International Journal of Human Resources Development and Management (30 papers in press)
Role ambiguity, job interdependence, trust and horizontal flexible design affecting job satisfaction
by Sangeeta Sahu, Avinash Pathardikar
Abstract: This paper investigates how role ambiguity, job interdependence, trust, and horizontal-flexible design at workplace affect job satisfaction. The study is focused on full-time employees of a manufacturing organization in India. Results show relation of these variables with job satisfaction. Path analysis was used to find out relationship between the constructs. Job characteristics like role ambiguity, job interdependence, trust, and horizontal-flexible design predict job satisfaction. Literature on work design and organization behavior highlight that attrition among the employees is affected by satisfaction of employee 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.
Role of change management using ADKAR model: A study of the gender perspective in a leading bank organisation of India
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 ADKAR (Awareness, Desire, Knowledge, Ability, and Reinforcement) 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.
LOSING GOOD CITIZENS: THE ENABLING EFFECT OF ORGANISATIONAL CITIZENSHIP ON THE JOB SEARCH-EMPLOYEE TURNOVER RELATIONSHIP
by Tyler 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 managements understanding of how organisational citizenship behaviours contribute to the turnover of employees.
Keywords: voluntary turnover; job search behaviour; organisational citizenship behaviour; turnover contingencies; impression management; social exchange; job satisfaction; employee discretionary performance.
Antecedents of employee readiness for change in the IT sector and the manufacturing sector: a comparative study
by Devi Soumyaja, Kamalanabhan TJ, 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 employee (practical intelligence and creative behaviour), (2) processes (participation in making decisions and the quality of communication), and (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 organizational changes.
Keywords: Readiness for Change; IT sector; Manufacturing Sector; individual factors; process factors; context factors.
Institutional pressures and internal motivations of work-life balance organizational arrangements in Italy
by Matteo Pedrini, Laura Maria Ferri, Egidio Riva
Abstract: Drawing upon institutional and organisational culture theories, the present work explores organizational commitment to work-life balance practices, thus proposing an original contribution within the field. Indeed, literature on work-life balance is still limited and, among existing studies, few have analysed the relationships with external social pressure (institutional) and internal motivations (organizational values and increase of productivity).rnThe analyses takes into consideration a sample of 107 organisations nearly equally split among profit, non-profit and public sectors in the Italian national context, which represent a well-known model of welfare state. Findings confirm that differences among the three sectors exist in terms of the rationales and the commitment to WLB policies and practices due to different institutional context and organizational cultures.
Keywords: nd practices due to different institutional context and organizational cultures.
Cross-Culture Management: An Empirical Examination on Task and Relationship Orientations of Japanese and Omani Working Adults
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.
Women and the Glass Ceiling in the Community of Madrid Hotel Industry
by Lydia Gonzalez-Serrano, Teresa Villace-Molinero, Pilar Talon-Ballestero, Concepcion De La Fuente-Cabrero
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 (Spain). The study concludes that there is a Glass Ceiling due to male dominance of management and the stereotyping of certain positions (vertical and horizontal segregation). Nevertheless, a change in the trend has been observed with new positions resulting from the appearance of ITCs.
Keywords: Hospitality; discrimination; gender gap; glass ceiling; tourism; profile of women managers.
Employee engagement: Development of a new measure
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
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
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
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
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.
Excellence in Public Administration: Job Satisfaction as a Factor of Good Administration
by Aleksander Aristovnik, Polonca Kovač, Anamarija Leben, Nina Tomazevic
Abstract: The concept of good administration comprises five key elements that emphasise the service-mindedness of public administration and the restriction of authority. It has long been primarily understood also referring to Article 41 of the EU Charter of Fundamental Rights as a legal doctrine, with specific rights of citizens and businesses in relation to authorities. However, the notion of good administration has to be expanded and connected with the concept of business excellence since public administration as a system is inevitably interdisciplinary and holistic. In particular, it must incorporate specific managerial elements because satisfied civil servants better satisfy the public interest and the rights of parties (i.e. public services users) as well as legitimate expectations. In view of the above, 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 the understanding and enforcement of the integration of good administration and job satisfaction in Slovenia vary according to the type of public administration agency involved (service or authoritative). Third, there is an insufficient level of awareness of the importance of caring for job satisfaction and its impact on both the satisfaction of parties in administrative procedures and on good administration.
Keywords: good administration; job satisfaction; public administration; excellence; civil servants; Slovenia.
We do get terribly enthusiastic about everything! Performing emotion rules through parody
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
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
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
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
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
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
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.
