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

Personality traits, organizational commitment and organizational citizenship behavior in healthcare: a study using McCrae and Costa’s meta-theoretical framework 医疗保健中的人格特质、组织承诺和组织公民行为：基于mcrae和Costa元理论框架的研究

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2025-05-05 DOI: 10.1108/ebhrm-07-2024-0251

Shayista Majeed, Sabiya Mufti, Sabzar Ahmad Peerzadah, Nazir Ahmed Nazir

{"title":"Personality traits, organizational commitment and organizational citizenship behavior in healthcare: a study using McCrae and Costa’s meta-theoretical framework","authors":"Shayista Majeed, Sabiya Mufti, Sabzar Ahmad Peerzadah, Nazir Ahmed Nazir","doi":"10.1108/ebhrm-07-2024-0251","DOIUrl":"https://doi.org/10.1108/ebhrm-07-2024-0251","url":null,"abstract":"Purpose Drawing upon tenets of McCrae and Costa’s meta-theoretical framework of personality theories and human capital theory, the study aims to examine organizational commitment as an underlying psychological mechanism between personality traits and organizational citizenship behavior (OCB). Design/methodology/approach A quantitative research approach was employed to gather data from 379 healthcare professionals, including doctors, nurses and paramedics. The data were analyzed using partial least squares structural equation modeling and hierarchical component modeling, enabling a comprehensive examination of the underlying relationships within the study. Findings The results revealed that organizational commitment mediated the relationship between personality traits and OCB. Specifically, extraversion has no direct impact on OCB; it only exerted an indirect impact on OCB through organizational commitment. Agreeableness and conscientiousness have direct positive impact on OCB. Besides, agreeableness and conscientiousness have significant indirect effect on OCB via organizational commitment. Practical implications The insights derived from the results have strengthened comprehension of individual differences in prosocial behaviors. Based on these insights, valuable suggestions are provided to healthcare organizations that are experiencing enormous pressure to improve quality of service with limited resources. Originality/value The study has added to the literature on human capital theory and McCrae and Costa’s meta-theoretical framework of personality theories by testing the impact of non-cognitive human capital, i.e. personality traits, on OCB and specified patterns of relationships that can add economic value to an organization.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"14 2","pages":"402-420"},"PeriodicalIF":0.0,"publicationDate":"2025-05-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"147916229","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}

引用次数: 1

Do employees involved in career accidents experience greater work engagement? The moderating role of job resources 遭遇职业事故的员工是否会有更高的工作投入?工作资源的调节作用

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-11-01 DOI: 10.1108/ebhrm-03-2023-0070

Fabian O. Ugwu, Lawrence E. Ugwu, Fidelis O. Okpata, Ike E. Onyishi

{"title":"Do employees involved in career accidents experience greater work engagement? The moderating role of job resources","authors":"Fabian O. Ugwu, Lawrence E. Ugwu, Fidelis O. Okpata, Ike E. Onyishi","doi":"10.1108/ebhrm-03-2023-0070","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2023-0070","url":null,"abstract":"Purpose This study investigated whether job resources (i.e. strengths use support, career self-management and person–job [PJ] fit) moderate the relationship between perceived involvement in a career accident (PICA) and work engagement. Design/methodology/approach The study adopted a time-lagged design ( N = 398; 69% male), and data were collected at two-point of measurements among Nigerian university academics. Findings Results of the present study indicated that employees with higher PICA scores reported low work engagement. Strength use support had significant direct positive main effects on employee work engagement and also produced a significant moderation effect between PICA and work engagement. Career self-management (CSM) was positively related to employee work engagement. The moderation effect of CSM on the relationship between PICA and work engagement was also significant. Results of the present study further indicated that P-J fit was related positively to work engagement and also moderated the negative relationship between PICA and work engagement. Originality/value Dearth of employment opportunities has led individuals to choose their career by chance, but empirical studies that validate this assertion are lacking. Few available studies on career accident were exclusively conducted in Western European contexts. The current study therefore deepens the understanding of career accident and work engagement in a neglected context such as Nigeria.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"43 5","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135161046","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}

引用次数: 0

Healthy employees are assets: a structural model based on individual and organizational characteristics for hotel employee well-being 健康的员工是资产:基于个人和组织特征的酒店员工幸福感结构模型

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-10-13 DOI: 10.1108/ebhrm-01-2023-0008

