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

{"title":"Cultural values and the P-O fit: comparative NLP analysis of German online job advertisements","authors":"Marcel Herold, Marc R. H. Roedenbeck","doi":"10.1108/ebhrm-05-2023-0120","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2023-0120","url":null,"abstract":"PurposeWithin the Person-Organization fit framework and Signalling Theory, this study investigates the performance of word dictionaries detecting cultural values in online job advertisements as one form of external communication of an organization. Based upon a merge of the dictionaries, a corporate value analysis of Germany is conducted.Design/methodology/approachThe study builds on a dataset (n > 151 k) of online job advertisements which were scraped from a German job portal. It was pre-processed according to natural language processing standards. For analysing the values of an organization a dictionary based word count was applied. Therefore, the current state-of-the-art dictionaries were tested, and an enhanced dictionary was developed and translated from English to German. Finally, a cluster analysis was conducted.FindingsThis study supports the possibility of measuring cultural values in texts where the enhanced dictionary based on Ponitzovskiy shows the best results. It thereby supports the use of the Universal Value Structure model (Schwartz, 1992) as well as the Signalling Theory (Guest et al., 2021), that values spread across 10 core or 4 aggregated dimensions are communicated via online job advertisements. Finally, the study offers a profile of the German corporate culture average as well as 4 cultural clusters and separate organizations, all with different profiles.Originality/valueThis study develops an enhanced dictionary based on a large dataset of online job advertisements for analysing the external communication of values or culture of an organization for improving the Person-Organization fit.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":" 44","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141375180","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":"Expanding service beyond the organizational boundaries: moderated mediated model of servant leadership to affect employees’ community citizenship behavior","authors":"Muhammad Mumtaz Khan, M. Mubarik, Syed Saad Ahmed, Tahir Islam","doi":"10.1108/ebhrm-12-2022-0311","DOIUrl":"https://doi.org/10.1108/ebhrm-12-2022-0311","url":null,"abstract":"PurposeThe purpose of this study is to understand how servant leadership affects employees’ community citizenship behavior by transforming their servant identity. Additionally, the study explicated whether the relationship between servant leadership and employees’ servant identity is contingent on leader–follower value congruence.Design/methodology/approachFor this study data was collected from 468 employees working in the service industry in three waves which were undertaken with a lag of one month. The collected data was analyzed through structural equation modeling.FindingsThe results revealed that servant leadership is related to employees’ servant identity. The findings also substantiated the relationship between employees’ servant identity and their community citizenship behavior. The mediating role of servant identity linking servant leadership to employees’ community citizenship behavior was confirmed. Finally, leader–follower value congruence was found to moderate the relationship between servant leadership and employees’ servant identity.Originality/valueThe study is the first to ascertain the mediating role of servant identity linking servant leadership to employees’ community citizenship behavior. It is also the first study to ascertain that the effect of servant leadership on employees’ servant identity is contingent upon leader–follower value congruence.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"8 27","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141378520","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":"Do workplace digitalisation and group diversity matter in linking innovative culture to employee engagement?","authors":"L. Hooi, Ai Joo Chan","doi":"10.1108/ebhrm-07-2023-0184","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2023-0184","url":null,"abstract":"PurposeDrawing on the Job Demands-Resource (JD-R) model, this paper examines innovative culture as the antecedent to employee engagement (EE), taking workplace digitalisation as the mediator and group diversity as the moderator on the workplace digitalisation–EE relationship.Design/methodology/approachThe research model is tested using structural equation modelling, based on 256 online survey data representing the management-level executives of Selangor/Kuala Lumpur-based Malaysian companies.FindingsOur findings support that innovative culture directly affects EE and indirectly through workplace digitalisation. Besides, group diversity moderates the workplace digitalisation–EE relationship.Practical implicationsThe findings suggest that organisations can enhance EE in a diversity-oriented digital setting by cultivating an innovative culture to facilitate employees’ perception and acceptance of workplace digitalisation.Originality/valueOur findings enrich the interdisciplinary literature on how innovative culture, employees’ perception and acceptance of workplace digitalisation and group diversity intersect in reshaping EE.