K. Cafferkey, Keith Townsend, Safa Riaz, Ester Ellen Trees Bolt, Md Shamirul Islam
{"title":"Multidimensional frontline management styles: testing HRM strength, workgroup loyalty and helping behaviours","authors":"K. Cafferkey, Keith Townsend, Safa Riaz, Ester Ellen Trees Bolt, Md Shamirul Islam","doi":"10.1108/joepp-03-2024-0090","DOIUrl":"https://doi.org/10.1108/joepp-03-2024-0090","url":null,"abstract":"PurposeThis study aims to investigate the relationships between various frontline management (FLM) styles, human resource management system (HRM) system strength and employees' helping behaviours as a form of organisational citizenship behaviours (OCBs). The research also examines the moderating role of workgroup loyalty in the association between HRM system strength and employees' helping behaviours.Design/methodology/approachThe research uses survey data collected from 315 government workers in Malaysia. Structural equation modelling (SEM) was employed to test the hypothesised relationships.FindingsTwo FLM styles, “policy enactor” and “employee coach,” positively predict employees' helping behaviour. However, the “organisational leader” FLM style did not significantly lead to employees' helping behaviour. HRM system strength significantly mediates the relationship between the three FLM styles and employee helping behaviours. Finally, workgroup loyalty significantly moderates the relationship between HRM system strength and employees’ helping behaviours as OCB.Practical implicationsWith a wealth of literature demonstrating the importance of FLMs in the implementation of HRM and a growing body of literature demonstrating the robust nature of the “system strength” argument, human resource (HR) practitioners are increasingly able to focus their attention on the way the system and FLMs contribute to employee outcomes and organisational performance. Our results indicate that HRM system strength does indeed enhance the impact of FLM styles on employee helping behaviours.Originality/valueThe originality of this paper is that it acknowledges and empirically examines the heterogenous nature of FLM styles, through signalling theory in enacting HRM policies and links the growing FLM literature to the HRM system strength research. These concepts have also been tested for the first time in a Malaysian context.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"11 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919458","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}
K. Cafferkey, Keith Townsend, Safa Riaz, Ester Ellen Trees Bolt, Md Shamirul Islam
{"title":"Multidimensional frontline management styles: testing HRM strength, workgroup loyalty and helping behaviours","authors":"K. Cafferkey, Keith Townsend, Safa Riaz, Ester Ellen Trees Bolt, Md Shamirul Islam","doi":"10.1108/joepp-03-2024-0090","DOIUrl":"https://doi.org/10.1108/joepp-03-2024-0090","url":null,"abstract":"PurposeThis study aims to investigate the relationships between various frontline management (FLM) styles, human resource management system (HRM) system strength and employees' helping behaviours as a form of organisational citizenship behaviours (OCBs). The research also examines the moderating role of workgroup loyalty in the association between HRM system strength and employees' helping behaviours.Design/methodology/approachThe research uses survey data collected from 315 government workers in Malaysia. Structural equation modelling (SEM) was employed to test the hypothesised relationships.FindingsTwo FLM styles, “policy enactor” and “employee coach,” positively predict employees' helping behaviour. However, the “organisational leader” FLM style did not significantly lead to employees' helping behaviour. HRM system strength significantly mediates the relationship between the three FLM styles and employee helping behaviours. Finally, workgroup loyalty significantly moderates the relationship between HRM system strength and employees’ helping behaviours as OCB.Practical implicationsWith a wealth of literature demonstrating the importance of FLMs in the implementation of HRM and a growing body of literature demonstrating the robust nature of the “system strength” argument, human resource (HR) practitioners are increasingly able to focus their attention on the way the system and FLMs contribute to employee outcomes and organisational performance. Our results indicate that HRM system strength does indeed enhance the impact of FLM styles on employee helping behaviours.Originality/valueThe originality of this paper is that it acknowledges and empirically examines the heterogenous nature of FLM styles, through signalling theory in enacting HRM policies and links the growing FLM literature to the HRM system strength research. These concepts have also been tested for the first time in a Malaysian context.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"40 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141919002","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":"Assessing the relationship between AMO framework and talent retention: role of employee engagement and transformational leadership","authors":"Pooja Malik, Parul Malik, Jamini Ranjan Meher, Shatrughan Yadav","doi":"10.1108/joepp-12-2023-0557","DOIUrl":"https://doi.org/10.1108/joepp-12-2023-0557","url":null,"abstract":"PurposeThis paper analyzes the impact of the perceived ability motivation opportunity (AMO) framework on talent retention via employee engagement, which act as a mediator. Moreover, the study also explores the moderating role of transformational leadership between employee engagement and talent retention.Design/methodology/approachThe survey responses were gathered from 360 frontline employees of five-star hotels in the Indian hospitality industry. Structural equation modeling using SMART PLS-4 was used to