Fatima Majeed, Junaid Ul haq

{"title":"Healthy employees are assets: a structural model based on individual and organizational characteristics for hotel employee well-being","authors":"Fatima Majeed, Junaid Ul haq","doi":"10.1108/ebhrm-01-2023-0008","DOIUrl":"https://doi.org/10.1108/ebhrm-01-2023-0008","url":null,"abstract":"Purpose Healthy employees are assets for organizations, especially in service organizations. This study considered variables that lead to psychological, life and workplace well-being for hotel employees. A comprehensive model is proposed for which Job Demand–Resource (JD-R) theory provides theoretical support. Design/methodology/approach Data from four hundred and five hotel employees were collected to observe the individual and organizational factors that directly and indirectly result in three types of well-being: workplace, psychological and life. Findings Results provide significant positive direct and indirect effects of individual characteristics (personal cynicism and job stress) on psychological, life and workplace well-being. Similarly, organizational characteristics (organizational values and job characteristics) showed positive direct and indirect effects on life and workplace well-being. Originality/value The findings provide a strong recommendation for managers to focus on individual- and organizational-level factors that enhance the well-being of employees.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"34 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135804914","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}

引用次数: 0

The moderating effects of positive thinking on the relationship between job stress and turnover intention 积极思考对工作压力与离职倾向关系的调节作用

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-10-09 DOI: 10.1108/ebhrm-09-2022-0233

Khahan Na-Nan

{"title":"The moderating effects of positive thinking on the relationship between job stress and turnover intention","authors":"Khahan Na-Nan","doi":"10.1108/ebhrm-09-2022-0233","DOIUrl":"https://doi.org/10.1108/ebhrm-09-2022-0233","url":null,"abstract":"Purpose The purpose of this study was to test the moderating effects of positive thinking (PT) on the relationship between job stress (JS) and turnover intention (TI). Design/methodology/approach The study was based on a questionnaire distributed among 275 employees at a convenience store business. The validity and reliability of the questionnaire were tested before the data were collected, and hierarchical regression analysis was used to test the moderating effects. Findings JS had negative effects on employee TI with statistical significance, while PT functioned to moderate the relationship between JS and employee TI with statistical significance. Research limitations/implications The moderating effects of PT among employees in the convenience store business were explained clearly. This research supports and expands the broaden-and-build theory in explaining the effects of PT or attitudes to help employees cope with problems and obstacles, create new things and perceive problems as challenges to be overcome. Practical implications Managers with an awareness of PT can help employees lower JS, increase organizational commitment and improve employees' PT to reduce the turnover rate. Originality/value This study contributes to the literature about organizational behavior and human resource management in dealing with job turnover by clarifying the moderating effects of PT on the relationship between JS and TI.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135044203","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}

引用次数: 0

Extending training predictors link with training transfer through mediation of motivation 扩展训练预测因子通过动机中介与训练迁移相联系

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-29 DOI: 10.1108/ebhrm-08-2022-0188

Yasmin Yaqub, Tanusree Dutta, Arun Kumar Singh, Abhaya Ranjan Srivastava

引用次数: 0

Role of psychosocial safety climate in job satisfaction and emotional exhaustion: mediating role of effort–reward imbalance 心理社会安全气候在工作满意度和情绪耗竭中的作用:努力-回报不平衡的中介作用

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-22 DOI: 10.1108/ebhrm-03-2023-0049

Padma Tripathi, Pushpendra Priyadarshi, Pankaj Kumar, Sushil Kumar

{"title":"Role of psychosocial safety climate in job satisfaction and emotional exhaustion: mediating role of effort–reward imbalance","authors":"Padma Tripathi, Pushpendra Priyadarshi, Pankaj Kumar, Sushil Kumar","doi":"10.1108/ebhrm-03-2023-0049","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2023-0049","url":null,"abstract":"PurposeThe purpose of this paper is to study the role of psychosocial safety climate (PSC) on job satisfaction and emotional exhaustion among employees and to examine the mediating role of effort–reward imbalance (ERI) in this relationship.Design/methodology/approachThis study investigated a mediation model with ERI explaining the relationship between PSC and the outcome variables using a sample of 441 employees of information technology (IT) organizations in India. The data were analyzed using structural equation modeling (SEM) techniques with LISREL (linear structural relations) 8.72 software.FindingsThe results suggest that PSC significantly influences the employees' experiences of job satisfaction and emotional exhaustion. Also, ERI was demonstrated as a significant intervening construct with full mediation of the PSC–emotional exhaustion relationship and partial mediation of the PSC–job satisfaction relationship.Research limitations/implicationsThe study provides substantial results and arguments to encourage organizational-level commitment for psychosocial risk management through distributive fairness and reciprocity in the form of ERI to foster positive attitudes and prevent negative health and psychological outcomes. The cross-sectional nature of the study limits generalizability but contributes to the literature on work stress in a developing country's context.Originality/valueThe study demonstrates how employee outcomes like job satisfaction and emotional exhaustion often result from their perceptions of inequity and imbalance at the workplace. Further, the study builds a strong case for helping organizations contribute to the United Nations (UN) 2030 sustainability goals by empirically establishing the crucial role of top management's commitment and prioritization of employee psychosocial health and safety for designing primary stress-management initiatives for sustainable psychosocial risk prevention and management.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136010962","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}

