Evidence-based HRM: a Global Forum for Empirical Scholarship最新文献

{"title":"Effect of team-member exchange on team innovative work behavior: a chained double mediation model","authors":"Nasib Dar, Yasir Mansoor Kundi, Zeeshan Hamid","doi":"10.1108/ebhrm-12-2023-0354","DOIUrl":"https://doi.org/10.1108/ebhrm-12-2023-0354","url":null,"abstract":"PurposeThis study examines the direct influence of team-member exchange (TMX) on team innovative work behavior (IWB) and the mediating roles of team knowledge sharing and team job crafting.Design/methodology/approachTo test our research model, we collected multilevel, multisource, and multi-wave data from 284 employees and 74 teams in Pakistan.FindingsTMX positively relates to team IWB directly and indirectly via serial mediation of team knowledge sharing and team job crafting.Originality/valueThis is the first study to investigate how TMX promotes team IWB through team knowledge sharing and team job crafting.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"25 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141799465","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Creative efforts in banking services: a moderated mediation analysis of perceived organizational obstruction and knowledge sharing behavior","authors":"Mohammad Saud Khan, S. Zulfiqar","doi":"10.1108/ebhrm-09-2023-0255","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2023-0255","url":null,"abstract":"PurposeDrawing on broaden and build theory and the job demands–resources (JD–R) perspective, this study aims to test a moderated mediation model to explain the mediating effect of knowledge sharing behavior and the moderating role of perceived organizational obstruction on the dynamics of work engagement and creative effort.Design/methodology/approachData from 497 banking service employees constitute the sample of the study, and PROCESS macro in Statistical Package for the Social Sciences (SPSS) was used to test the hypotheses.FindingsThe positive impact of work engagement on creative effort is mediated by knowledge sharing behavior and the direct effect of work engagement on creative effort and the mediating effect of knowledge sharing behavior are contingent on perceived organizational obstruction. These effects were weaker for employees who experienced high perceived organizational obstruction.Originality/valueThis work unfolds how and when work engagement impacts the creative efforts of banking sector employees, highlighting when engaged work matters the most. It provides bidirectional richness at the intersection of knowledge management and creativity literature by focusing on the banking industry of a developing country.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"35 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141806198","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Organizational compassion, employees' mental health, commitment and engagement in the context of COVID-19: a serial mediation analysis","authors":"M. Baluku, Simon Kizito, Richard Balikoowa, Betty Namale","doi":"10.1108/ebhrm-01-2024-0001","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2024-0001","url":null,"abstract":"PurposeThe study examines the effects of organizational compassion during the COVID-19 pandemic on teachers' mental health and, consequently, their commitment and work engagement. The study tests a serial mediation model for the effects of organizational compassion on employee engagement via mental health and the three components of organizational commitment.Design/methodology/approachA cross-sectional sample (N = 436) completed an online questionnaire towards the end of the prolonged lockdown of schools in Uganda (2021–2022). Serial mediation analysis in PROCESS Macro was employed to test the hypotheses.FindingsAs hypothesized, organizational compassion was significantly related to teachers' mental health, the three components of organizational commitment, and employee engagement. A double mediation path of the effects of organizational compassion on employee engagement via mental health and affective commitment was significant.Practical implicationsThe findings highlight how organizational compassion benefits employees’ psychological health and work attitudes and behavior. The findings draw attention to the need to design compassion practices that boost the emotional value of organizational compassion to the individual over the economic and normative value.Originality/valueThe study contributes to the literature on organizational compassion outcomes by focusing on employee engagement and the underlying mediating mechanisms. The study is also one of the few that has examined the effects of organizational compassion on the three components of organizational commitment.