test the measurement model, construct reliability and validity, and hypotheses were tested using partial-least square structural equation modeling.FindingsThe study results demonstrate that AMO-enhancing HR practices positively affect talent retention. Concerning the indirect effects, results indicate that employee engagement partially mediates the relationship between the perceived AMO framework and talent retention. The moderating effect of transformational leadership on the relationship between employee engagement and talent retention showed a significant interaction effect.Practical implicationsThe study results suggest that hospitality organizations must focus on effectively designing and implementing HRM bundles catering to their employees’ abilities, motivation and desired opportunities. Also, industrial practitioners must focus on nurturing the transformational leadership style to ensure higher employee engagement and talent retention.Originality/valueThe paper offers significant implications for the hospitality industry struggling to retain talented professionals. Also, the study provides a comprehensive framework that suggests a positive influence of the AMO framework on talent retention among hospitality employees in the context of developing countries, in which there is minimal empirical research.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"9 9","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141796031","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}
Lisa Maertens, Ellen Daniëls, Annie Hondeghem, W. Vandenabeele
{"title":"Towards a new conceptualisation of evidence-based human resource management","authors":"Lisa Maertens, Ellen Daniëls, Annie Hondeghem, W. Vandenabeele","doi":"10.1108/joepp-12-2023-0541","DOIUrl":"https://doi.org/10.1108/joepp-12-2023-0541","url":null,"abstract":"PurposeNotwithstanding that evidence-based human resource management (EBHRM) is gaining more ground in governmental institutions, it is still lacking a clear and research-driven conceptualisation (Marler and Fisher, 2013). Therefore, this study seeks to establish a fundamental clarifying concept of EBHRM by using a systematic literature review.Design/methodology/approachThis method builds on an intensive scanning of 2,584 (interdisciplinary) articles, collected from Web of Science and Scopus. Eventually, 50 articles met the predetermined inclusion criteria and were analysed. The most recent conceptualisation of evidence-based management in the literature has served as a guideline to compare the review results and further scrutinise the differences and similarities (Barends et al., 2014; Barends and Rousseau, 2018; Rynes and Bartunek, 2017).FindingsThis has enabled us to elaborate a comprehensive conceptualisation. The articles were divided into two groups, one group (n = 31) has Rousseau et al. as a reference, the other (n = 19) did not, and used various definitions. Three themes were identified: evidence-based research methods (n = 30), specific skills (n = 36) necessary to apply an evidence-based strategy and a link with the academic-practice gap (n = 25).Practical implicationsBased on the results, we recommend adding two dimensions to strengthen the current conceptualisation: a first dimension referring to how evidence-based management can be established (i.e. which methods and skills are necessary) and a second dimension referring to the why of evidence-based management in an organisation (reducing the academic-practice gap).Originality/valueThis paper starts from a systematic review approach unlike previous research in the field to contribute to the further conceptualisation of EBHRM (Rynes and Bartunek, 2017).","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"26 20","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141806053","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":"Enhancing resilience of human resource practices in the tourism and hospitality business of India during the COVID-19 pandemic","authors":"Lakhvinder Singh","doi":"10.1108/joepp-07-2023-0292","DOIUrl":"https://doi.org/10.1108/joepp-07-2023-0292","url":null,"abstract":"PurposeThe purpose of the research is to analyze the human resource practices as resilience for the tourism and hospitality business in India during the COVID-19 pandemic.Design/methodology/approachThe study uses an exploratory research design focusing on qualitative interview methods to collect information. Respondents were chosen by using purposive sampling to record human resource practices to develop resilience in the tourism and hospitality sector in India while dealing with the COVID-19 crisis.FindingsThe author concludes valuable HR resilience-building practices such as broad resource network, talent management and job redeployment and performance management to enhance the adaptive capacity of tourism and hospitality businesses after the pandemic.Practical implicationsThe study offers clear implications regarding understanding how managers react to a crisis or pandemic to enhance employees’ and organizational resilience during a crisis.Originality/valueThe research provides useful and novel insight to managers in the tourism and hospitality business to develop resilience strategies related to human resource practices during a crisis.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"101 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141821842","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}
Mohammed Sani Abdullahi, Adams Adieza, Marina Arnaut, Muhammad Shaheer Nuhu, Waqas Ali, Zainab Lawal Gwadabe
