Evidence-based HRM: a Global Forum for Empirical Scholarship

Publisher:: Emerald Group Publishing Limited
Publication date:: 2021-02-01

ISBN:: 2049-3983

Issue Number

No. 13-1, July - June - May - May - May - May - April - April - April 2024

Latest documents

Creative efforts in banking services: a moderated mediation analysis of perceived organizational obstruction and knowledge sharing behavior
Purpose: Drawing on broaden and build theory and the job demands–resources (JD–R) perspective, this study aims to test a moderated mediation model to explain the mediating effect of knowledge sharing behavior and the moderating role of perceived organizational obstruction on the dynamics of work engagement and creative effort. Design/methodology/approach: Data from 497 banking service employees constitute the sample of the study, and PROCESS macro in Statistical Package for the Social Sciences (SPSS) was used to test the hypotheses. Findings: The positive impact of work engagement on creative effort is mediated by knowledge sharing behavior and the direct effect of work engagement on creative effort and the mediating effect of knowledge sharing behavior are contingent on perceived organizational obstruction. These effects were weaker for employees who experienced high perceived organizational obstruction. Originality/value: This work unfolds how and when work engagement impacts the creative efforts of banking sector employees, highlighting when engaged work matters the most. It provides bidirectional richness at the intersection of knowledge management and creativity literature by focusing on the banking industry of a developing country.
Expanding service beyond the organizational boundaries: moderated mediated model of servant leadership to affect employees’ community citizenship behavior
Purpose: The purpose of this study is to understand how servant leadership affects employees’ community citizenship behavior by transforming their servant identity. Additionally, the study explicated whether the relationship between servant leadership and employees’ servant identity is contingent on leader–follower value congruence. Design/methodology/approach: For this study data was collected from 468 employees working in the service industry in three waves which were undertaken with a lag of one month. The collected data was analyzed through structural equation modeling. Findings: The results revealed that servant leadership is related to employees’ servant identity. The findings also substantiated the relationship between employees’ servant identity and their community citizenship behavior. The mediating role of servant identity linking servant leadership to employees’ community citizenship behavior was confirmed. Finally, leader–follower value congruence was found to moderate the relationship between servant leadership and employees’ servant identity. Originality/value: The study is the first to ascertain the mediating role of servant identity linking servant leadership to employees’ community citizenship behavior. It is also the first study to ascertain that the effect of servant leadership on employees’ servant identity is contingent upon leader–follower value congruence.
Job content plateau and career commitment: the mediating role of developmental i-deals and the moderating role of proactive personality
Purpose: Given the detrimental effects of job content plateau, the paper aims to study the impact of job content plateau on employees’ career commitment. In doing so, the authors examine whether the lapses in job content plateau can be addressed through developmental i-deals. A final purpose is to examine whether proactive employees are better positioned to obtain work arrangements that help them develop and remain committed to their careers. Design/methodology/approach: Data were collected from full-time working executives employed in different organizations. These executives enrolled in a part-time MBA program. Data was collected at different time points and analyzed using the process macro (Preacher and Hayes, 2004). Findings: The results suggest that developmental i-deals mediated the relationship between job content plateau and career commitment. In addition, proactive employees were better disposed to seal the deal and develop themselves – helping them to stay committed to their careers. Originality/value: Prior studies highlight the negative consequences of job content plateau because it does not provide avenues to learn and develop. This paper addresses the gap in locating opportunities to learn and develop (an aspect that was missing in the job content plateau) through developmental i-deals. First, the study helps answer how to address learning gaps in jobs. Second, who can capitalize on their efforts once the organization sponsors learning opportunities.
Managerial coaching and innovative work behavior: mediating role of psychological empowerment and moderating role of task interdependence
Purpose: Based on the componential theory of organizational creativity and innovation, this study examined the relationship between managerial coaching (MC) and innovative work behavior (IWB). It focused on the mediating role of psychological empowerment and the moderating role of task interdependence. Design/methodology/approach: The self-administered questionnaires were used to collect data from 420 employees of the United Arab Emirates’s public sector organizations. A hierarchical linear model (HLM) with different regression techniques was used. Findings: The results showed that MC directly influences IWB. The path analysis also revealed that MC has an indirect effect on IWB via psychological empowerment. The moderating role of task independence in MC and IWB was also revealed. Practical implications: The findings shall provide insights that will help practitioners and academics understand frontline employees' innovative behavior in public sector settings and formulate strategies that will increase the involvement of employees in displaying innovation-based activities at the workplace. Originality/value: This study adds value to the literature by integrating the componential theory of organizational creativity and innovation in public sector settings.
The effect of AI-enabled HRM dimensions on employee engagement and sustainable organisational performance: fusion skills as a moderator
Purpose: This paper examines and empirically validates the artificial intelligence-enabled human resource management (AI-enabled HRM) dimensions and sustainable organisational performance (SOP) relationship. It also examines the mediation and moderation of employee engagement (EE) and fusion skills (FS). Design/methodology/approach: The indirect effects of AI-enabled HRM dimensions on SOP were found using structural equation modelling (SEM), bootstrapping and FS’s moderation effect by AMOS 22. Findings: Results showed that AI-enabled HRM dimensions indirectly affected SOP through EE as a full and partial mediator with no moderation effects of FS. Originality/value: This is the first study to link AI-enabled HRM dimensions, EE and SOP and determine how FS moderates EE and SOP.
Socio-cognitive mindfulness is a well-being booster: a serial mediation model to test the mindfulness reappraisal hypothesis with managers
