Forthcoming and Online First Articles

International Journal of Environment, Workplace and Employment

International Journal of Environment, Workplace and Employment (IJEWE)

Forthcoming articles have been peer-reviewed and accepted for publication 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 Articles will not be published until the final proofs are validated by their authors.

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International Journal of Environment, Workplace and Employment (3 papers in press)

Regular Issues

  • Internal knowledge networks and employees performance in a collaborative context: an empirical study of Japanese universities   Order a copy of this article
    by Shin Ito, Toshiya Watanebe 
    Abstract: The effect of cohesive networks on employees performance has led to a protracted dispute among researchers. This study investigated the relationships between the internal knowledge network and employees performance in a collaborative context. Using questionnaire survey data, we examined the ego networks of 274 research managers and administrators from Japanese universities and research organisations. The results of logistic regression analysis showed that a cohesive network structure has a significant positive relationship with the perceived performance of individuals and the workplace. External knowledge search activity of networks also had a positive relationship with individual and workplace performance. Our findings clarify the positive relationship of a cohesive internal network with employees performance in a collaborative context where multiple, specialised tasks have to be cooperatively performed. Our results can be of benefit in extending the practice of university research management.
    Keywords: Internal network; knowledge; collaborative context; cohesive network; individual performance; workplace; university research management; questionnaire survey; Japanese universities; research managers; research administrators.

  • The impact of talent management practices on employee engagement and intention to leave: a research on telecommunication employees in Turkey   Order a copy of this article
    by Muhammed Esat Erdoğan, Özlem Kunday 
    Abstract: Talent management has been regarded as a critical factor for both organisational performance and employee outcomes in the 21st century. This study aims to analyse the effects of talent management practices on employee engagement and intention to leave. The study is based on four main parts of talent management as independent variables: employee recruitment and selection, training and development, performance management, and career management. A survey was conducted to gather data from telecommunication employees in Turkey. A total of 751 employees participated to the survey research. Findings indicated a positive relationship between talent management practices and employee engagement. There were significant relationships between talent management practices and employee engagement factors. There were also significant associations between talent management practices and intention to leave. This study revealed that talent management practices are significant predictors of employees’ intention to leave. Turnover intention is negatively related with effective talent management practices.
    Keywords: talent; talent management; employee engagement; intention to leave; telecommunication professionals; Turkey.
    DOI: 10.1504/IJEWE.2022.10047448
  • Examining the nexus between human resource leadership and corporate sustainability: views of human resource professionals in Ghanaian SMEs   Order a copy of this article
    by Samuel Howard Quartey, Kwasi Dartey-Baah, Mary Naana Essiaw 
    Abstract: This paper examines the nexus between human resource leadership (HRL) and corporate sustainability (CS) in small and medium-sized enterprises (SMEs) in Ghana. Though HRL and CS are interrelated, the growing strategic concern is recognising senior human resource professionals as leaders capable of corporate change towards more sustainable organisations. This paper utilised exploratory qualitative research techniques by interviewing 15 senior human resource managers working in SMEs in Ghana. The data were analysed using the grounded theory method. The findings suggest that some of the HRL practices are being utilised more than the others, with some activities critical to CS design and implementation. Some of the CS practices supported by HR leaders are traditional and basic. Certain organisational factors were discovered as critical to the effective design and implementation of sustainability practices. Some practical, theoretical, and research implications for understanding and embedding sustainability within organisations are discussed.
    Keywords: human resource leadership; HRL; corporate sustainability; CS; resource-based view; RBV; SMEs; Ghana.
    DOI: 10.1504/IJEWE.2022.10047759