Developmental papers
Impact of Ethical Leadership on Organizational Commitment and Organizational Citizenship Behavior with mediating role of Intrinsic Motivation (182)
Author/s: Shahid Hafeez, Hafiz Fawad Ali
Track: Human Resource Management
Paper Type: Extended Abstract
Keywords: Ethical Leadership, Organizational commitment, Organizational citizenship behavior, intrinsic motivation
Abstract: Ethical leadership has emerged as a major area of interest in the recent leadership literature in the studies of organizational behavior. However, Studies are scant which empirically analyze ethical leadership effect on organizational commitment and citizenship behavior through the mediational mechanism. We developed a conceptual model to test whether ethical leadership affects organizational citizenship behavior and commitment through the mediating effect of intrinsic motivation. The study was quantitative and causal in nature, convenience sampling technique was used, and a sample size of 340 was determined through item response theory. Data was collected through self-administrated questionnaire from different commercial banks located in geographical premises of Lahore, Pakistan. SPSS and AMOS software was used to carry out the analysis, structural equational modeling technique was applied to test the direct and indirect impacts. The empirical results showed that Ethical leadership has a positive sign on the organizational commitment and organizational citizenship behavior, moreover, intrinsic motivation intervenes the relationship between ethical leadership and organizational citizenship behavior. However, results also show there is no mediational effect of intrinsic motivation between ethical leadership and organizational citizenship behavior.
Keywords: Ethical leadership, Organizational commitment, Organizational citizenship behavior, Intrinsic motivation, Banking sector, Pakistan
Paper type: Abstract
Human Resource Management
Comparison of HRM Policies and Decision Making on HRM Issues between Japanese-owned Companies and Foreign-owned Companies in Japan (193)
Author/s: Toshiko Suda Mitsuru Morita
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Japanese HRM, Home country effect, Host country effect
Abstract: This research investigates the current characteristics of Japanese human resource management (HRM) by focusing on two HRM areas: HRM policies and decision making on HRM issues. Methodologically, this research compared two HRM areas between Japanese-owned companies and foreign-owned companies operating in Japan; surveys were conducted for both company types. As a result, regarding HRM policies, this research found that although Japanese-owned companies focused more on job and performance elements than on seniority elements, foreign-owned companies focused more on job and performance elements and less on seniority elements than did Japanese-owned companies. In decision making on HRM issues, a large divergence was found between Japanese-owned companies and foreign-owned companies. This research revealed that in Japanese HRM, the characteristic of centralized decision making on HRM issues is strongly maintained.
May the Bots Be With You! Opportunities and Challenges of Artificial Intelligence for Rethinking Human Resource Management Practices (294)
Author/s: Ashish Malik Pawan Budhwar NR Srikanth Arup Varma
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: HRM, Artifical intelligence, job relacement, tranformational theory of learning
Abstract: The overarching aim of this developmental paper is to discuss the opportunities and challenges for HR leaders and executives in the adoption and implementation of artificial intelligence applications for human resource management. A related aim of this paper is to develop a guiding theoretical framework, employing the theoretical lenses of job replacement and transformational learning theories to identify the opportunities that lie in harvesting some of the low hanging fruits as well as understanding the challenges associated with adopting a moon shot approach for implementing AI in the field of HRM. We flags risks that need to be carefully managed in order to realise the value AI can offer for business in general and for HRM in particular. Our theoretical framework for understanding the relationship between levels of learning and job replacement through AI using industry examples and practice leaders cutting edge ideas for developing AI focused applications for HRM. By providing a clear line of path for leaders and managers we identify areas where they need to focus their energies and investments for HRM focused AI applications. We also note how this new knowledge and advice sets the tone for prudent knowledge application by HR leaders and mangers as they navigate through the maze of opportunities and challenges that AI presents for HRM.
Exploring the Effectiveness of Servant Leadership and Innovative Behavior as Underlying Mechanisms between HPWS and Performance (348)
Author/s: Hoa Do Huy Le Tomoyuki Shimanuki
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: HPWS, servant leadership, innovative behavior, power distance
Abstract: This study draws on matched data from 166 employees and 50 team leaders in 6 firms operating in Vietnam to uncover the underlying mechanisms through which high-performance work systems (HPWS) influence individual performance. The study synthesizes relevant literatures along with servant leadership theory and social exchange theory (SET) to theorize and examine both mediation and moderation hypotheses to elucidate such mechanisms. Results of multilevel structural equation modeling indicate that (1) HPWS are positively associated with employee innovative behavior and job performance; (2) HPWS are positively associated with servant leadership; (3) trust in management then mediates the relationship between servant leadership and innovative behaviors and job performance; and (4) leader-member-exchange moderates the relationship between servant leadership and trust in management. This study provides discussions for both theoretical and practical implications.
