Forthcoming articles

International Journal of Work Organisation and Emotion

International Journal of Work Organisation and Emotion (IJWOE)

These 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 Articles will not be published until the final proofs are validated by their authors.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 Work Organisation and Emotion (7 papers in press)

Regular Issues

  • Emotional intelligence and work engagement among bank workers: Moderated Mediation model of ethical leadership and job burnout   Order a copy of this article
    by Abimbola Akanni, Dauda Kareem, Choja Oduaran 
    Abstract: This study examined the moderated mediation effects of ethical leadership and job burnout on the predictive role of emotional intelligence in work engagement among bank workers. Respondents consisted of 226 (M=121; F=105) that were selected through stratified random sampling technique. Results from the regression analysis revealed that emotional intelligence and ethical leadership predicted work engagement while emotional intelligence was found to be inversely related to job burnout. Furthermore, job burnout had a significant moderating effect on the relationship between emotional intelligence and ethical leadership. Results from the conditional PROCESS macro model eight showed the indirect effect of emotional intelligence on work engagement through ethical leadership to be significantly stronger among bank workers with low level of job burnout compared to those with high level of job burnout. This suggests that low job burnout mediates the indirect effect of ethical leadership on the association between emotional intelligence and work engagement.
    Keywords: Emotional intelligence; ethical Leadership; job burnout; work engagement.

Special Issue on: ERPBSS-2018 Diversity and Inclusion in the Workplace

  • The Role of Organisational Learning in Creating Agile Workforce in Dubai   Order a copy of this article
    by Mahmoud Abdelhamid, Martin Sposato 
    Abstract: Today's business environment, particularly in the United Arab Emirates, is better described by being volatile, uncertain, complex and ambiguous. Smaller companies in Dubai are faced with many challenges in the light of the rapid changes in technology, skills shortages, and business competition. Becoming an agile enterprise is considered among various given suggestions such as corporate social responsibility and high-performance work systems to gain a competitive advantage. Workforce agility is deemed one of the organisational agility drivers; yet, most of the research studies dealing with the topic from a best-practice Human Resources (HR) bundling approach irrespective of the contextual factors that might impact organisational strategies. Moreover, researchers have not treated organisational learning practices in much detail neither in connection to the UAE unique context nor to agile attributes development. Thus, the present study contributes by adopting a qualitative multiple-case study design by interviewing seven HR managers of SMEs across different industries in Dubai, namely maintenance, digital services, security, retail, insurance, and technology. Workforce agility characteristics have been analysed against eight indicators that have been conceptualised across western context.rnFurthermore, organisational learning practices and their role in workforce agility development have been investigated. The study reveals a significant consistency between the western standards of agile attributes and those required among Dubai SMEs. Also, the findings show that SMEs in Dubai incorporate learning interventions without a targeted focus on agile attributes development. rn
    Keywords: SMEs; Agile workforce; Agile enterprise; VUCA; Organizational learning; Learning interventions; Dubai.

  • The Effect of Demographics on the Psychological Contract of Employees.   Order a copy of this article
    by Lawal Yesufu 
    Abstract: The psychological contract provides a framework for understanding employee-employer relationships within an organisation. This paper is based on research on Canadian academics and aims to determine the effect demographic characteristics, such as the age, gender and educational background, have on the psychological contract of academics working in higher education institutions. The research contributes to the literature by investigating the psychological contract from the perspectives of the relational, transactional and balanced contract types. The research also combines two existing tools - psychological contract inventory and the HR Practice Scale - to gather data on the types of psychological contract developed by academics and the perception academics have on the HR practices of their employers. The study was based on quantitative analysis of a cross-sectional survey in addition to a literature review. Overall the findings suggest that, while gender and age had a positive impact on the transactional psychological contract of academics, there was no predictive relationship between education and type of psychological contract.
    Keywords: organisational psychology; psychological contract; higher education institutions; human resource management practices.

