Evidence-based HRM: a Global Forum for Empirical Scholarship

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

ISBN:: 2049-3983

Issue Number

Latest documents

Person-environment fit, organizational commitment and retirement intentions: a serial mediation model
Purpose: The aim of this study is to investigate the effect of person–environment (P–E) fit, specifically person–organization (P–O) fit, on retirement intentions through a serial mediation mechanism mobilizing person–job (P–J) fit and affective organizational commitment as mediators. Design/methodology/approach: The relationships were examined using the Hayes (2013) serial mediation model. A time-lag approach was adopted, with data collected from managers aged 50 and over working in the French banking sector (N = 204). Findings: The empirical results show that the P–O fit is both directly and indirectly related to retirement intentions through P–J fit and affective organizational commitment. Nevertheless, the study’s findings show the explanatory power of the authors’ antecedents to predict the two types of retirement considered in this study. Originality/value: By considering retirement in its plurality this study extends prior research models by examining the mechanisms through which P–O fit influences different retirement intentions.
How social self-efficacy and emotional self-efficacy moderate the relationship between occupational stress and knowledge hiding in Brazilian software industry
Purpose: Software industry, one of the most knowledge-intensive industries, in Brazil has increased opportunities of evolution. Its competitive advantage relies on the efficiency of the organizational knowledge management, but the knowledge hiding, its antecedents and moderators are still understudied. This study seeks to identify a new antecedent to knowledge hiding, such the occupational stress. Design/methodology/approach: The author focused on the moderating effect of social self-efficacy and emotional self-efficacy in the relationship between occupational stress and knowledge hiding in software industry in Brazil. The author collected data from 189 software industry Brazilian employees in 30 firms using a time-lagged research design. Findings: This study demonstrated that employees with high levels of social self-efficacy (SSE) and emotional self-efficacy (ESE) or both have more tendency to engage on knowledge hiding behavior comparing to their colleagues with low SSE and ESE. This study showed that SSE and ESE related positively to rationalized hiding, evasive hiding and playing dumb. Originality/value: The author’s main contribution relies on the finding related to the joint role of social self-efficacy and emotional self-efficacy on engaging employees under occupational stress conditions in knowledge hiding behaviors.
The role of organizational justice and job satisfaction in mitigating turnover intention of emotionally exhausted employees: evidence from Vietnam
Purpose: This study examines employee emotional exhaustion and turnover intention as the consequences of problematic customer behaviors and tests the role of perceived organizational justice and job satisfaction in mitigating these consequences. Design/methodology/approach: A four-hypothesis model was tested using partial least squares structural equation modeling (PLS-SEM) based on a two-phase survey of 369 frontline services employees in Vietnam with a three-month time lag. Findings: The study shows that abusive and unreasonably demanding customer behaviors have positive effects on emotional exhaustion, which, in turn, reduces job satisfaction and, subsequently, turnover intention. It also reveals that organizational justice mechanisms attenuate the positive association between emotional exhaustion and turnover intention. Job satisfaction indirectly mitigated the turnover intention of emotionally exhausted employees who had to deal with problematic customer behaviors, especially in the service sector in Vietnam, an emerging market. Originality/value: Building upon the social exchange theory (SET) and the conservation of resources theory (COR), this study extended the research on organizational justice with respect to emotional exhaustion in the customer service sector that received less attention previously. Rather than merely focusing on the interpersonal factors (e.g. respect and sensitivity) as organizational support does, organizational justice encompasses employees' perception of fairness of outcome and the whole process in an organization to reach decisions.
Linking empowering leadership with workplace proactivity: the mediating role of psychological safety and knowledge sharing
Purpose: This study aims to explore the association between empowering leadership and workplace proactivity. Design/methodology/approach: The data have been collected through questionnaires from both the medical and non-medical staff members working in four National Accreditation Board for Hospitals & Healthcare (NABH)–accredited private hospitals in India. Confirmatory factor analysis has employed test reliability and validity and PROCESS MACRO (model 6) to test the proposed serial mediation model. Findings: The results support the proposed hypotheses of the serial mediation model. Additionally, the authors have also found that psychological safety is a strong mediating variable than knowledge sharing between empowering leadership and workplace proactivity. Research limitations/implications: The findings should be interpreted by considering the cross-sectional research design and self-reported measures. Practical implications: An organization can use the findings to promote employee proactivity at the workplace. Originality/value: The study makes an attempt to explore the underdeveloped relationship between empowering leadership and workplace proactivity in the context of Indian NABH-accredited hospitals based on the self-determination theory.