Through the glass ceiling: is mentoring the way forward?
by Caprice Lantz-Deaton, Nayyara Tabassum, Bryan McIntosh
Abstract: Purpose 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. A look at the visibility of women in higher-level positions leads some to think that the glass ceiling is no longer relevant. How women have reached such senior levels is the subject of various studies with some suggesting that mentoring programmes provide the key to such success. Has the glass ceiling been shattered? If so, is it mentoring programmes that will help women to ascend the career ladder? If not, what will? This paper explores the continued relevance of the glass ceiling and the use of mentoring programmes as a means to help women to overcome it.
Design/methodology/approach: Examination of the secondary literature
Findings: 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. While mentoring can play an important role in helping women to achieve more senior positions, specific strategies are necessary in order for mentoring to be made more effective for women. Further, mentoring, as the literature suggests, is not a panacea but must be viewed in the context of organisational culture. This culture should ideally include a combination of formal and informal mentoring schemes that support women in the workplace, support for the work-life balance for all employees, and work towards reducing the impact of the glass ceiling for future generations by taking steps to develop the career aspirations of women and girls.
Research limitations/implications: Because of the chosen research approach and the literature reviewed, the results may lack generalisability in particular to non-Western countries. Therefore, researchers are encouraged to test the propositions further in their particular regional contexts.
Practical implications: Originality/value These findings are relevant across many areas of employment and are significant in relation to broadening the debate around equal opportunities for women. In particular, they suggest that whilst mentoring may help women to break through the glass ceiling to some degree, it must be viewed as only one component of a larger organisational strategy designed to break down vertical segregation. Mentoring programmes are not one-size-fits-all and should include both formal and informal aspects in order to tailor it to the needs of women and to their particular organizational contexts
Keywords: Gender; Equality of opportunity; Mentoring; Glass Ceiling; Work.
Human Resource Development in Balance: Revisiting the Purpose of HRD and Ethical Perspectives
by Jae Young Lee, Taesung Kim
Abstract: The purpose of human resource development (HRD) is to promote both individual and organizational development. However, critical scholars have voiced concerns that the dominant approach to HRD is skewed to favor performance-oriented organizational development. The debate as to whether HRD should prioritize organizations 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-centered and production-centered approach, deontology and teleology), (2) proposes conceptual frameworks to help with balanced HRD decision-making, and (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.
Special Issue on: Employee Satisfaction and Engagement Theory and Praxis for Today’s Excellence
Linking Womens Glass Ceiling Beliefs and Employee Satisfaction: The Mediation of Engagement
by Senthil Arasu Balasubramanian, Remya Lathabhavan
Abstract: The role of employee engagement and satisfaction is very important in todays world of changing labor market, technology, and job patterns. With an increase in women participating in the labor market, understanding their attitude towards the glass ceiling and its relationship with work engagement and job satisfaction is important for individual, organizational, and societal progress. This article studies the relationship between glass ceiling beliefs and job satisfaction through the mediating role of work engagement. 420 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.
Keywords: Glass ceiling beliefs; work engagement; job satisfaction; mediation; women’s career barriers; glass ceiling.
ENABLERS OF EMPLOYEE ENGAGEMENT AND ITS SUBSEQUENT IMPACT ON JOB SATISFACTION
by Monica R, Krishnaveni R
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 propounds the need of 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.
Keywords: Communication; Competence Development Practices; Employee engagement; Enablers; Job characteristics; Job satisfaction; Social Support.
Human resources management in responsible small businesses: why, how and for what?
by Silvia Cantele
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 success and excellence.
Keywords: Corporate social responsibility; employee satisfaction; organisational commitment; small and medium enterprises; Italy.
Engagement as an antecedent of the satisfaction-performance relation: a study with line managers
by Pedro Ferreira, Paula Rodrigues
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 hypothesis. 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.
Keywords: Employee Engagement; Job Satisfaction; Company Performance; Portugal; Structural Equations Model.
Relationship between time perspective and job satisfaction
by Bostjan Bajec
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.
Keywords: time perspective; job satisfaction; personality traits; balanced time perspective; multiple regression.
The mediating role of work engagement between psychosocial safety climate and organisational citizenship behaviours: a study in the nursing and health sector in Quebec
by Sari Mansour, Diane-Gabrielle Tremblay
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.
Keywords: psychosocial safety climate; PSC; work engagement; organisational citizenship behaviour; resource caravan passageways; Canada.
Special Issue on: ICMC 2016 Integrating Individual and Company Needs for Organisational Cultural Alignment
The Effects of Leadership Development on Womens Career Success
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
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.