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

{"title":"Employee psychological ownership and work attitudes","authors":"Andriana Rapti, Bruce A. Rayton, Z. Yalabik","doi":"10.1108/ebhrm-07-2023-0171","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2023-0171","url":null,"abstract":"PurposeThis study aims to explain the link between employee psychological ownership (EPO) and work engagement (WE). The authors conceptualize EPO as a combination of various personal resources, i.e. self-efficacy, self-identity, accountability, belongingness and territoriality, and expected it to positively contribute to WE.Design/methodology/approachThe authors analyze survey data from employees of a public service organization in Greece and verify key findings using a two-wave cross-sectional survey design targeting a heterogeneous population of employees in the United States of America.FindingsThe findings indicate that EPO is positively related to WE and job satisfaction mediates the relationship between EPO and WE. Furthermore, the authors' results support the discriminant validity between promotive EPO, preventative EPO (territoriality), WE and job satisfaction.Originality/valueThe present study provides a deeper understanding of EPO, as it is explained in the theoretical foundations of the job demands-resources model (JD-R) model and helps us understand how EPO can affect WE.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":" 43","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139143876","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":"How does leaders' managerial coaching impact followers' in-role and extra-role behaviors? The mediating roles of intrinsic motivation and self-efficacy","authors":"Jeong Sik Kim, Jong Gyu Park, Seung Won Yoon","doi":"10.1108/ebhrm-05-2023-0107","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2023-0107","url":null,"abstract":"PurposeThe purpose of this study is to investigate the effects of leaders' managerial coaching on followers' organizational citizenship behavior (OCB), creativity and task performance. This study also examined the mediating role of intrinsic motivation and self-efficacy, recognizing the follower’s attitude and cognition as essential elements of behavioral changes.Design/methodology/approachThis study collected data from 20 companies across multiple industries in South Korea, and a total of 386 leader–follower dyads' data were used.FindingsThe results show that leaders' coaching is positively associated with OCB directly, but a direct impact of coaching on creativity and task performance was not supported. The results also showed that intrinsic motivation partially mediates the effect of coaching on OCB and fully mediates the effect of coaching on creativity and task performance. Self-efficacy played a role as a full mediator between coaching and task performance.Originality/valueThis study considered both the cognitive and affective aspects of managerial coaching and examined the influence of managerial coaching on the followers' in-role and extra-role behaviors (i.e. OCB, creativity and task performance) using responses from both the leaders and the followers at multiple organizations. Specifically, the results of this study empirically illustrated that managerial coaching by leaders serves as a mechanism mediated through intrinsic motivation and self-efficacy, linking to employees' OCB, creativity and task performance. This provides a clear explanation of the processes through which managerial coaching impacts employees and offers insights into the specific aspects that organizational leaders should focus on when engaging in managerial coaching.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":" 71","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139144720","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":"Beyond the boss: how distributed leadership elevates team effectiveness in startup organizations? – a multi-level analysis","authors":"Shameem Shagirbasha, Kumar Madhan, Juman Iqbal","doi":"10.1108/ebhrm-09-2023-0258","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2023-0258","url":null,"abstract":"PurposeThough there is an increasing corpus of work on contemporary styles of leadership, studies on distributed leadership (DL) are still in the nascent stage. Therefore, the purpose of this paper is to investigate how DL affects team effectiveness from the neglected perspectives of team cognition, team motivation and team coordination in startup companies using multi-level analysis.Design/methodology/approachThe authors investigated the study variables through the lens of 42 teams in 18 startup organizations operating in India, representing an equitable distribution of the manufacturing and service sectors. M-plus was used to do statistical analysis on the multi-level model.FindingsDrawing upon social exchange theory (SET), results indicated that DL had a favorable impact on team effectiveness and team cognitive processes, team motivation and team coordination mediates the association between DL and individual perceptions of team effectiveness.Originality/valueVarious studies have been carried out relating to leadership and how it impacts effectiveness. However, as far as the authors know, previous studies have failed to empirically address how DL drives team effectiveness by uncovering the mediating impact of team cognitive processes, team motivation and team coordination in the Indian startup context.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"21 5","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139156127","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":"Family incivility and organisational citizenship behaviour: roles of negative rumination, workplace friendship and optimism","authors":"Vijay Kuriakose, S. Bishwas","doi":"10.1108/ebhrm-09-2022-0220","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2022-0220","url":null,"abstract":"PurposeThis study aims to understand the relationship between family incivility and employees' organisational citizenship behaviour. It also explores the mediating role of negative rumination and the moderating roles of workplace friendship and optimism.Design/methodology/approachTo test the hypothesised relationships, 381 responses were collected from employees at two-time points. The hypothesised relationships were tested using process macros.FindingsThe results indicated that family incivility is negatively related to organisational citizenship behaviour and increases negative rumination. The study also established the mediating role of negative rumination in the relationship between family incivility and organisational citizenship behaviour. The study also supported the buffering role of workplace friendship and optimism in the relationship between family incivility and negative rumination.Research limitations/implicationsThe study findings extend the understanding of how a non-work stressor can influence employee behaviour in the organisation. The study findings provide valuable directions to mitigate family incivility's adverse effects and extend the existing body of knowledge.Originality/valueThe study is unique as it links family events to work outcomes. Only a few scholarly attempts were undertaken to understand the effect of family incivility on employees' work behaviours. By explaining the mechanism and conditions, the study has a unique value to the scholarship.