引用次数: 0

Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysis 知识型人力资源管理、知识共享和组织支持感知对创新绩效的影响:一个有调节的中介分析

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-22 DOI: 10.1108/ebhrm-04-2023-0083

Phong Ba Le, Sy Van Ha

{"title":"Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysis","authors":"Phong Ba Le, Sy Van Ha","doi":"10.1108/ebhrm-04-2023-0083","DOIUrl":"https://doi.org/10.1108/ebhrm-04-2023-0083","url":null,"abstract":"Purpose Given the important role of knowledge resource for firms to pursuit innovation, this paper aims to investigate the influence of knowledge-based human resource management (HRM) practices on innovation performance through the mediating roles of tacit and explicit knowledge sharing (KS). This study also explores the potential moderating role of perceived organizational supports (POSs) in fostering the KS–innovation relationship of firms in the developing and emerging markets. Design/methodology/approach The relationship among the latent variables is empirically examined through 289 employees from 118 manufacturing and service firms. Confirmatory factor analysis and structural equation modeling were performed to validate the constructs and estimate the regression coefficients of relationships. Findings The empirical findings of this study support the mediating role of KS behaviors in the relationship between knowledge-based HRM practices and innovation performance. It highlights the important role of POSs in stimulating the influence of KS behaviors on innovation performance. Research limitations/implications Future research should investigate the impact of knowledge-based HRM practices on specific forms of innovation via the mediating effects of knowledge management processes to bring better understanding on the importance of knowledge resources in pursuing innovation competence. Originality/value The paper significantly contributes to enhancing understanding of the antecedent role of knowledge-based HRM practices in fostering KS behaviors and innovation performance under the moderating effects of POSs. Generally, it advances the body of comprehension of knowledge-based resources and innovation theory.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"25 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136010960","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}

引用次数: 0

The personal initiative paradox: why benevolent political will decreases career growth prospects in a political environment? 个人主动性悖论:为什么善意的政治意愿会降低政治环境中的职业发展前景?

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-12 DOI: 10.1108/ebhrm-08-2022-0204

Roopa Modem, Sethumadhavan Lakshmi Narayanan, Murugan Pattusamy, Nandan Prabhu

{"title":"The personal initiative paradox: why benevolent political will decreases career growth prospects in a political environment?","authors":"Roopa Modem, Sethumadhavan Lakshmi Narayanan, Murugan Pattusamy, Nandan Prabhu","doi":"10.1108/ebhrm-08-2022-0204","DOIUrl":"https://doi.org/10.1108/ebhrm-08-2022-0204","url":null,"abstract":"Purpose This study addresses a central research question: Does employees' personal initiative, with a benevolent political will, lead to career growth prospects in a work environment replete with perceived organizational politics? Drawing upon self-determination, signalling, and social cognitive theories, the authors examine how perceptions of organizational politics operate to limit the influence of benevolent political will – induced personal initiative on career growth prospects. Design/methodology/approach This research adopts a quantitative research design. This multi-wave, multi-sample and multi-source investigation includes 730 subordinate-supervisor dyads from India's information technology, education and manufacturing companies. The sample comprises 236 full-time faculty members from higher educational institutions and 496 mid-level managers from technical and service departments of information technology and manufacturing companies. Findings The results indicate that benevolent political will is significantly related to career growth prospects. In addition, perceptions of organizational politics shows a crossover interaction effect. The findings reveal that the indirect relationship between benevolent political will and career growth prospects changed significantly from those with a low perception of organizational politics to significantly negative among those perceiving organizational politics as high. Practical implications This study provides several implications for practice regarding personal initiative, benevolent political will and perceptions of organizational politics. Originality/value The significant contributions of this study are to provide new insights into the relationship between benevolent political will and career growth prospects and to unravel the paradoxical nature of the personal initiative phenomenon.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":"32 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135824863","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}