Purpose: The purpose of this study was to investigate the relationship between mindfulness and two types of well-being, namely subjective and psychological well-being, particularly in a managerial context. The mindfulness-to-meaning theory (MMT) suggests that the practice of mindfulness might lead individuals to reevaluate and find greater meaning in their experiences, ultimately contributing to increased well-being. Accordingly, we argue that mindfulness boosts well-being because it may potentially lead managers to reappraise what surrounds them, making them experience more frequent positive affect. Design/methodology/approach: A two-wave survey with a two-week interval was used to gather quantitative data. An overall sample of 1,260 managers with and without experience with mindfulness took part in the study. Findings: Structural equation modeling showed that mindfulness had a direct and positive relationship with both subjective and psychological well-being. Furthermore, both processes – positive reappraisal and positive affect – mediated the path from mindfulness to both forms of well-being. Practical implications: The findings emphasize the importance of creating training strategies that develop managers’ ability to positively reappraise daily events and occurrences, which may trigger more frequently positive affective experiences. Therefore, promoting mindfulness training at the workplace may develop mindful employees, especially by working on specific strategies, such as positive reappraisal, which may be a promising empirical-based strategy to enhance well-being. Originality/value: This study adds knowledge about how mindfulness can contribute to well-being and contributes to expanding the mindfulness-to-meaning theory by adding positive affective experiences as an additional mechanism in the relationship between mindfulness and well-being. Specifically, it demonstrates that the practice of mindfulness helps managers to positively reappraise their surroundings, which results in more frequent experiences of positive affect.
The impact of leadership preferences and personality traits on employees’ motivation
Purpose: The COVID-19 pandemic has contributed to making workers more uncompromising with respect to issues such as quality of workplace relations and work-life balance. Hence, motivation and leadership style assume a key relevance for keeping the workforce engaged. We hypothesize that individuals may exhibit different preferences for motivational drivers and for leadership style, and that these two sets of preferences might be correlated with each other and with employees’ personality traits. Design/methodology/approach: Here, we empirically investigate the relationship between leadership style and motivation, by also hypothesizing the possible contribution of personality traits. An online survey was developed and distributed to 150 employees or interns/trainees to collect measures related to their preference for leadership, their motivational drivers, as well as their personality traits. The data were analyzed by means of mediation and moderation analyses to disentangle the three-level relationship existing between these constructs. Findings: Our results suggest that indeed there exists a relationship between preferences for leadership style and motivational drivers. Furthermore, one of these relationships appears to be critically mediated by specific personality traits. Originality/value: This work is the first, to our knowledge, empirically testing the existence of a three-level relationship between leadership preferences, motivation and personality traits of employees and to contribute to disentangle their reciprocal influences.
Enhancing employees’ creative performance by giving developmental feedback
Purpose: The principal objective of this current research is to explore and test an underlying mechanism to solve the inconsistent relationship between supervisors’ developmental feedback and employee creativity. This study also tests the moderating role of absorptive capacity in fully understanding the relationship between two constructs. Design/methodology/approach: A time-lagged survey was utilized to collect data from 317 employees working at information technology (IT) organizations in Vietnam. This research conducted a hierarchical regression analysis to examine the hypotheses. Findings: This research found that employees’ operational skills fully mediated the link between supervisors’ developmental feedback and employees’ creative performance. Moreover, absorptive capacity positively moderated the relationship between supervisors’ developmental feedback and employees’ operational skills as well as the relationship between employees’ operational skills and employee creativity. Originality/value: This research is one of the first papers to discuss the mediating role of employees’ operational skills in associating supervisors’ developmental feedback with employee creativity in response to the calls of previous studies. To fully comprehend the indirect impact of supervisors' developmental feedback on workers' creative performance, this research also examines the moderating influence of absorptive capacity at the individual level.
The role of employee ambidexterity on employee agility: a moderation analysis with employee organizational tenure
Purpose: The purpose of the study is to investigate how employee ambidexterity (studied as passive and active ambidexterity; EPA and EAA) impacts employee agility (in terms of proactivity, resilience and adaptability) along with the moderating influences of employee organizational tenure (EOT). Design/methodology/approach: A simple random sampling technique is used to collect primary responses from bank managers working in various public, private and regional rural banks in India. The analysis is performed using AMOS (Version-25), a covariance-based structural equation modeling approach. Findings: The two-folded findings include first, the EAA–agility relationship is stronger than the EPA–agility linkage. Second, EOT negatively influences the EAA–EPA–agility relationships. Originality/value: Although the performance impact of ambidexterity is well documented in the literature there is a dearth of empirical investigation on its agility impact. Since most of the extant researchers have studied ambidexterity and agility from an organizational context, this research highlights the less-studied ambidexterity-agility connection from an employee perspective. Further, EOT is mostly studied as a control variable, while this research investigates as a moderator influencing the ambidexterity–agility linkage in the context of emerging economies such as India.
Antecedents of subjective well-being at work – the case of French permanent employees
Purpose: We empirically assessed the antecedents of subjective well-being at work for French permanent employees. Design/methodology/approach: The methodology includes qualitative and quantitative data analyses. In the first phase, interviews elicited the antecedents of subjective well-being at work among permanent French employees. In the second phase, a questionnaire survey was used to confirm the relevance of the antecedents uncovered in the first phase. Findings: We found 14 distinct elements that influence French employees’ subjective well-being at work: corporate culture, job dissonance, relationships with colleagues, achievement, professional development, relationships with superiors, status, workload, perks, feedback, workspace, diversity and pay. Moreover, we identified discrete antecedents for the three components of subjective well-being at work: work achievement and relationships with superiors and colleagues for positive emotions at work, job dissonance and workload for negative emotions at work and organizational culture and professional development for satisfaction with one’s work. Originality/value: The original contribution of this study is to have unpacked the black box of the antecedents of subjective well-being in the French workplace and to have uncovered discriminant predictors for each of the three components of subjective well-being at work. Furthermore, we specifically linked each of these three components with their most significant antecedents.