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A Potential Of Strategic HR Development On Individual Levels Of Creativity (381)
Author/s: Anastasia Kulichyova Sandra Moffett Judith McKnight
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: HRD practices, employee creativity, workshop, human resource development
Abstract: By responding to recent calls to incorporate a more sustainable and focused view on the developmental aspects of creativity, this paper examines a problem of human creativity at work within the realm of strategic Human Resource Development (HRD) literature. It incorporates a narrower focus on a facilitation HRD perspective and the opportunities it can bring to unleash and develop the untapped creative expertise. The paper adopts a mixed method research design, demonstrating a more inclusive approach to the challenge of human creativity at work. By encouraging participants to complete an online multifaceted assessment tool and engage in creative HRD workshops, the study aims to investigate changes in individual creative behaviour. The preliminary findings indicate a relationship between HRD and individual levels of creativity, suggesting that HRD interventions can be used to initiate creativity-related cognitive processes and more creative behaviours.
Team-based Rewards: The Effects of HR Strength and Commitment on the Relationship between Reward Fairness and Team Performance (398)
Author/s: Hai Dang Nguyen Konstantina Kougiannou
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: social exchange theory, team-based reward fairness, team commitment, HR system strength, team performance
Abstract: Despite the increasing use of work teams across industries, there appears no agreement on how to reward teams. The current studies emphasise the impact of fair distribution of team rewards on the team performance. Nevertheless, they did not identify what factors can influence the fair distribution perceptions. This study, alongside offering a suggestion on the driving forces of such fairness perceptions, investigates the impact of team rewards on affective commitment and team performance. Drawn on two offsets of participants including 170 employees working in teams and 21 relative team supervisors, our findings show direct links between team reward fairness and affective commitment and performance. HR system strengths and affective commitment take part in the reward-performance relationship as driving forces. Specifically, such relationship is stronger at the high level of HR strength. The low and average levels of HR strength do not affect such relationship. The presence of affective commitment generates the effect of team reward fairness on team performance.
The Impact of Employees Working Relations in Creating and Retaining Trust The Case of Bahrain Olympic Committee (410)
Author/s: Fajer Mohamed Danish Konstantina Kougiannou Nestor Valero-Silva
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Organisatin, Trust, Gossip, Empoylee involvement, CSR
Abstract: The research will be conducted in the Bahrain Olympic Committee BOC, Kingdom of Bahrain and it aims to enrich the literature concerning trust from the perspective of the Arab region by surveying employees and interviewing managers. It will also seek to measure the organisational trust of employees, determining the existing working relations in the organisation that influence the employees trust both positively and negatively. It will also provide recommendations to the organisation for it to create, maintain and strengthen employees organisational trust similar cases will benefit from this research.
Exploring The Impact Of Brexit Process On Talent Management Practices Of SMEs In The UK (466)
Author/s: Bertha Dzifa Kumodji Alexandros Psychogios Stefania Paladini
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Small &, Medium Sized Enterprises (SMEs), HRM in SMEs, Talent Management, Talent Management in SMEs, HR and Talent Management in SMEs in Turbulent times.
Abstract: Talent management has emerged as one of the key issues facing organisation and will undoubtedly continue being an important challenge for management. The debate around the academic literature is that the management of talent represents an important source of competitive advantage for organisations worldwide. Despite its importance, there is limited research on the theoretical developments on talent management in a different business context like the Small and Medium-Sized Enterprises. Although there is a wide range of external and internal factors that influence the use of talent management practices, the awareness of talent management in different types of organisations and national context during a highly competitive, uncertain and turbulent business environment is weak. Thus, the paper explores the management of talents in SMEs in the UK during a turbulent period of time (i.e. Brexit).
Organizational Intentions to Extend Employment of Retiring Executives in Hong Kong (492)
Author/s: Peter Shiu-fai Chan
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Extending employment, delaying retirement, active ageing, retirement management
Abstract: Ageing is both a challenge and an opportunity for Hong Kong. The emerging paradigm of active ageing suggests that the ageing population will contribute to the society economically and socially.
Hong Kong is facing the situation of a shrinking workforce, a longer life expectancy and the increasingly important role of professional expertise in its long-term economic growth. It is then critically important to explore extending employment and delaying retirement of professional as the solution to talent shortage.