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"77 2","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139154835","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":"Understanding leader–member exchange on job satisfaction: while work interfaces between home and life?","authors":"Munmun Goswami, L. K. Jena","doi":"10.1108/ebhrm-07-2023-0161","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2023-0161","url":null,"abstract":"PurposeThis study is aimed at decoding the impact of supportive leadership behavior (leader–member exchange [LMX]) on job satisfaction (JS) through the mediating role of the work–nonwork interface (work-to-nonwork conflict [WNC] and work-to-nonwork enrichment [WNE]), within the work-from-home context in India.Design/methodology/approach Multiphased data collected from 232 full-time working Indian dual-working parents (with one or more children) were analyzed using structural equation modeling.FindingsOverall, the hypothesized model receives empirical support from the data. LMX positively influenced WNE and simultaneously negatively influenced WNC. WNE, in turn, positively impacted JS, and WNC negatively influenced JS. Results supported only the mediating role of WNE between LMX and JS but not WNC. Women reported greater JS than men, and respondents staying in a joint family reported decreased WNC.Research limitations/implications The current study takes a multiphased, multidomain approach to understand the underlying mechanisms of leadership’s impact while working from home.Practical implications By adopting a tailored approach, organizations can ensure better alignment between employee goals and the desired outcomes of the organization. This entails considering extended family requirements and designing HR interventions and strategies that accommodate the specific challenges faced by dual-working parents.Originality/value This study helps to shed light on the sparsely researched arena of the role of leadership in the work-from-home context, more so for Indian dual-working households. Hence, it makes significant contributions to theory and practice.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"41 15","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139171540","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":"Towards measuring strategic leadership capabilities for innovation: an empirical validation","authors":"G. Tikas","doi":"10.1108/ebhrm-03-2023-0054","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2023-0054","url":null,"abstract":"PurposeThis study aims to conceptualize and measure strategic leadership capabilities within research and development (R&D) teams pursuing high-tech innovation at public-funded R&D organizations in India.Design/methodology/approachA rigorous five-stage multi-method approach defines, conceptualizes and validates the core construct “strategic leadership capabilities for innovation” (SLCI). The first stage correlates the insights generated from theoretical analysis and expert opinions on the importance of leadership for innovation. The second study identifies a three-dimensional factor structure underlying the SLCI construct and the third validates it through a confirmatory factor analysis. Replication provides additional validation.FindingsSLCI emerges as a three-dimensional construct with sub-dimensions: dynamic envisioning, ambidextrous resource utilization and empowering support for innovation.Originality/valueConceptualization of the SLCI construct and its measurement through a 15-item scale that has been empirically validated in the public-funded R&D organizations in India.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"118 ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139175180","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":"Customer incivility: cause and effect in the food and beverage industry in Vietnam","authors":"Bang Nguyen-Viet, Nguyen My Phuc","doi":"10.1108/ebhrm-07-2023-0191","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2023-0191","url":null,"abstract":"PurposeCustomer incivility is a key phenomenon with various harmful consequences for businesses, particularly in the food and beverage industry. This study investigated the antecedents of this issue and explored its outcomes for frontline employees in Vietnam.Design/methodology/approachThis study used quantitative methodology to survey 780 participants who frequently experienced customer incivility in cafés and bubble tea shops. Structural equation modeling was used to examine the data.FindingsThe results revealed three antecedents of customer incivility – employee incivility, selling and customer orientation – as well as outcomes such as revenge motivation, emotional exhaustion, service sabotage and job performance, along with two mediating effects.Practical implicationsManagers can create and enhance additional training classes with varied curricula for different staff groups to foster their perspectives and understand an organization's customer orientation, eliminating vengeance motives, emotional strain, service sabotage and workplace performance.Originality/valueThis study emphasizes the importance of customer incivility and how it can be minimized by examining its causes and consequences in Vietnamese cafés and bubble tea shops.