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"21 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141639774","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Matching competency frameworks with job advertisements: a data-driven analysis of its practical application in the healthcare sector","authors":"Marcel Herold, Marc R. H. Roedenbeck","doi":"10.1108/ebhrm-07-2023-0181","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2023-0181","url":null,"abstract":"PurposeCompetency-based human resource management (CBHRM) is a key component of all organisations but needs to be regularly reviewed and evaluated to ensure the quality of healthcare professionals. One common taxonomy of competency domains for health professions is from Englander et al., where this paper aims to conduct a large-scale analysis based on topic modelling to investigate the extent to which the competency framework for the healthcare sector is applied in the German job market of health professions.Design/methodology/approachThe quantitative NLP analysis of a dataset consisting of 3,362 online job advertisements of nurses and doctors was scraped from a German job portal. The data was pre-processed according to Miner et al. For the analysis, the authors applied unsupervised (e.g. HDP, LDA) and supervised (BERTopic) methods and content analysis. Based on the extracted topics a word list was created and these words were coded to existing dimensions of the competency framework of Englander et al. or new dimensions were created.FindingsComparing methodologies, HDP (unsupervised) and BERTopic (supervised) were the best performing while the BERTopic algorithm outperforms HDP. For the doctor dataset 46% of one main dimension was identified but with an overall coverage of 69%, for the care dataset is weaker with 30.8% but an overall coverage of 100%. Additionally, the taxonomy was enhanced with supplementary competencies of “personality/characteristics” and “leadership” as well as two facets of job description which are “place of work” and “job conditions”.Originality/valueOn the one hand selected dimensions of the taxonomy could be clearly identified but on the other hand, there is a documented gap between the taxonomy and the competencies advertised. One cause may lie in the NLP algorithms but applicants may also have the same difficulties when reading the OJAs. Thus, practitioners should carefully review OJAs regarding better separating explicit competencies they are searching for. For the scientific development of new competency frameworks, our data-driven approach exemplified an extension of a given taxonomy.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"25 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141645829","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Does motivation differ across generations? A two-wave study","authors":"Tanvi Paras Kothari, S. Pingle, Anushree Karani Mehta","doi":"10.1108/ebhrm-08-2023-0221","DOIUrl":"https://doi.org/10.1108/ebhrm-08-2023-0221","url":null,"abstract":"PurposeThe main objective of the study was to understand the impact of intrinsic and extrinsic motivation on productivity at two different times: before and after the pandemic era, among middle and top-level professionals across India.Design/methodology/approachThe study has adopted a shortitudinal approach. The data were collected two times from the same respondents: before the pandemic (T1) and after the pandemic (T2) following the convenience sampling. At T1, we received responses from 321 respondents. At T2, we received only 203 responses while contacting the same respondents. Thus, the final sample size was only 203 respondents.FindingsThe results revealed that in the pre-pandemic times, both intrinsic and extrinsic motivation impacted the productivity of middle and top-level professionals. Further, the study also revealed that only intrinsic motivation impacted productivity after the pandemic. Moreover, generational cohorts (pre-liberalization, early-liberalization and rapid growth generations) moderated the relationship between intrinsic and extrinsic motivation and Productivity at T1 and T2.Research limitations/implicationsWoven in the multiple theories, the study has some practical and theoretical nuances. The intrinsic and extrinsic motivations were rooted in the self-determination theory. The results also supported that extrinsic reward cannot increase intrinsic motivation in difficult times, and only intrinsic motivation is constant at all times, contributing to productivity. The HR department should understand the importance of intrinsic motivation and design employee benefits and policies.Practical implicationsThe results also supported that extrinsic reward cannot increase intrinsic motivation in difficult times, and only intrinsic motivation is constant at all times, contributing to productivity. The HR department should understand the importance of intrinsic motivation and design employee benefits and policies.Originality/valueFollowing the generational view, the study added that different generation reacts differently to the turbulent times.