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"34 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141228670","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 content plateau and career commitment: the mediating role of developmental i-deals and the moderating role of proactive personality","authors":"Biswa Prakash Jena, Archana Choudhary, M. Pal, Siddharth Misra","doi":"10.1108/ebhrm-07-2022-0163","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2022-0163","url":null,"abstract":"PurposeGiven the detrimental effects of job content plateau, the paper aims to study the impact of job content plateau on employees’ career commitment. In doing so, the authors examine whether the lapses in job content plateau can be addressed through developmental i-deals. A final purpose is to examine whether proactive employees are better positioned to obtain work arrangements that help them develop and remain committed to their careers.Design/methodology/approachData were collected from full-time working executives employed in different organizations. These executives enrolled in a part-time MBA program. Data was collected at different time points and analyzed using the process macro (Preacher and Hayes, 2004).FindingsThe results suggest that developmental i-deals mediated the relationship between job content plateau and career commitment. In addition, proactive employees were better disposed to seal the deal and develop themselves – helping them to stay committed to their careers.Originality/valuePrior studies highlight the negative consequences of job content plateau because it does not provide avenues to learn and develop. This paper addresses the gap in locating opportunities to learn and develop (an aspect that was missing in the job content plateau) through developmental i-deals. First, the study helps answer how to address learning gaps in jobs. Second, who can capitalize on their efforts once the organization sponsors learning opportunities.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"53 7","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140961832","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":"Managerial coaching and innovative work behavior: mediating role of psychological empowerment and moderating role of task interdependence","authors":"M. A. Al Nahyan, Muna Saeed Al Suwaidi, Noora Al Zaabi, Fatima Al Qubaisi, Fauzia Jabeen","doi":"10.1108/ebhrm-12-2022-0293","DOIUrl":"https://doi.org/10.1108/ebhrm-12-2022-0293","url":null,"abstract":"PurposeBased on the componential theory of organizational creativity and innovation, this study examined the relationship between managerial coaching (MC) and innovative work behavior (IWB). It focused on the mediating role of psychological empowerment and the moderating role of task interdependence.Design/methodology/approachThe self-administered questionnaires were used to collect data from 420 employees of the United Arab Emirates’s public sector organizations. A hierarchical linear model (HLM) with different regression techniques was used.FindingsThe results showed that MC directly influences IWB. The path analysis also revealed that MC has an indirect effect on IWB via psychological empowerment. The moderating role of task independence in MC and IWB was also revealed.Practical implicationsThe findings shall provide insights that will help practitioners and academics understand frontline employees' innovative behavior in public sector settings and formulate strategies that will increase the involvement of employees in displaying innovation-based activities at the workplace.Originality/valueThis study adds value to the literature by integrating the componential theory of organizational creativity and innovation in public sector settings.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":" 22","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140997940","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 effect of AI-enabled HRM dimensions on employee engagement and sustainable organisational performance: fusion skills as a moderator","authors":"Uttara Jangbahadur, Sakshi Ahlawat, Prinkle Rozera, Neha Gupta","doi":"10.1108/ebhrm-02-2023-0038","DOIUrl":"https://doi.org/10.1108/ebhrm-02-2023-0038","url":null,"abstract":"PurposeThis paper examines and empirically validates the artificial intelligence-enabled human resource management (AI-enabled HRM) dimensions and sustainable organisational performance (SOP) relationship. It also examines the mediation and moderation of employee engagement (EE) and fusion skills (FS).Design/methodology/approachThe indirect effects of AI-enabled HRM dimensions on SOP were found using structural equation modelling (SEM), bootstrapping and FS’s moderation effect by AMOS 22.FindingsResults showed that AI-enabled HRM dimensions indirectly affected SOP through EE as a full and partial mediator with no moderation effects of FS.Originality/valueThis is the first study to link AI-enabled HRM dimensions, EE and SOP and determine how FS moderates EE and SOP.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"85 5","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141004045","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":"Socio-cognitive mindfulness is a well-being booster: a serial mediation model to test the mindfulness reappraisal hypothesis with managers","authors":"Ana Junça Silva","doi":"10.1108/ebhrm-09-2023-0240","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2023-0240","url":null,"abstract":"PurposeThe purpose of this study was to investigate the relationship between mindfulness and two types of well-being, namely subjective and psychological well-being, particularly in a managerial context. The mindfulness-to-meaning theory (MMT) suggests that the practice of mindfulness might lead individuals to reevaluate and find greater meaning in their experiences, ultimately contributing to increased well-being. Accordingly, we argue that mindfulness boosts well-being because it may potentially lead managers to reappraise what surrounds them, making them experience more frequent positive affect.Design/methodology/approachA two-wave survey with a two-week interval was used to gather quantitative data. An overall sample of 1,260 managers with and without experience with mindfulness took part in the study.FindingsStructural equation modeling showed that mindfulness had a direct and positive relationship with both subjective and psychological well-being. Furthermore, both processes – positive reappraisal and positive affect – mediated the path from mindfulness to both forms of well-being.Practical implicationsThe findings emphasize the importance of creating training strategies that develop managers’ ability to positively reappraise daily events and occurrences, which may trigger more frequently positive affective experiences. Therefore, promoting mindfulness training at the workplace may develop mindful employees, especially by working on specific strategies, such as positive reappraisal, which may be a promising empirical-based strategy to enhance well-being.Originality/valueThis study adds knowledge about how mindfulness can contribute to well-being and contributes to expanding the mindfulness-to-meaning theory by adding positive affective experiences as an additional mechanism in the relationship between mindfulness and well-being. Specifically, it demonstrates that the practice of mindfulness helps managers to positively reappraise their surroundings, which results in more frequent experiences of positive affect.