引用次数: 0

Enhancing the employee experience: exploring a global positive climate to influence key employee outcomes 提升员工体验:探索全球积极氛围，影响关键员工成果

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-11 DOI: 10.1108/ebhrm-03-2022-0070

Sarah McCallum, J. Haar, Barbara Myers

{"title":"Enhancing the employee experience: exploring a global positive climate to influence key employee outcomes","authors":"Sarah McCallum, J. Haar, Barbara Myers","doi":"10.1108/ebhrm-03-2022-0070","DOIUrl":"https://doi.org/10.1108/ebhrm-03-2022-0070","url":null,"abstract":"PurposeOrganizational climates reflect employee perceptions of the way organizational culture is actualized and most studies explore one or two climates only. The present study uses a positive organizational behavior approach and conservation of resources theory to explore a global positive climate (GPC) encompassing five climates: perceive organizational support, psychosocial safety climate, organizational mindfulness, worthy work and inclusion climate. The GPC is used to predict employee engagement and job satisfaction, with psychological capital as a mediator. Beyond this, high performance work systems (HPWS) are included as a moderator of GPC to test the potential way HR practices might interact with positive climates to achieve superior outcomes.Design/methodology/approachA large sample (n = 1,007) of New Zealand workers across a wide range of occupations and industries. Confirmatory factor analysis (CFA) of the data was used and moderated mediation tests were conducted.FindingsGPC is significantly related to psychological capital, employee engagement and job satisfaction, and while psychological capital also predicts the outcomes, and has some mediation effects on GPC influence, GPC remains significant. HPWS is significantly related to psychological capital only and interacts with GPC leading to the highest psychological capital and employee engagement. Significant moderated mediation effects are found, with the indirect effect of GPC increasing as HPWS increase.Research limitations/implicationsThis research is important because it provides empirical evidence around a GPC and shows how organizations and HRM managers can enhance key employee attitudes through building a strong climate and providing important HR practices.Originality/valueBeyond unique effects from GPC, the findings provide useful theoretical insights toward conservation of resources theory.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2023-09-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48561354","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}

引用次数: 0

Workplace pressure, employee stress, mental well-being and resilience in response to COVID-19 in Singapore 新加坡应对新冠肺炎的工作场所压力、员工压力、心理健康和复原力

IF 1.6

Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2023-09-07 DOI: 10.1108/ebhrm-10-2022-0252

Graeme Ditchburn, Rachel Evangeline Koh

{"title":"Workplace pressure, employee stress, mental well-being and resilience in response to COVID-19 in Singapore","authors":"Graeme Ditchburn, Rachel Evangeline Koh","doi":"10.1108/ebhrm-10-2022-0252","DOIUrl":"https://doi.org/10.1108/ebhrm-10-2022-0252","url":null,"abstract":"PurposeCOVID-19 forced organizations to implement protective measures changing how employees worked; however, empirical evidence is needed to explore how employees responded. This study examines the impact of COVID-19-related organizational changes in Singapore on employees’ perceptions of work pressure, stress and mental well-being (MWB) and the mediating role of resilience.Design/methodology/approachThis study used a cross-sectional, anonymous online survey of 157 full-time employees who had worked for at least one year.FindingsThe results found that work pressure and stress had increased, and MWB had declined. Resilience acted as a buffer against increases in work pressure and stress while promoting the maintenance of MWB. Resilience significantly mediated the relationship between stress and MWB.Research limitations/implicationsThe study does not allow for an assessment of causality but infers possible, albeit probable, casual relationships. Furthermore, stress and well-being could be influenced by a multitude of factors beyond organizational change. Future research should seek to account for additional factors and establish the generalisability of the findings beyond Singapore.Practical implicationsThis study supports the engagement of resilience-based interventions to improve employees’ MWB during pandemic related organizational change.Social implicationsPolicies that promote work-life balance, positive interpersonal relations and staying connected are some of the ways employers can bolster MWB and work-life balance to support employees who are engaged in remote work.Originality/valueGiven the unique context of COVID-19, this study allows for a better understanding of how a novel worldwide pandemic has transformed employees' experience of work and its associated impacts.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":" ","pages":""},"PeriodicalIF":1.6,"publicationDate":"2023-09-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41455580","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}

引用次数: 0