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"63 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139180116","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":"How does age and gender of the employees influence human resource practices–employee competencies relationship?","authors":"Sukhpreet Kaur","doi":"10.1108/ebhrm-05-2023-0119","DOIUrl":"https://doi.org/10.1108/ebhrm-05-2023-0119","url":null,"abstract":"PurposeApplying resource-based view and the configurational approach theory, this study seeks to understand the moderating role of age and gender between human resource practices and employee competencies relationship.Design/methodology/approach43 food processing firms of India participated in the study. Applying multilevel approach, the responses of 295 human resource managers and 3,557 employees were used for the analysis.FindingsThe human resource practices–employee competencies relationship was stronger in the case of young employees. Furthermore, the relationship was better in case of male employees over female employees. The results urge for greater attention toward age and gender diversity issues while tailoring human resource practices for enhancing employee skills. This article contributes the human resource management literature by exploring the role of age and gender, which has been used as the control variables as the moderating variables for governing the human resource practices–employee competencies relationship.Practical implicationsSpecial focus can be placed on extensive custom in-house training and development activities. Proper division of work can be done for new employees and experienced employees depending upon their learning capabilities. The firms can do so by either implementing formal or informal organizational structures to achieve full gains. Firms should focus largely on narrowing the development practices adopted for diverse age groups of workforce population. The four practices proposed by the Organization for Economic Cooperation and Development (2006) for ensuring effectiveness of development practices and its impact on old age employee effectiveness and attitude should be put in practice.Originality/valueThe originality of this study lies in its exploration of the intricate interplay among age, gender and human resource practices in shaping employee competencies. By understanding how these factors interact within the human resource practices–employee competencies framework, this research offers a unique perspective on the evolving workforce dynamics. It goes beyond the conventional human resource management strategies to uncover nuanced insights, shedding light on tailored approaches that consider the specific needs and aspirations of diverse employees. This innovative perspective contributes to a more inclusive, efficient and adaptable work environment, enriching both the academic understanding of human resources and the practical implementation of strategies for contemporary organizations.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"10 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139182934","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 empowering leadership enhance employee agility? A serial mediation model","authors":"M. Naim, Shikha Sahai, Varun Elembilassery","doi":"10.1108/ebhrm-08-2022-0197","DOIUrl":"https://doi.org/10.1108/ebhrm-08-2022-0197","url":null,"abstract":"PurposeOrganizational success in a dynamic environment demands leadership and agility. The extant literature on employee agility needs more empirical evidence and appropriate theoretical explanations. This study aims to contribute to the literature by bringing empirical evidence to understand the intervening mechanisms through which empowering leadership influences employee agility and to suggest alternate theoretical explanations.Design/methodology/approachThe mediating role of knowledge-sharing behavior and psychological safety is examined using quantitative data from a sample of 924 employees working in India's information technology industry.FindingsFindings reveal that empowering leadership contributes to psychological safety at the workplace, promoting employees' knowledge-sharing behavior and leading to employee agility. The findings are globally relevant and theoretically consistent.Research limitations/implicationsThe phenomenon is explained in two ways. Firstly, by combining the structural empowerment and motivation perspectives, and secondly, by combining the conservation of resources and social exchange perspectives.Practical implicationsThe findings imply that psychological safety and knowledge-sharing behavior can be used as leading indicators to prepare the organization for success in a dynamic and volatile environment.Originality/valueThis study is one of the earliest attempts to explain the mediating mechanism between empowering leadership and employee agility using serial multiple mediations. Further, this study combines different theoretical perspectives to present the findings more logically.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"62 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139181880","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 workplace spirituality predict turnover intention in small- and medium-sized enterprises (SMEs)","authors":"Eka Pariyanti, W. R. Adawiyah, Siti Zulaikha Wulandari","doi":"10.1108/ebhrm-08-2022-0199","DOIUrl":"https://doi.org/10.1108/ebhrm-08-2022-0199","url":null,"abstract":"PurposeThe main objective of this study is to examine the relationship between person-organization fit (P-O fit), job satisfaction (JS), workplace spirituality (WS) and turnover intentions in small and medium-sized enterprises (SMEs) and the moderate role of WS in these relationships.Design/methodology/approachResearch data were collected by cross-sectional data collection methods. The sample contains 242 employees of SMEs in Indonesia. The analytical method used to test research hypotheses is moderate regression analysis.FindingsThe results show that P-O fit is an antecedent that can reduce turnover intention. JS has a negative effect on turnover intention and WS has a negative effect on turnover intention. WS moderates the relationship between P-O fit and turnover intention and the relationship between JS and turnover intention.Research limitations/implicationsThis study enhances the understanding of the importance of WS in reducing employee turnover intentions. This research also contributes to the research model based on fit theory and social exchange theory.Practical implicationsThe practical implication of this research is to improve P-O fit in employees. Managers can manage the right people for the environment and the right environment for the individual. In other words, the organization must choose both. The most basic way to create a P-O fit for employees is to recruit employees suitable to organizational goals because, in general, SMEs rarely have a written vision and mission.Social implicationsThrough the of spirituality in the workplace, employees will experience a sense of meaning and purpose in their work, foster a sense of unity through positive relationships and achieve alignment between personal and organizational values. Consequently, this will diminish the inclination to seek employment elsewhere.Originality/valueAlthough turnover intention in employees is considered necessary, there is still minimal research that discusses turnover intention and WS in SMEs. To the authors' knowledge, no one has tested WS on the relationship between PO fit and JS with turnover intention in SMEs.","PeriodicalId":505024,"journal":{"name":"Evidence-based HRM: a Global Forum for Empirical Scholarship","volume":"5 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139229823","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}