{"title":"Antecedents of employee performance through perceived organizational support: a moderating role of job satisfaction among employees of SMEs in an emerging economy","authors":"Mohammed Sani Abdullahi, Adams Adieza, Marina Arnaut, Muhammad Shaheer Nuhu, Waqas Ali, Zainab Lawal Gwadabe","doi":"10.1108/joepp-01-2023-0014","DOIUrl":"https://doi.org/10.1108/joepp-01-2023-0014","url":null,"abstract":"PurposeThe goal of this paper is to investigate the antecedent of employee performance (EP) through perceived organizational support (POS), as well as the moderating role of job satisfaction (JS) on the connection between POS and EP among employees of small and medium enterprises (SMEs) in Northwest Nigeria, using social exchange theory (SET) and organizational support theory (OST).Design/methodology/approachThis research employed a survey design, using SMEs employees in Northwest Nigeria as the research unit of analysis. Purposive sampling was used in this research, with standardized questionnaires used to obtain data from 1750 employees of the targeted SMEs within the region. This study’s hypotheses were tested using partial least square–structural equation modeling (PLS-SEM).FindingsThe findings of this research stated that POS has a substantial effect on EP, while JS moderates the association between POS and EP.Practical implicationsThe study offers practical insights for SMEs in Northwest Nigeria, aiding in resolving employee issues and providing actionable strategies for management. Understanding the dynamics of perceived organizational support, job satisfaction and employee performance enables proactive measures to improve organizational effectiveness, fostering a positive work environment and enhancing competitive edge.Originality/valueThis study innovates existing literature by exploring how perceived organizational support affects employee performance in small and medium-sized enterprises in an emerging economy. It introduces PLS-SEM, emphasizing job satisfaction’s pivotal role as a moderator. This provides valuable guidance for SMEs to boost employee performance and formulate effective HR strategies, advancing organizational behavior and management research.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"44 18","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141654779","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":"Workplace romance – ready or not? Complex antecedent conditions supporting (discouraging) concupiscence","authors":"Jessica L. Doll, A. Woodside","doi":"10.1108/joepp-04-2023-0155","DOIUrl":"https://doi.org/10.1108/joepp-04-2023-0155","url":null,"abstract":"PurposeThis study applies complexity theory to propose and empirically examine asymmetric case conditions of antecedents and outcome models of high (low) willingness-to-engage in workplace romance (WEWR). This study focuses on constructing complex antecedent conditions that accurately indicate which employees, and under what conditions, employees are high in WEWR.Design/methodology/approachUsing an experimental design, 162 employees were assigned one of nine hypothetical vignettes describing different workplace romance contexts including three discrete policies regarding workplace romances (i.e. strictly forbidden, moderate, vs no policy), two motivations for the workplace romance (i.e. job vs love), and two organizational positions of the romance (i.e. hierarchical vs lateral). Participants then reported WEWR responses. Participants also provided demographic, behavioral, and psychological work-related information. This study assesses and supports recipes (i.e. algorithms) of case and organizational structure conditions to identify cases high (low) in WEWR accurately and consistently.FindingsThe results provide clarity of which and when employees are willing vs unwilling to engage in workplace romances – and the contextualized impacts of organizational bans on WEWR. The study’s results are useful for estimating for whom specific workplace policies are effective or not by specific workplace contexts.Practical implicationsIn highlighting the role of varying antecedent conditions in predicting WEWR, this research will assist organizations and practitioners in understanding the context in which workplace romances are more likely to occur, providing insight as to when employees are likely to comply with workplace romance policies.Originality/valueThis paper is the first in the workplace romance literature to examine unique combinations of antecedent conditions on WEWR, adding nuance to the current understanding of the behavior.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":" 13","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141673323","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":"Knowledge systems, behaviours and organizational tasks for hospital effectiveness: mixed effects on quality of care","authors":"T. Gonçalves, Carla Curado","doi":"10.1108/joepp-05-2023-0200","DOIUrl":"https://doi.org/10.1108/joepp-05-2023-0200","url":null,"abstract":"PurposeThe healthcare sector relies on knowledge management systems to improve knowledge flows and effectively capture, leverage and share knowledge with several organizational stakeholders. However, knowledge as a resource represents a social construct that involves additional managerial complexities and challenges, including undesirable knowledge behaviours. The aim of the current study is to provide insight on how knowledge management systems, knowledge hoarding, knowledge hiding and task conflict shape the quality of care provided by hospitals. We propose and test an original revealing model.Design/methodology/approachWe follow a quantitative approach to address the structural relationship between variables using a combination of factor analysis and multiple regression analysis. The model is tested adopting a structural equation modelling approach and using survey data conducted to 318 healthcare professionals working in Portuguese hospitals.FindingsThe main findings suggest that knowledge hiding is positively related to task conflict in hospitals, and task conflict