Developmental papers (2)
Causes of Occupational Stress Among Mental Health Workers in the National Health Service (861)
Author/s: Rita Ojeme
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Stress, Occupational Stress, Human resources, Work-related stress, stress leave
Abstract: Abstract
There is a lack of understanding of what causes stress for NHS staff, what the NHS is doing to combat stress among its staff and what else could be done to address this pertinent problem. This paper therefore argues that there is need for more understanding of the causes of stress and potentially, helpful organisational responses is required. Stress is a helpful concept that is meaningful to people at work, even though from an academic point of view we might call it different, but it has been used very widely and is therefore regarded as an encompassing term. There is increasing evidence that stress in the workplace is a growing problem and an area of concern both for the employer and the employee and there is considerable evidence to prove that the scale of occupational stress is widespread in the UK (McKay et al 2006). This paper also draws on and seeks to contribute to occupational and conceptual stress areas of literatures. By its very nature, this research is exploratory, aiming to ask questions in new ways and seeking more detailed answers in order to contribute to an already existing body of literature on occupational stress. This research intends to make considerable contributions to existing literature as till date, knowledge of occupational stress in organisations, its sources, causes and effects is very important with regards to policy development in coping strategies and managing the condition (Ashong et al 2016).
Examining Perceptions Towards Work Engagement And Employees Feelings Of Work Engagement A Study Among Private And Public Universities In Nigeria (908)
Author/s: Adesina Ajulo Michael Oyelere Zedias Mutema
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Employee engagement, HRM, Nigeria, Employee perception, public/private organisations.
Abstract: This study examined employees perception of work engagement and the link it has with employees feelings of engagement at work. The study raised novel insights into employees being engaged and how they view their work engagements. Mixed method was used in an initial pilot study using interviews and a scale of measurement to explain variables outcome. Samples included employees of a private and public University in Nigeria, ie Lead City University LCU and University of Ibadan UI. The study adopted a purposive sampling technique which was based on different demographic parameters such as demarcations between public and private, academic and non academic. 10 interviews were conducted across the two universities while 107 participants responded to a UWES 9 measures. Findings revealed that there were significant differences in levels of engagement between the various categories examined. More so, perceptions of engagement explained some factors of employees feeling engaged at work.
Resuscitating emergency nurse retention: Redesigning a relational and proactive skills mix (940)
Author/s: Julie Davies Joanna Szulc David Fahey Nidhi Naik
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: N/A
Abstract: Acute shortages of registered nurses mean it is imperative to examine innovations in future workforce planning. Retention of current nurses is a priority in the 2019 NHS interim plan to address this staffing crisis. Drawing on observations, semi-structured interviews, focus groups and documentary analysis of a new accident and emergency ward in a rural National Health Service hospital in England, we seek to contribute to existing HRM theory on workforce skills mix redesign. Specifically, we use a Work Design Questionnaire (Morgeson & Humphrey, 2006) and Expanded Nursing Stress Scale (ENSS) (French et al., 2000) to explore the experiences of nurses in their first year and their intentions to quit. Theoretically, we discuss relational and proactive perspectives and the practical implications of focusing on bedside nursing and new ward facilities when strategic options for emergency health services would be to treat more patients in the community.
Psychological Contract: Universal or Culturally-bound Concept? An Empirical Study from India (986)
Author/s: Smirti Kutaula Alvina Gillani
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Psychological contract, context, India
Abstract: Psychological contract has emerged as a key explanatory framework for understanding the employee organization relationship. A growing body of OB and HRM researchers adopting cultural perspective suggest that national cultural dimensions shape the behaviour of employees within an organization Aycan et al. 2007. However, prior research on psychological contract has largely examined this concept without delving into the cultural nuances in which it is being studied for exceptions, see Ravlin et al., 2012. The majority of research has been conducted in the Western contexts which are mainly individualist cultures while the values of the Eastern cultures may differ from those of their Western counterparts, which could further influence the examination of social exchange and psychological contract Aryee, Budhwar and Chen, 2002. We address this call for research by examining psychological contract in India. Owing to liberalisation of economic policies in the 1990s, an influx of foreign organizations entered India in a short span of time. We argue that psychological contract in India is influenced by a combination of both Eastern and Western cultural factors. The aim of this study was to examine the cultural factors that affect the psychological contract in the Indian context. Data were collected through open ended and semi structured interviews from 32 employees in private sector organisations. Thematic analysis was used to analyse data and develop conceptual themes. Data revealed three major themes Community enactment Trust Culture within culture and Value loss. The paper concludes by providing theoretical and managerial implications and future research directions.
