and imitative performances, the leader and employees constructed three emotion rulesshow your emotions, show your enthusiasm, and show your criticism in a nice waythat are set by the leader to promote innovation practice within the company.
    Keywords: emotion rules; critical sensemaking; performativity; parody; humour; Goffman; innovation practice; power.

  • Combining behaviourist and interactionist approaches to explain applicants attraction to organizations   Order a copy of this article
    by Daniel Roque Gomes, Jose Neves 
    Abstract: This study discusses a model of analysis integrating interactionist and behaviorist theoretical guidance to explain applicants' attraction to organizations. rnThrough confirmatory methodology, we sustain a theoretical model pointing organizational attractiveness and perceived p-o fit as sequential mediators of the path starting on the organizational attributes and explaining intention to apply to a job vacancy. We justify our theoretical model along with a discussion regarding the integration of interactionist and behaviourist theoretical guidance to explain applicants' intention to apply to a vacancy.rnMain results point that main results sustain our theoretical model. The organizational attributes lead to attractiveness of the organization. This positive affective reaction is critical for prospective applicants to perceive to be fitted to the organization. This sequence of relations explains applicants' intention to apply to a job vacancy.rn
    Keywords: organizational attributes; organizational attractiveness; person-organization fit; intention to apply to a job vacancy; applicants’ attraction; recruitment; interactionist; behaviorist; organizational attraction.

  • The Relationship among Emotional Intelligence, Conflict Management Styles, and Job Performance in Jordanian Banks   Order a copy of this article
    by Bader Obeidat, Ali Tarhini, Ra'ed Masa'deh, Noor Aqqad 
    Abstract: This study aims to investigate the relationship among emotional intelligence, conflict management styles, and job performance in Jordanian Banks. Conflict management style was examined as the mediator between emotional intelligence and job performance. Quantitative research design and regression analysis were applied on a total of 447 valid returns that were obtained in a questionnaire based survey. The results showed that emotional intelligence was significantly related to job performance and three of its dimensions, namely self-emotion appraisal, others emotion appraisal, and use of emotions contributed to job performance, whereas regulation of emotions had no contribution. The results also showed that emotional intelligence and conflict management styles were positively and significantly related to each other. Specifically, the three dimensions of others emotion appraisal, use of emotions, and regulation of emotions contributed the most to conflict management styles. However, self-emotion appraisal was not found to have a relationship with conflict management styles. In addition, it was found that conflict management styles were significantly and positively related to job performance. Integrating and compromising styles of managing conflict were the only contributors to job performance as indicated by the results. Furthermore, the findings revealed that conflict management styles exert a significant mediating effect on the relationship between emotional intelligence and conflict management styles. This study implies that Jordanian banks should try their best to promote and facilitate emotional intelligence among their employees in an effort to improve their job performance, which will eventually yield positive results for the bank as a whole.
    Keywords: Emotional Intelligence; Conflict Management Styles; Job Performance; Banks; Jordan; Arab countries.

  • Assessing the challenges to employee training and development in Sub-Saharan Africa: A qualitative exploration   Order a copy of this article
    by Paul Davis, Diana Amirbekova 
    Abstract: Investigates the current state of employee training and development in sub-Saharan African firms. A qualitative methodology designed around two hypotheses is applied adopting semi-structured interviews as the data collection method. Interviews were held in Johannesburg, Cape Town and Dar Es Salaam with thirty-seven HR managers of private firms in fourteen sub-Saharan African (SSA) countries. The research found that formal employee development is generally sporadic, ad-hoc and lacking in strategic purpose in the participants' firms. Many employees receive no formal professional development. The reasons for this were found to be numerous and include low prioritization of development; lack of funding; lack of time; favouritism; tribalism and lack of experienced trainers. The two hypotheses were, therefore confirmed by the research findings. The research has implications for HR managers and corporate trainers; private training consultants; company leadership; firms in general and public policy makers.
    Keywords: employee development; training and development; human resource management; sub-Saharan Africa; professional development.