negatively influences quality of care. Knowledge management systems directly and indirectly (via knowledge hoarding) promote quality of care. Moreover, knowledge management systems also mitigate the negative influence of task conflict over quality of care. We propose a final corollary on the relevant role of HRM as the backstage for the model.Practical implicationsOur research offers a novel insight into an overlap of organizational behaviour and healthcare management research. It provides an original framework on knowledge management systems, counterproductive knowledge behaviours and task conflict in hospital settings.Originality/valueOur research offers a novel insight into an overlap of organizational behaviour and healthcare management research. It provides an original framework on knowledge management systems, counterproductive knowledge behaviours and task conflict in hospital settings.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"27 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141684512","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":"“Blame deviance to Machiavellianism”: role of mediator and moderator","authors":"Shalini Srivastava, Khushboo Raina, Poornima Madan","doi":"10.1108/joepp-09-2023-0405","DOIUrl":"https://doi.org/10.1108/joepp-09-2023-0405","url":null,"abstract":"PurposeDrawing from the Moral Disengagement theory and the Social Exchange Theory, the present study posits to examine the influence of personality, that is Machiavellianism on organizational deviance in the service industry. Furthermore, the role of moral disengagement as a mediator accentuating the organizational deviance of service employees was examined. Also, the role of Servant Leadership as a moderator on the mediated relationship between Machiavellianism and Organizational Deviance via Moral Disengagement is investigated.Design/methodology/approachThe data was collected from 269 employees working in hotels in northern India using the snowball technique. SPSS 22 and AMOS 22 were the statistical tools utilized to test the hypothesized relationships.FindingsMachiavellianism was positively related to Organizational Deviance. Findings support the fact that Moral disengagement is a mediator in the relationship between Machiavellianism and Organizational Deviance. Service Leadership moderated the mediated relationship between Machiavellianism and Organizational deviance via Moral disengagement such that the relationship was found to be weaker when Service Leadership was high.Practical implicationsDue to its emphasis on interpersonal interaction and intangible services, the hotel industry differs from other sectors of the economy. Employees contact directly with clients and are responsible for meeting their demands. As a result of these frequent interactions, controlling employee deviation is essential in the services industry. The study holds significant and notable implications from the organizational or managerial perspective.Originality/valueThe present study distinctively contributes by bringing the effect of personality on deviant behaviors in the hotel industry which is unmapped, besides examining the role of moral disengagement as the mediator and servant leadership as a moderator mitigating organizational deviance and morally disengaged workforce.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"27 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141334930","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":"A bibliometric review on sustainable human resource management (1982–2023)","authors":"Nida Siddique, Shabana Naveed, Aneeq Inam","doi":"10.1108/joepp-09-2023-0432","DOIUrl":"https://doi.org/10.1108/joepp-09-2023-0432","url":null,"abstract":"PurposeThis paper examines the growth trajectory, documents, journals, worldwide distribution authors, scientific production and thematic focus in the field of sustainable HRM.Design/methodology/approachA total of 765 publications (between 1982 and 2023) were chosen from the Scopus database that were diligently examined to reach insightful results. To aid the investigation, the Biblioshiny tool was used.FindingsThrough thematic mapping, the study finds that sustainable HRM is still an emerging and contemporary concept. Moreover, the themes of sustainable HRM are underdeveloped and need conceptual clarity. Additionally, these themes have evolved internally which have made a modest contribution to the advancement of the discipline. Furthermore, topic trending, word frequency and document citations indicate that a growing body of literature on sustainable HRM focuses extensively on environmental issues, demonstrating that HRM should be given greater attention to roles related to sustainability in the workplace.Practical implicationsSustainable HRM should be a top priority for businesses, with an emphasis on environmental and sustainability concerns. To be in line with global sustainability standards, HR training needs to be updated. Companies should develop HR policies that put sustainability first and spend money on analytical tools. Academic and industrial cooperation can improve the field more quickly. Best practices can be standardized by participation in forums. It is crucial to take a holistic approach that balances environmental, social and economic factors.Originality/valueThis study distinguishes itself by adding highlights on bibliometric insights and thematic emphasis on sustainable HRM, adding to the progress of the field's knowledge and offering insightful pathways for future research.","PeriodicalId":514623,"journal":{"name":"Journal of Organizational Effectiveness: People and Performance","volume":"80 12","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-06-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141359909","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}