A Critical Evaluation of the Implementation of Performance Management on Employees Performance: A Case Study of Nigeria SME (1055)
Author/s: Bilikis Motunrayo Kazeem Michael Oyelere
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: SMEs, Performance Management, Employees Performance, Organisational Performance, Implementation
Abstract:
Internal Perceptions of Employer Branding: A Review and Conceptual Framework (1058)
Author/s: Katie Sinclair Graeme Martin Stacey Bushfield
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: N/A
Abstract: This development paper looks at the employer branding process through an engagement perspective with a focus on the internal - existing employees, managers and processes/practices. It addresses this issue by building a conceptual framework, which involved looking inside the organisation to build more effective employer brands. Thus, it aims to provide a basis to better understand definitions and operationalizing of employer branding in practice.
Chance Events in Executive Careers: Positive and Negative Events along with their Expected and Unexpected Outcomes (1068)
Author/s: Christine Naschberger Celine Legrand Yehuda Baruch Nikos Bozionelos
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: chance events, careers, career success, executives
Abstract: We look to study the perception of chance event and its impact on careers of managers and executives in the contemporary global labor markets. Current literature focused on factors that explain career success, but mostly ignores the role of chance events and the way they are perceived and utilized by individuals. We employed a mixed method research design with responses from 686 executives. More than 61 of them 421 had experienced a significant chance event that influenced their career. While the majority 77% reported on positive events that have led to positive career outcomes, significant numbers experiences other cases negative events that led to either positive or negative outcomes and positive events that led to negative outcomes. In a first step, qualitative analysis revealed specific attributes for the four quadrants of the nature of event positive or negative and its outcomes positive or negative. In a second step a quantitative analysis that is is currently in progress will compare the different categories on their psychological characteristics and career orientation. This study intends to offer unique and original contribution to the literature by covering these aspects of career, which are mostly hidden.
Academic-Student-Practitioner Collaboration in HRM: An Emergent Case Study (1069)
Author/s: Kathryn Waddington Julie Lister Lisa Hobbs Roshmita Sircar
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Organisational development, strategy, academic-practitioner collaboration
Abstract: Two academics, an HR Organisational Development HROD practitioner, and a postgraduate student are jointly writing this developmental paper. It presents an emergent case study based upon student engagement, experience and learning in evidence based practice, consultancy, and strategic HRM and empirical findings from a small scale qualitative research study exploring the theory practice gap in HRM. Conceptually, the paper draws upon Cunliffes 2016 approach to critical reflexivity, which is about being self reflexive about our own beliefs, values and relationships with others and being critically reflexive about organisational practices, policies, social structures and knowledge bases. The aim is to illustrate ways in which we worked together in a collaborative and critically reflexive manner to integrate student insights and reflections upon HRM learning into OD practice in a UK university. The paper will report on work in progress, beginning with the background and context to the emergent case study. This will be developed further into a fuller critically reflexive debate, which engages academics, students, practitioners, leaders and managers. The paper will make a contribution to the HRM Track through innovative inclusion of postgraduate student perspectives and insights.
Evaluating The Impact of Training and Development Programs on Employees Perception of its Transferability The Case of the Nigeria Banking Sector (1083)
Author/s: Martina Ngohide Agena Dr Zedias Mutema Dr Michael Oyelere Dr John Opute
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Keywords: Training and Development, Employees perceptions, training transfer, Commercial Banks, Nigeria.