  • Are You Ready to Find a Job? Ranking of a List of Soft Skills to Enhance Graduates Employability   Order a copy of this article
    by Chiara Succi 
    Abstract: Unemployment data and a fast-changing environment have elicited reflections about the skills and personal traits required to face the increasing complexity brought by the glocal, liquid and networked world in which workers operate. Several definitions and categorizations of the soft skills are present in the literature, but there is a lack of scientific research on the topic and very few studies have been able to contribute significantly to the discussion on the practitioners side. A literature review addressing and structuring this issue is presented in this article and the authors propose a preliminary list of relevant soft skills to enter the job market in order to lay the foundations for a comprehensive conceptual study. As a first step, a pilot study was carried out to validate the list of 22 soft skills. It was ranked and validated by a panel of Italian HR managers. Results confirmed that the development of soft skills is a top priority on the agenda of Italian HR managers and, in particular, Teamwork, Communication, Results orientation, and Learning Skills (9%) are felt to be primary skills when assessing young graduates.
    Keywords: Soft Skills; Employability; Human Resources Development; Recruitment; Higher Education Management.

  • Where Does It Lead To? Nowhere! Problematic Sensemaking Concerning Commercialization   Order a copy of this article
    by Tero Montonen, Jukka Moilanen, Päivi Eriksson 
    Abstract: This study utilized Weicks sensemaking framework to understand academic entrepreneurship as a social process. This paper presents an analysis of the sensemaking process of a group of scientists, assisted by a university business advisor, who aimed to establish a university spin-off company. The case study shows how the scientists failed to construct a new sense of commercialization in their business development project. Analysing personal interviews with the scientists, this study investigated problematic sensemaking concerning commercialization activities and academic entrepreneurship. In addition to showing how problems in sensemaking produced hesitation rather than action in business development, the findings emphasize the centrality of identities, enactments, salient cues and social contexts in organizing commercialization activities at universities.
    Keywords: academic entrepreneurship; commercialization; business development; university spin-off; sensemaking.

  • Stakeholder Engagement in a Non-profit Organisation: An Issue-based Perspective   Order a copy of this article
    by Anna Heikkinen, Johanna Kujala, Maria Inha 
    Abstract: The aim of this study is to gain insight into stakeholder engagement in a non-profit network organisation; it contributes to the literature on collaborative and cooperative understanding of stakeholder engagement by presenting an issue-based perspective in a non-profit organisation. The research is conducted as a qualitative case study, and multiple data sources are used to examine stakeholder engagement in the case organisation from two perspectives: 1) stakeholders and stakeholder relationships, and 2) the issues and their salience as advocated by the stakeholders. It concludes that non-profit network organisations depend on their stakeholders for various resources. Because the continuation of a non-profit organisation is fully dependent on the support of its stakeholders, it can be viewed as an ultimate stakeholder organisation; here, joint activities create value for all parties involved, and the organisation practically exists through its stakeholders. These conclusions contribute to the stakeholder literature by extending the models to include non-profit organisations.
    Keywords: stakeholder theory; stakeholder engagement; issue-based approach; non-profit organisations; networks; case study.

  • Sustainable HRM as a Contextual Antecedent of Organizational Effectiveness A Moderated Mediation model   Order a copy of this article
    by Nitin Vihari 
    Abstract: Sustainable HRM signifies a paradigm shift in the way business processes are perceived in general and HRM in particular. The aim of the present study is to examine the influence of Sustainable HRM on Organizational Effectiveness and also to examine the interaction effects with reference to Employer Attractiveness and Person Organization Fit. The study has undertaken a conclusive research design and a survey instrument are used to collect data through five point Likert scale, using both web based and manual channels. Respondents were chosen based on Purposive Random Sampling technique, from the select pharmaceutical companies in India. A total of 546 questionnaires are circulated among the select pharmaceutical companies in India and 322 completely filled responses were received, after terminating the improperly filled responses, thereby achieving the response rate of 58.97%. Some of the empirical insights, which can be drawn from the study, are that Sustainable HRM practices have a significant impact in enhancing the Organizational Effectiveness. The study also suggests that Employer Attractiveness partially mediates the relationship between Sustainable HRM and Organizational Effectiveness and Person Organization Fit acts as a moderator, thereby strengthening the relationship between Sustainable HRM and Employer Attractiveness.
    Keywords: Sustainable HRM; Organizational Effectiveness; Employer Attractiveness; Person Organization Fit; Structural Equation Modeling.