The primary objective of this study is to explore the intentions and expectations of Hong Kong employers about extending or renewing engagement opportunities for their retiring employees at professional or executive grades. Based on the literature review and the preliminary study, propositions and constructs are identified for the formulation of conceptual model for further study.
The Impact Of Academic Critiques Of Diversity Management On Trade Union Policies In France, Germany And Sweden. (497)
Author/s: Emma Louise Stringfellow
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Diversity research, trade unions, ethnic minority workers, critical reflexivity
Abstract: How can we as diversity researchers be more critically reflexive about our own ideological baggage and the impact of our critiques? And why should we? This paper aims to provide a roadmap using the example of the various ways in which academic critiques of diversity management have influenced trade union policies for the representation of ethnic minority workers. The main finding is that the practical consequences of academic critiques for trade union policies have not always been intended or (arguably) desirable. The main argument is that as researchers we should avoid both ethnocentrism and cultural relativism by being critically reflexive about our own ideological baggage, conducting a fine-grained analysis of the power struggles in each particular context, and being clearer about what the policy implications of our arguments are.
The role of Talent Management and its outcomes on employee engagement to achieve Sustainable Competitive Advantage: A critical investigation in the Saudi Arabian oil & gas industry (534)
Author/s: Amal Alanazi Abrahim Althonayan
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Employee Engagement, Talent Management, Sustainability, Competitive Advantage
Abstract: Talent has become one of the major internal sources of organisations for improving organisational performance and for achieving competitive edge. However, there are various factors that would influence the management of talent, which could be from external environment such as talent shortages; or internal environment such as poor Talent Management (TM) practices. This study focuses on the internal factors and investigates how TM practices would impact Employee Engagement (EE); and how EE would in turn impact organisational performance (Sustainable Competitive Advantage). Both quantitative surveys and qualitative (semi-structured) interviews were used as research strategies. Initial findings from interviews revealed that TM practices are positively correlated with EE. Currently, quantitative surveys are being conducted, and results will be published shortly.
Creating Employer Brand Through HR Practices: A Case Study of UK Data Centres (579)
Author/s: Ruchi Singh
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Recruitment, Retention, Employer value proposition, Data Centres, HRM, Employer attractiveness
Abstract: This study looks at contribution of human resource professionals in building the employer brand of the organization. Marketing based angle is added to the study to understand how human resource professionals can design practices that add to the attractiveness of the organization as an employer. Using the signalling and organizational identity theory, this paper takes an approach of exploratory case study (qualitative method) to establish how data centres, which is a relatively new and emerging industry, can create their employer value proposition in three phases of employment through their HR practices. Organisations align their HRM activities with different life and career stages of employees to maintain their value proposition as an employer which helps to attract potential employees and retain the existing ones. The demand for skilled employees in data centres is growing rapidly. However, data centres struggle to find new talent to work for them and their current workforce is aging. Through this case study it is attempted to look at how HRM activities can help the data centre industry to create their Employer Value Proposition (EVP) in pre-employment and employment phase enabling them to attract and retain highly skilled employees.
Employee Attributions of Diversity Management Practices: A Study of the UK Police Service. (608)
Author/s: Catherine J Abe Stefanos Nachmias
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: N/A
Abstract: Understanding the outcomes of diversity management practices DMPs and possible mediators and moderators has long been a focus for scholars in this field. This developmental paper outlines some of the current challenges with diversity management research and practices, namely the incongruences in the effects of these practices. Drawing on research on the HR process which examines perceptions of why practices exist HR Attribution Theory and HR System Strength, we propose a conceptual framework for employee diversity management attributions in order to further scholarly understanding of the effects of DMPs.
Young People's Careers In An Age Of Artificial Intelligence: Challenges For HR (615)
Author/s: Grace Brown Carina Schofield Stefania Cassar
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: entry-level jobs, AI, resource planning, future skills, training
Abstract: Growing literature explores the impact of Artificial Intelligence AI on the workplace and predicts varying levels of employee displacement Ford, 2017 Brynjolfsson and McAfee, 2016 Bessen, 2018. Our existing research provides a detailed understanding of a specific set of individuals, the cohort on the cusp of entering the workforce. They are a generation whose working lives will definitely be impacted by automation, yet their education system is only just beginning to understand the implications. This developmental paper will present empirical findings detailing soon to be job seekers hopes, fears and plans to navigate their careers in the context of rapidly developing AI. These findings constitute the first stage of this project. The focus of our round table discussion would be on the design of the next stage of the research we plan to explore the implications for organisations and HR functions in terms of recruiting, training and the nature of entry level jobs.