Abstract: Human resource practices in Nigeria have evolved over the years. Nigeria is one of the most populous countries in Africa, with an abundant workload and numerous talented graduates. However, attracting, developing, deploying, and retaining these talents to take up the workload have become a challenge for many organisations such as banks. Training and development T&D play a crucial role in improving effectiveness and performance within the work environment. The AMO model is most appropriate in this study because it considers how employees knowledge, skills, and abilities interact with their opportunity to apply these. It has been generally accepted that for performance to take place all three elements, ability, motivation, and opportunity must be present. This study seeks an in depth understanding of employees perception of T and D programmes in Nigerias commercial bank, and its influence on transferability. A pilot study involved an initial visit to Abuja, Nigeria, where the data was collected with the use of purposive sampling techniques and a semi structured face to face interview with a total of eight bank employees aged 25 to 40 years from four commercial banks was conducted. The findings show that employees understand the role of T and D in performance improvement, career progression but workplace limitation hinders T and D transfer and implementation. The novelty of this study is its contribution to the understanding of T and D and its transfer in the Nigerian banking sector.
The Implications of Perceived Workplace Inclusion for Attracting and Retaining the Younger Workforce with Diverse Backgrounds (1095)
Author/s: Minjie Cai
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Workplace inclusion, future workforce, generational differences, human resource
Abstract: Millennial survey data published by consultancy firms suggest a dominant role of workplace diversity and inclusion in influencing Generation Ys perception of and commitment to employers. Despite the introduction of diversity policies and relevant management practices, organisations across different sectors in the UK reported difficulties in attracting and recruiting millennials from minority ethnic backgrounds. This raises the questions about the extent to which the existing organisational practices have an impact on employees actual perception and experience of workplace inclusion. It also indicates a need to understand what workplace inclusion means to millennials, especially those from historically excluded identity groups. This developmental paper explores the subject through reviewing relevant evidence and outlines the design of an empirical study. It aims to shift the popular focus on surface diversity to inclusion and contribute to the discussions about how organisations can adapt their strategies to attract and retain the increasingly diverse future workforce.
Insights Into The Principles And Strategies Of Human Resources Management Practices In Multinationals Enterprises Based In Nigeria (1098)
Author/s: Michael Adamu Oyelere John Opute Zedias Mutema
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Emerging Economy, HRM, HRM Principles/Strategies, MNC, Nigeria, Convergence, Divergence
Abstract: The purpose of this paper is to examine the principles and strategies behind human resource management practices HRM in Multinational Enterprises based in Nigeria. The paper was informed by a survey instrument administered to HR practitioners. HR practice and practitioners in Nigeria are often open to people management practices as seen in both liberalised and coordinated economies Anakwe, 2002 Azolukwam and Perkins, 2009 even though, they are influenced by government policies and shaped by the society at large. Understanding the Nigeria terrain, especially political and economic landmarks are likely to aid MNCs in the formulation and implementation of HRM principles and strategies that will result in successful attainment of goals. The study wills provide further theoretical and empirical data that support debate on the subject matter.
Exploring The Impact Of Performance Appraisal System Aspect Of Performance Management On Relational Coordination In Saudi Arabian Healthcare Context. (1119)
Author/s: Satam F. Almutairi
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Performance appraisal system, relational coordination, organization justice, national culture
Abstract: Relational Coordination theory has an increased literary attention in different organizations. Empirical show evidence to support the significant of relational coordination in terms of employees, organization and customer outcome. This study argues that that performance appraisal can have both positive and negative effects on relational coordination contingent on the individual perceptions of (a) policies, (b) process and (c) the outcome of performance appraisal used by a specific organization. By using the organizational justice theory, to link the three main elements of performance appraisal with relational coordination to find whether organizational justice is a moderator of the impact of performance appraisal on relational coordination.
Key words:
Performance appraisal system; relational coordination; organization justice; national culture
The Impact of E-Recruitment and Sustainable Development (1153)
Author/s: Cynthia Akwei
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: E-recruitment, Sustainable development, Networking, social trends, Impact
Abstract: The key role of decent work for all in achieving sustainable development is highlighted by Sustainable Development Goal 8 which aims to promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all. Decent work, employment creation, social protection, rights at work and social dialogue represent integral elements of the new 2030 Agenda for Sustainable Development. This study aims at examining the role of e technology recruitment on sustainable development. The study focuses on a critical review of literature on the impact of e technology on recruitment for sustainable development. In addition, this review will also consider how e technology have minimised the time spent on job search and to improve job prospects for sustainable development.