  • Do Passionate Engineering and IT Job Seekers Use More Recruiting Sources?   Order a copy of this article
    by Jannifer David 
    Abstract: Work Passion (WP) is considered a potential process variable in Breaugh and Starkes (2000) model of organisational recruitment. The research reported here is the first to examine WP in the recruiting process. Newly hired employees completed a questionnaire about their Work Passion, recruiting sources used in their recent job searches, and their reasons for using these sources. Results showed that higher levels of WP were not related to using different recruiting sources. Higher WP job seekers, however, were more likely than low-WP job seekers to indicate that their use of these sources was related to the high quality of information found in these sources. This finding suggests organisations trying to find high-WP employees should craft their ads to include higher quality information.
    Keywords: Employee Recruiting; Work Passion; Job Search; Recruiting Sources; Engineering and IT Job Seekers.

  • Lean Production and Organizational Performance: Moderating Roles of Ability- and Motivation-Focused Human Resource Management   Order a copy of this article
    by Liao Wan-Chun, Tzu-Shian Han 
    Abstract: Lean production (LP) is crucial for improving organizational performance. On the basis of AbilityMotivationOpportunity theory, this paper provides a new theoretical perspective to explain the interaction effect of human resource management (HRM) and LP on performance. Data from multiple informants from 212 manufacturing plants indicated that when organizations implement ability- and motivation-focused HRM to a high degree, LP is profitable. However, when organizations implement ability- and motivation-focused HRM to a low degree, LP is negatively associated with performance. Therefore, the synergy of LP and these two forms of HRM is critical for performance. Without HRM, LP could damage an organization. Manufacturers in charge of LP must cooperate with HRM professionals because improving employees abilities and motivation through HRM supports LP implementation.
    Keywords: Lean production; human resource management; Ability–Motivation–Opportunity theory.

  • Personality of Leaders in the Context of Transformational Leadership in the UAE   Order a copy of this article
    by Amal Al Hadabi, Mehmood Khan, Matloub Hussain 
    Abstract: Purpose Evaluates the impact of the Big Five personality dimensions of leaders, focusing on how, and to what extent, they influence transformational leadership in the United Arab Emirates. Design/methodology/approach Online-survey data were gathered from 202 leaders and middle-managers from government, private, and non-profit organizations across the United Arab Emirates (UAE). The questionnaire developed comprised six sets of questions: five assessing the Big Five personality dimensions; and one measuring transformational leadership. Exploratory and confirmatory factor analysis were employed to construct leadership models. Findings A positive relationship was found between transformational leadership and different personality traits: agreeableness, extroversion, and openness. There was no statistically significant difference between men and women in relation regarding the relationship between personalities and transformational leadership. Practical implications The study identifies personality factors related to leadership performance in different work environments or contexts. Results can be used to help leaders willing to rediscover themselves in the context of their defined roles and objectives, ultimately encouraging leaders to focus on their journey toward self-development and make improvements wherever possible. Originality/value This is the first study of its kind to examine the relationship between the Big Five personality factors and leadership in different organizational contexts in the UAE. It identifies extroversion as an important predictor of leadership, while showing that organizational context affects the Big Five personality factors that influence leader performance. Agreeableness and openness appear to be more influential in multi-national and active work environments, whereas conscientiousness and neuroticism have greater significance in academic and business settings.
    Keywords: Transformational leadership; “Big Five” personality traits; United Arab Emirates.

  • Models of Leadership Development: A Conceptual Framework Linking Theory to Strategic Practice   Order a copy of this article
    by Gail F. Latta 
    Abstract: Developing leadership capacity is a complex, multifaceted process. Models provide valuable tools for understanding and navigating these intricate developmental trajectories. The existence of multiple models of leadership development presents challenges for HR professionals seeking to design effective interventions targeting specific developmental needs of leaders and the organizations they serve. Models provide a missing link between leadership theory and developmental techniques, but have been omitted from strategy discussions. This comparative analysis identifies theoretical and operational distinctions among strategic models of leadership development, highlighting the utility of each for practitioners, scholars and educators. A Models of Leadership Development Framework (MoLD) is introduced, along with guidelines to promote the selection of appropriate models for enhancing leadership capacity among individuals, groups and organisations. Implications are explored with particular attention to facilitating effective practice, educating development professionals, and identifying the empirical evidence needed to enhance existing models and address conceptual gaps highlighted by this analysis.
    Keywords: Leadership development; leadership capacity; human resource development; organisational development; conceptual models; theoretical analysis; comparative framework; adult development; leadership education; development professionals.