Regulation of Work and Employment: HRM in and within the Regulatory Space (635)
Author/s: Jenny K Rodriguez Stewart Johnstone Stephen J Procter
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: regulation, work, employment, HRM, regulatory space
Abstract: This paper argues the need for a framework to help analyze the relationship between regulation and HRM more insightfully, in particular, the ways in which regulation intensifies the tensions between different stakeholders involved in HRM in firms. The paper draws on discussions about the regulatory space, in particular, issues pertaining to resource fragmentation and regulatory power and their impact on HRM in firms. The paper highlights how competing agendas pursued by different actors raise a complex set of paradoxes and ambiguities that shape HRM policies and practices. The paper contributes to ongoing discussions about the reconfigured role of HRM and proposes a new analytical angle to understand how contextual and institutional factors, such as regulation, intersect with HRM to shape policies and practices of people management in firms.
A Comparison Of Clusters: Exploring The Extent Of International Collaboration In International HRM (682)
Author/s: Nikolas Pautz
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: international collaboration, HRM, bibliometrics, internationalisation
Abstract: This is a developmental paper focused on exploring the extent of international collaboration between co authors in five primary publication clusters in the field of human resource management using bibliometric techniques. This paper intents to expand upon the work undertaken by Markoulli et al 2017 which provided a broad overview of the different themes and focus points of research in the field. The focus of this paper is on the characteristics of the authors, especially the author nationality, and the level of internationalisation that exists in the different clusters and how these clusters compare. This paper argues that some characteristics of an internationalised cluster of HRM would include a more evenly distributed range of author nationalities, an increased level of multinational collaboration, an increase of authors from developing countries, or the global south, and authors from the global south being the primary or first author more frequently. By determining the extent of international collaboration in HRM, it is possible to determine if authors in this field are taking full advantage of the global economy of knowledge.
Social Media Challenges of the Modern Panopticon on Employees Boundary Management (690)
Author/s: Hamnah Rahat Sadia Nadeem
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Boundary management, boundary theory, panopticon, social networking, social media, digital panopticon, employee monitoring, employee surveillance, Pakistan
Abstract: As the world is becoming increasingly connected through social media, and employees are interacting more with their professional contacts via online social networks, employers have the opportunity to monitor and control the activities of their employees outside the scope of the workplace, posing challenges for employees personal and professional boundary management. Building on work by Ollier Malaterre, Rothbard and Berg 2013, using the boundary theory and self evaluation motivation theory, and Foucaults 1975 work on Panopticism the study aimed to understand how employees manage their professional and personal identities on online social networking websites and how employees perceive of being monitored from their organization and workplace contacts. Preliminary analyses of data collected from sixteen semi structured interviews suggested that employees avoided posting negative self relevant information about themselves which was consistent with their self-views on their social network account, as a result of perceived monitoring by workplace contacts.
Talent Management and its Outcomes to Achieve Sustainable Competitive Advantage: A critical investigation in the Saudi Arabian oil & gas industry (693)
Author/s: Amal Alanazi Abrahim Althonayan
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Human Resource Management, Talent Management, Sustainability
Abstract: This paper has identified and analysed the TM practices and their impact on the organizational performance, and sustainable competitive advantage. The results have shown that there is a lack of TM framework for effectively managing TM framework in oil & gas organizations in Saudi Arabia, with respect to the changing external environment (Vision 2030) and other business reforms. Therefore, this study has proposed a TM framework which will be validated, and can contribute to the academic literature as an important source of knowledge; and for organizations as a strategic framework for TM.
Employer Branding In Higher Education Institutions: Impact on Employee Retention (705)
Author/s: Idorenyin Etokakpan
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: Employer Branding, Talent Management, Employee Retention, Higher Education
Abstract: Talent management TM and employer branding EB research have witnessed increased growth. Yet on the back of uncertainties, global market competition and demand for highly qualified and talented employees, these two important areas of research continue to grow in silos, failing to advance much on its relationship. At the same time, employer brand process receives even less attention. This is the focus of research. A study of selected business schools in the UK will provide the empirical basis for a qualitative research on HEI employer branding influence on talents intention to remain. Through the empirical project, it will answer the call for the study of employer branding in organizations operating in other contexts such as public and non profit sectors. Findings will contribute empirical knowledge and affirm employer branding debate within HRM literature.