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"31 23","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141647656","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"What makes a workday meaningful? Evidence on the role of task significance, competence and subjective meaningful work","authors":"F. Tommasi, R. Sartori, Andrea Ceschi, Stephan Dickert","doi":"10.1108/ebhrm-01-2024-0013","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2024-0013","url":null,"abstract":"PurposeThe construct of meaningful work is a relevant topic for the managerial literature interested in job design, employees’ motivation, and job performance. The current research seeks to improve our knowledge on meaningful work by exploring the processes by which a workday is experienced as meaningful.Design/methodology/approachAdopting the lens of the Job Demands-Resources model and Self-Determination theory, we argue that work conditions and psychological conditions are associated with the experience of meaningful work on a daily basis. Moreover, we propose that the experience of meaningful work on a long-term basis (i.e. the evaluation of one’s own work as holding significance per se) intensifies the associations between daily conditions and the experience of meaningful work. We collected data via an event-based longitudinal diary study for a total sample of N = 114 employees from six organizations and N = 545 observations.FindingsResults of the multilevel analysis showed that competence and task significance led to the experience of meaningful work during working days. Moreover, cross-level analyses revealed that these associations are stronger for employees who experience their work to be meaningful in the long-term.Originality/valueThe novelty of the present study lies in highlighting the role of specific factors contributing to the experience of meaningful work during a workday. These findings help specify targets and organizational and individual dimensions to be addressed by managerial interventions to ensure employees' meaningful work experience.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":" 43","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141675759","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Role of collective organizational engagement in the emergence of innovation: a microfoundations perspective","authors":"Pavithra Ganesh, K. B. Srivastava","doi":"10.1108/ebhrm-10-2023-0307","DOIUrl":"https://doi.org/10.1108/ebhrm-10-2023-0307","url":null,"abstract":"PurposeThe present study uses dynamic capabilities and micro foundations theory to unearth the emergence of multilevel innovation in service sector organizations. Transformational leadership (TL) and corporate social responsibility (CSR) are proposed as human resource (HR) based antecedents. The study also aims to reveal the role of collective organizational engagement (COE) as a mediator in developing dynamic capabilities and contingent pay policy (CPP) as a moderator.Design/methodology/approachThe research is a multilevel study where employees are nested within organizations. We used multilevel modeling in Mplus V. 8.7 to perform the analyses.FindingsResults of multilevel structural equation modeling revealed that TL, CSR, and COE are vital microfoundations through which innovation emerges in an organization. COE acts as a partial mediator in the relationship between CSR and innovation. The level of CPP in organizations moderates these relationships at the employee level rather than at the firm level.Originality/valueThis research is one of the few multilevel and multisource studies to empirically test the impact of HR-based antecedents on innovative work behavior and firm innovativeness simultaneously. It also contributes to engagement literature by furthering an understanding of the nascent concept of COE.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":" 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141676509","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The mediating role of employer attractiveness and prestige on the relationship between green recruitment and job pursuit intention in Ghana","authors":"O. B. Damoah","doi":"10.1108/ebhrm-05-2022-0129","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2022-0129","url":null,"abstract":"PurposeWhilst organisations' responses to implementing sustainability principles have been influenced significantly by external pressures (e.g. competitor action, regulator influences), researchers are turning attention to the influence of internal stakeholders (staff members) and external stakeholders (e.g. prospective applicants) on an organisation's sustainability motivations. This study aimed to assess the relationship between green recruitment practices and job pursuit intention and the role of organisational attractiveness and prestige among prospective employees.Design/methodology/approachThe study uses the cross-sectional survey; a sample of 215 students are used to validate the five (5) hypotheses developed from the literature review. To achieve a more plausible regression parameter estimates, the structural equation modelling is the main analytical technique used to analyse the hypotheses.FindingsThe results show that there is a positive effect of green recruitment on organisational attractiveness, organisational prestige, and job pursuit intention. Similarly, organisational attractiveness and organisational prestige serially mediated the relationship between green recruitment and job pursuit intentions.Originality/valueThis study is an addition to the literature on the soft green human resource management practices, specifically green recruitment from the perspective of potential job applicants. In addition, the study uses data from a new and under-researched geographical context, Ghana to contribute and shed light on the topic. Critically, research on sustainable human resource management has been shown to be very limited from the Africa's context. Consequently, the present evidence from the Ghana's perspective responds to the call.