  • The role of principals values and leadership styles in developing organizational commitment among Arab teachers in Israel   Order a copy of this article
    by Aaron Cohen, Ibrahem Abd El Majid 
    Abstract: In this study, the relationship between (1) values of the principals, (2) transformational leadership, and (3) dimensions of organizational commitment (OC) was examined in a sample of 1268 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 modeling (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.
    Keywords: Organizational commitment; Individual values; Transformational leadership; Israeli educational system.

  • Employee Relationship and its Effect on Organizational Commitment: A Critical Look at a Japanese Subsidiary of India   Order a copy of this article
    by Kaushik Chaudhuri 
    Abstract: Japanese management system is renowned for their employee-friendly, egalitarian, and participative work practices. However, their philosophy erodes considerably overseas owing to possible mismanagement and ill-effect of economic realities. The objective of this study is to explore the impact of their philosophy on employee perceptions about the employment relation with their management in the Japanese organizations located overseas. Our specific concern is to probe whether implementation of the management practices in the shop floor induced stressful working condition and affected employee commitment. A qualitative study is conducted on Indian employees in a leading Japanese automakers plant located at the national capital region (NCR) of India. In-depth interviews from twenty general employees across different sections of the shop floor have revealed a depleting relationship and dwindling commitment with their management owing to over intensified work pressure, strain, and stress. In this paper, the author has proposed four profiles of employee commitments by explaining the phenomenon of employment relationship and employee behavior through a matrix model coined as BION Balanced, Idealists, Opportunists and Non-committals. The study yielded a majority of respondents, 9 employees associating with the profile of the Opportunists, followed by 7 respondents with the profile of the Balanced and only 4 employees were identified with the Idealists. The theoretical and practical implications with limitations of the findings have been discussed.
    Keywords: BION; Commitment; HPWS; India; Job intensity; Workplace stressors; Japan.

  • Strategic Human Resource Management in Small and Medium Enterprises   Order a copy of this article
    by Emil Knezović, Senad Bušatlić, Ognjen Riđić 
    Abstract: Small and medium enterprises (SMEs) are seen as one of the main drivers of economic growth in the modern economy that is characterized with free markets, private ownership, entrepreneurship, and a major change in the basic approach to business and management. As a result, today, human capital is regarded as the most important asset of the organization and needs to be managed effectively to ensure the highest possible performance. Therefore, organizations are directing their focus to the strategic human resource management (SHRM) in order to develop their human capital. Recent research has supported the positive relationship between SHRM and organizational performance. 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 analyze the influence of strategic human resource (HR) practices on organizational performance. This work is based on a quantitative research instrument and for its purposes, the cross-sectional survey method for collecting primary data was applied. The results of hierarchical regression used to test the hypothesis supported the relationship between strategic HR practices and organizational performance. The findings presented in this study were used for making recommendations to the SMEs managers in the Federation of Bosnia and Herzegovina.
    Keywords: strategic human resource management; small and medium enterprises; business performance; universalistic approach; Federation of Bosnia and Herzegovina.

  • Through the glass ceiling: is mentoring the way forward?   Order a copy of this article
    by Caprice Lantz-Deaton, Nayyara Tabassum, Bryan McIntosh 
    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.
    Keywords: gender; equality of opportunity; mentoring; glass ceiling; work; human resources; vertical segregation.
    DOI: 10.1504/IJHRDM.2018.10014185
     
  • Human resource development in balance: revisiting the purpose of HRD and ethical perspectives   Order a copy of this article
    by Jae Young Lee, Taesung Kim 
    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.
    Keywords: balanced human resource development; purpose of HRD; ethical perspectives; HRD decision-making framework.
    DOI: 10.1504/IJHRDM.2018.10014187
     