Happiness and Well-Being of Employees in Government entity based in Abu Dhabi: A Paradigm in Flow Concept (751)
Author/s: Wafa Salem Alzaabi
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: N/A
Abstract: Summary: This paper investigates the effectiveness of the organizational wellbeing schemes recently developed by the government of the United Arab Emirates. Happiness and flow at workplace have been identified in the literature as an important tool for improving employee productivity and performance through increased employee wellbeing. In the case of the UAE government, this has been recognized by development of a Ministry of Happiness. A government entity based in Abu Dhabi would be used as an example in this paper to identify and evaluate current governmental wellbeing initiatives. Finding indicate that, despite recent efforts by the UAE government to highlight the importance of employee wellbeing, organizational performance remains a greater priority for departmental managers. In this respect, it was identified that wellbeing initiatives implemented by the selected organization are not effective and the concepts of flow and personal engagement are not given much importance. Instead the current mindset of the organization is to achieve results irrespective of employee happiness. These findings indicate that while managers are aware of the Ministry of Happiness initiatives, the principles behind its creation have yet to be implemented. Introduction
The concept of happiness and its potential impact employee wellbeing has been researched extensively in the past by researchers and philosophers alike in various contexts (Fereidouni, 2013). It has been postulated that happiness has a direct relationship with the job satisfaction and performance levels of the employees. Though the concept of happiness is not new, its relationship to employee performance has received little attention (Aydin, 2012).
Participation in Decision Making Practices on Employee Innovative Behaviours and Job Performance: The Influence of Authenticity Attributions, HR Strength, and Power Distance Orientation (844)
Author/s: Adam Kitt Helen Shipton Zara Whysall Karin Sanders
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: HRM, participation, attributions, innovation, performance
Abstract: Over the past 10 years, the application of attribution theories in HR research has accelerated. Despite recent advances, the attribution literature has been criticised for its system level approach and a lack of focus on mediating and moderating mechanisms. This is even more apparent with employee innovation where the black box seems to still exist. In this study, we depart from the system level approach to examine the mediating role of authenticity attributions between participation in decision making practices PDM, innovative work behaviours and job performance. We explain that employees make authenticity judgments regarding organisational motivations for using PDM practices, which affects how they engage and respond to these practices. When organisations provide PDM practices that do not offer opportunities to influence decision making, they risk attributions that management adopting PDM due to institutional and competitive pressures ie isomorphic attributions, rather than having genuine value in the practice i.e. authenticity attributions. It is under the former that employees disengage with PDM practices and hence, put less effort into developing and realising innovative ideas during meetings.
HR Structuring and Employee Innovative Behaviours: The Role of Psychological Availability, HR Strength, and Uncertainty Avoidance. (848)
Author/s: Adam Kitt Helen Shipton Zara Whysall Karin Sanders
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: HR Structuring, Innovation, Psychological Availabilty
Abstract: Employee innovative behaviours are a key source of organisational innovation. Tailoring effective HR processes that motivate and engage employees to pursue and succeed in innovative work is a pressing challenge for organisations. Despite a traditional perspective that structure is can lead to inflexibility and stagnation for innovation, recent studies have demonstrated that HR structuring can facilitate employee innovative work behaviours through reducing employee uncertainty of the HR system. Addressing this structuring debate requires not only understanding employees perceptions and interpretations of HR, but also looking at a range of contingency factors. In this study, we examine how and why HR processes might impact employee innovation. Specifically, we examine the mediating role of psychological availability in the relationship between structuring of the HR process and employee innovative work behaviours. Additionally, we include HR strength and individual level uncertainty avoidance as moderators.
A critical evaluation of the MINT Economies: How realistic is Nigeria's inclusion? (858)
Author/s: Peter Akinwande Akinsowon
Track: Human Resource Management
Paper Type: Developmental Papers
Keywords: MINT Countries, Employee' Commitment, Human Capital Development, Gross Domestic Production Etc....
Abstract: This present study aims to provide critical evaluation of the MINT economies which are made up of Mexico, Indonesia, Nigeria and Turkey where the acronym MINT emerged. Also, the study seeks to investigate whether Nigerias inclusion in the MINT economies is a reality or a myth. The reality or myth question of Nigeria making the MINT projection stems from the
pilot study recently conducted, the result of the pilot study which seems to suggest a different dimension of the inclusion of Nigeria as one of the economic powerhouses that will soon emerged due to lack of commitment among the public sector workers in Nigeria as shown in the recently conducted pilot study undertaking by the researcher in last quarter of
2018.