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"5 16","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141021191","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":"Antecedents of subjective well-being at work – the case of French permanent employees","authors":"Philippe Orsini, Toru Uchida, Rémy Magnier-Watanabe, Caroline Benton, Kimihiko Nagata","doi":"10.1108/ebhrm-04-2023-0092","DOIUrl":"https://doi.org/10.1108/ebhrm-04-2023-0092","url":null,"abstract":"PurposeWe empirically assessed the antecedents of subjective well-being at work for French permanent employees.Design/methodology/approachThe methodology includes qualitative and quantitative data analyses. In the first phase, interviews elicited the antecedents of subjective well-being at work among permanent French employees. In the second phase, a questionnaire survey was used to confirm the relevance of the antecedents uncovered in the first phase.FindingsWe found 14 distinct elements that influence French employees’ subjective well-being at work: corporate culture, job dissonance, relationships with colleagues, achievement, professional development, relationships with superiors, status, workload, perks, feedback, workspace, diversity and pay. Moreover, we identified discrete antecedents for the three components of subjective well-being at work: work achievement and relationships with superiors and colleagues for positive emotions at work, job dissonance and workload for negative emotions at work and organizational culture and professional development for satisfaction with one’s work.Originality/valueThe original contribution of this study is to have unpacked the black box of the antecedents of subjective well-being in the French workplace and to have uncovered discriminant predictors for each of the three components of subjective well-being at work. Furthermore, we specifically linked each of these three components with their most significant antecedents.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"54 24","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140656779","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":"Discretionary HR practices and happiness at work (HAW): a sequential mediation model of perceived organizational support and meaning of work","authors":"Zeeshan Hamid, Yasir Mansoor Kundi","doi":"10.1108/ebhrm-05-2023-0111","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2023-0111","url":null,"abstract":"PurposeThis paper aims to explore the mechanisms by which employees’ happiness at work (HAW) can be promoted. Drawing on the social exchange theory (SET), this study examined the relationships among discretionary human resource (HR) practices, perceived organizational support (POS), meaning of work (MOW) and HAW.Design/methodology/approachA three-path mediation model was developed to test the proposed relationships. The data were collected from Pakistani business professionals (n = 361), and hypotheses were tested using the PROCESS macro for SPSS .FindingsThe results suggest that POS mediates the relationship between discretionary HR practices and HAW. Also, MOW mediated the relationship between discretionary HR practices and HAW. Hence, both POS and MOW were found to be independent mediators. Further, the data provided support for the serial mediation of POS and MOW in the relationship between discretionary HR practices and HAW.Practical implicationsThis research provides insights to organizations and their management on how discretionary HR practices can enhance employees’ POS, MOW and HAW.Originality/valueThe findings show that discretionary HR practices are associated with employees’ HAW. In addition, two mediators (POS and MOW) were found to serially mediate the aforesaid relationships. These findings are novel, as no prior research has used this nascent methodological approach to deepen our understanding by examining the associations between discretionary HR practices, POS, MOW and employees’ HAW.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"47 19","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140661144","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 role of psychological contract breach and leader-member exchange quality in Machiavellianism and organisational cynicism","authors":"Hao Wu, Anusuiya Subramaniam, S. Rahamat","doi":"10.1108/ebhrm-07-2023-0188","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2023-0188","url":null,"abstract":"PurposeBased on the trait activation theory and social exchange theory, this study proposed a model of the impact of Machiavellian personality on organisational cynicism (OC) through the mediating effect of psychological contract breach (PCB) and the moderating role of leader-member exchange (LMX) quality in PCB and OC.Design/methodology/approachA three-time points survey involving 264 employees from China’s hotel industry was conducted using quantitative methods. Subsequently, a structural equation model was constructed.FindingsThe results revealed that Machiavellianism positively affects OC, and PCB plays a mediating role in this process. In addition, LMX quality can buffer the effect of the PCB on OC.Practical implicationsThe study’s findings provide another insight into the relationship between Machiavellianism, PCB and OC. Managers must pay attention to the control of PCB and the establishment of LMX quality.Originality/valueThe study significantly contributes to hotel literature, as the Machiavellian personality subject has not been adequately investigated in the field to date.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"88 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140694245","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}