  • Losing good citizens: the enabling effect of organisational citizenship on the job search-employee turnover relationship   Order a copy of this article
    by Tyler C. Burch 
    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.
    Keywords: voluntary turnover; job search behaviour; JSB; organisational citizenship behaviour; OCB; turnover contingencies; impression management; social exchange; job satisfaction; employee discretionary performance.
    DOI: 10.1504/IJHRDM.2018.10014167
     
  • Antecedents of employee readiness for change in the IT sector and the manufacturing sector: a comparative study   Order a copy of this article
    by Devi Soumyaja, T.J. Kamalanabhan, Sanghamitra Bhattacharyya 
    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.
    Keywords: readiness for change; IT sector; manufacturing sector; individual factors; process factors; context factors.
    DOI: 10.1504/IJHRDM.2017.10014168
     
  • Institutional pressures and internal motivations of work-life balance organisational arrangements in Italy   Order a copy of this article
    by Matteo Pedrini, Laura Maria Ferri, Egidio Riva 
    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.
    Keywords: work-family balance; WFB; institutional theory; family arrangements; work-family policies; welfare; Italy; institutional pressures.
    DOI: 10.1504/IJHRDM.2017.10011559
     
  • Role ambiguity, job interdependence, trust and horizontal-flexible design affecting job satisfaction   Order a copy of this article
    by Sangeeta Sahu, Avinash D. Pathardikar 
    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.
    Keywords: job satisfaction; role ambiguity; job interdependence; trust; work design.
    DOI: 10.1504/IJHRDM.2016.10004212
     
  • Role of change management using ADKAR model: a study of the gender perspective in a leading bank organisation of India   Order a copy of this article
    by Charu Goyal, Manoj Patwardhan 
    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.
    Keywords: ADKAR model; change management; gender perspective; Indian banks; organisational change; public sector bank.
    DOI: 10.1504/IJHRDM.2018.10014161
     

Special Issue on: ICMC 2016 Integrating Individual and Company Needs for Organisational Cultural Alignment

  • The Effects of Leadership Development on Womens Career Success   Order a copy of this article
    by Anna-Maija Lamsa, Terttu Savela 
    Abstract: This study extends our knowledge of leadership development, specifically Masters in Business Administration (MBA) programs, from a gender perspective. It presents a comprehensive case, women-only development program and conducts an empirical, longitudinal, qualitative study of the effect of one of the program modules, namely, the women-only MBA, on the womens career success. The empirical study focused on self-efficacy mechanisms for explaining the womens appraisals of their changes in abilities affecting their career success during the MBA program. The participants were interviewed twice: once at the beginning of the MBA and then after completing it. A trusting atmosphere, social support, new business competencies, and the participants ability to re-frame their mindsets concerning womens career potential were detected as significant sources of self-efficacy gained from the MBA. Encouragement from significant others, typically respected males, was also found to be a promoting factor.
    Keywords: case study; career success; gender; leadership; leadership development; MBA; self-efficacy; woman.

  • Candidate Experience in Recruitment Cycle facilitating Employer Brand: A Case Study of Idea Cellular Limited in the Delhi and NCR Circle   Order a copy of this article
    by Jaya Gupta, Dhyanendra Mohan 
    Abstract: Telecom Industry in India has been growing at an accelerated pace and the job market conditions have witnessed miraculous changes. Acquiring right talent and creating a positive brand pull is becoming more important in todays scenario. Coping with these changes have necessitated the need for HR to focus upon meeting the candidate experience across all stages of recruitment cycle as a catalyst to boost its employer brand. Companies are implementing changes to improve the candidate experience in the various stages of hiring cycle, since it has been found that the implications of both good and bad job seeker experience with the recruiting process can have long lasting effect on their employer brand and their consequent ability to attract talent. A detailed analysis of the recruitment process was conducted in the course of filling two positions in the Finance & Accounts department of Idea Cellular Infrastructure Services Limited. It was observed that several minor issues needed to be ironed that could significantly boost the candidate experience. The present case captures key candidate touch points which are crucial to improve the overall experience. The case study seeks insight on some changes that need to be implemented in these which could facilitate to improve the candidate experience in its endeavor to transform its brand image as a best place to work.
    Keywords: Recruitment; Candidate Experience; Employer Branding; Telecom Industry; Idea Cellular.