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"32 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141685203","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Job autonomy and cyberloafing: a mediated moderation model of work engagement and mindfulness","authors":"Chitra Khari, Shuchi Sinha","doi":"10.1108/ebhrm-05-2023-0117","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2023-0117","url":null,"abstract":"PurposeTo investigate the mediating role of work engagement (WE) between job autonomy and cyberloafing and the moderating effect of mindfulness on the linkage between work engagement and cyberloafing.Design/methodology/approachThis study was conducted using an online questionnaire survey. Data were gathered from 266 full-time working professionals in India. Hierarchical regression analysis and, SPSS PROCESS version 4.0 (model 14) were employed to analyze the mediated moderation effect.FindingsResults showed that job autonomy reduced cyberloafing of employees through WE and the mediation effect was stronger when employees were high on mindfulness.Research limitations/implicationsResults indicate that job autonomy and mindfulness have a considerable impact on employee cyberloafing behavior. Organizations seeking to reduce employee cyberloafing behavior could benefit by considering job autonomy as well as supporting employee mindfulness.Originality/value This study adds to the understanding of cyberloafing antecedents particularly, the role of job autonomy and WE. Additionally, it examines how mindfulness self-regulates with regard to cyberloafing and contributes to the growing body of mindfulness research and its impact on counterproductive behavior at work.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"333 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141691902","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Singing the same environmental song: transmission of green HR signals from supervisors to subordinates through multilevel modeling","authors":"Aisha Khan, M. Yusliza, A. Alkaf, Khalid Farooq","doi":"10.1108/ebhrm-08-2023-0215","DOIUrl":"https://doi.org/10.1108/ebhrm-08-2023-0215","url":null,"abstract":"PurposeTo comprehend the influence of green HR practices (GHRM) on employee outcomes, strategic HRM researchers are gradually adopting an employee-centric approach, a subject that has sparked recent discussions among scholars in the field of green HR. These scholars have emphasized the need for studies that shed light on the reasons behind the differences in employees' perceptions of GHRM. To address this concern, we investigated (1) supervisors perceived GHRM (SUP-GHRM) and subordinates perceived GHRM (SUB-GHRM) as the fundamental source of variation in employee eco-friendly behavior and green performance, (2) the association between SUP-GHRM and SUB-GHRM, (3) the mediation role of SUB-GHRM toward green performance and eco-friendly behavior, and (4) the moderation of perceived HRM system strength (HRMSS) on supervisor-subordinate perceived GHRM.Design/methodology/approachApplying a survey approach, we collected data from 217 supervisors and 624 subordinates from Large-Scale Manufacturing Organizations in the Textile sector of Pakistan. Since the data is hierarchical, we applied the Hierarchical Linear Model (HLM) and bootstrapping techniques to examine the hypothesized relationship.FindingsThe results of HLM revealed that (1) the SUP-GHRM and SUB-GHRM were key in determining green performance and eco-friendly behavior, (2) the SUP-GHRM significantly influenced SUB-GHRM, (3) the SUP-GHRM indirectly affected the eco-friendly behavior and green performance through SUB-GHRM, (4) the HRM system’s strength positively moderated the association between the SUP-GHRM and SUB-GHRM.Practical implicationsThe corporations need to ensure that both supervisors and subordinates have a consistent understanding of GHRM practices and foster positive relationships between them. It is also important for companies to actively enhance supervisors' knowledge of GHRM and encourage them to effectively communicate the company’s GHRM practices to their subordinates. This is vital for improving employee job-related outcomes. Furthermore, corporations should emphasize developing a strong HRM system designed to create a climate where employees understand the behaviors and responses that are valued and recognized, leading them to perceive situations in line with their managers.Originality/valueThis study suggests SUP-GHRM and SUB-GHRM as critical factors that influence eco-friendly behavior and green performance, and HRMSS is key to aligning the perception gaps between subordinates and supervisors about what GHRM is in place in their organization, which is empirically analyzed in a developing country context.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":" 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141363721","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}