  • Exploring organization citizenship behavior in a Higher Education Institution in United Arab Emirates   Order a copy of this article
    by Shahira El Alfy 
    Abstract: This research examines organization citizenship behavior of instructors in one of the private higher education institutions in the UAE. Perceived citizenship behavior is measured from instructors and education managers perspectives. The primary contribution of the study is in investigating factors that are likely to influence organization citizenship behavior within the workplace. The relation between citizenship behavior and factors including personality traits, instructors demographics and job satisfaction are examined using regression analysis. Results show that agreeableness and conscientiousness have a significant positive effect on organization citizenship behavior. There is no significant evidence that instructors age, gender and tenure play a role in organization citizenship behavior. Both intrinsic and extrinsic job satisfaction affect organization citizenship behavior however, intrinsic satisfaction has a higher influence on instructors citizenship behavior.
    Keywords: Organization; citizenship behavior; higher education; UAE; United Arab Emirates; personality traits; agreeableness; openness; extraversion; intrinsic satisfaction; extrinsic satisfaction; job satisfaction.

  • A relational approach to exploring inequalities within the Human Resource Management model in the Middle East   Order a copy of this article
    by Safiya Banu, Nicolina Kamenou-Aigbekaen, Laura Galloway 
    Abstract: This paper engages with the under-researched area of Human Resource Management (HRM) in the Middle East and it proposes a unique theoretical for the purpose of carrying out research on inequalities within the Middle East and North Africa (MENA) region. This model will contribute to the understanding of a Middle Eastern version of the Human Resource Value-Proposition Model (HR VPM). The theoretical underpinning of Social Capital Theory will assist in understanding the philosophical aspect of the studys research questions (relating to social norms and information channels, inequalities, nepotism, organisational and individual obligations as well as expectations) and conclusions drawn within a diversity management relational framework in order to understand the interaction between individual agency and social structures as well as the impact of culture and historical context of HRM in the Middle East. This paper hopes to contribute to existing literature on diversity management and inequalities in addressing its research questions within the HR Value-Proposition model.
    Keywords: Diversity management; inequalities; wasta; nepotism; United Arab Emirates; Middle East; framework; international human resource management;.

  • Psychological vulnerability as an integral component of comprehensive vulnerability assessment: informing policy and practice in disaster risk reduction.   Order a copy of this article
    by Jigar Jogia, Gayan Wedawatta 
    Abstract: Science can be utilized to mitigate risk and vulnerability throughout the disaster management cycle. The risk of a disaster depends not only on the hazard but also on the psychological, social and environmental vulnerability of exposed communities. Through a review of existing knowledge on evidence-based methods for assessing vulnerability in communities, it was found that psychological vulnerability is seldom considered in such assessments. We argue that psychological aspects play a key role in how people and communities perceive and respond to disaster events. Building infrastructure to assess vulnerability in a comprehensive manner is essential to inform policy and practice in disaster risk reduction. Better understanding of these complex relationships and the role of psychological vulnerability in reducing risk and building the resilience of nations and communities to disasters requires interdisciplinary approaches cutting across fields such as science, psychology, health, environment, economics, engineering and technology.
    Keywords: risk reduction; resilience; disaster management; engineering and environment; psychological impacts; disaster management mental health; vulnerability; assessment; socio-economic.

  • Understanding Organisational Metaphors to make sense of Values and of Obligation   Order a copy of this article
    by Ofelia Palermo, Angelo Bisignano, Giuseppe Emanuele Adamo, Eduardo Carlos Dittmar, David López Jiménez 
    Abstract: The paper focuses on organizational culture and values in small family businesses during intergenerational succession. Specifically, it analyses what metaphors characterize the organizational culture of the family firms and what values draw from this culture are taken forward during intergenerational succession. Following a multiple case study approach, the paper investigate a set of southern Italian family firms and the respective actors understanding and interpretations of metaphors and values at the time of intergenerational succession. Findings highlight actors predisposition to feel a strong sense of obligation shaping organizational life and suggest that processes of intergenerational succession might follow patterns situated within the boundaries of traditionally defined visions of family and society.
    Keywords: Organizational Culture; Values; Metaphors; Sense of Obligation; Small Family Business; Intergenerational Succession; Organizational Values.