Unravelling the role of organizational commitment and work engagement in the relationship between self-leadership and employee creativity
Purpose: The purpose of this study is to examine the serial mediating mechanism between self-leadership and employee creativity through organizational commitment and work engagement. Drawing on the self-determination theory and broaden and build theory, this study investigates the indirect effect of self-leadership on employee creativity through organizational commitment and work engagement. Design/methodology/approach: The relationships were investigated using PROCESS macro for SPSS. Data were collected from 324 employees working in the Indian automobile industry. Structural equation modelling was used to evaluate the model fit of the measurement model. Findings: The results of the study revealed that self-leadership impacts employee creativity. Further, the findings showed that both organizational commitment and work engagement individually mediate the relationship between self-leadership and employee creativity. The key finding of this research was the partial serial mediation of organizational commitment and work engagement in the relationship between self-leadership and employee creativity. Originality/value: This is one of the primary studies that examined the serial mediating effect of organizational commitment and work engagement in the relationship between self-leadership and employee creativity. This study contributes to the existing literature on self-leadership and employee creativity by evincing the mediating mechanism of organizational commitment and work engagement.
Finding one's own way: how newcomers who differ stay well
Purpose: Being different from others can be stressful, and this may be especially salient for newcomers during organizational socialization when they may be expected to fit in. Thus, drawing on conservation of resources theory, the authors examine the effects of newcomers' individual differentiation on their subsequent emotional exhaustion. Design/methodology/approach: The authors test a multiple mediation model with data from 161 UK graduates collected at three times using structural equation modeling. Findings: The results largely support the hypotheses, identifying individual differentiation as a motivational resource associated with the proactive behavior of changing work procedures. In turn, changing work procedures links with the personal resource of positive affect, which facilitates the relational resource of social acceptance and predicts lower emotional exhaustion. Individual differentiation predicts lower social acceptance also, but not via monitoring as anticipated. Originality/value: The results provide novel insights into the effects of individual differentiation on emotional exhaustion in the context of organizational socialization. The study highlights that, while newcomers high in individual differentiation face depletion of the relational resource of social acceptance, they can still adjust well and avoid emotional exhaustion through changing work procedures to foster positive affect.
Measuring the personal perspective on work engagement: An empirical exploration of the self-anchoring work engagement scale in Poland
Purpose: Work engagement is among the most influential constructs in human resource management, but work engagement's current understanding overlooks what employees consider as engagement. The author aims to advance the human resources theory and practice by discussing the need for understanding engagement from the employee point of view, and the author explores the properties of a self-anchoring work engagement scale – the measure capturing the personal perspective on work engagement. Design/methodology/approach: The author has presented a conceptual discussion providing a rationale for capturing employee personal perspective on work engagement as supplementary to multi-item measures capturing researcher perspective. Based on empirical evidence, the author tests convergent and discriminant validity of self-anchoring work engagement in relation to job resources, job demands and burnout; the author confronts the nomological network of self-anchoring scale with previous work engagement meta-analysis. Findings: The obtained results provided preliminary evidence supporting convergent and discriminant validity of self-anchoring work engagement. The analysis of the nomological network of self-anchoring work engagement in comparison to the previous meta-analysis revealed that self-anchoring work engagement might be more strongly related to challenging job demands than the multi-item researcher perspective work engagement. Research limitations/implications: Practical implications: Social implications: Originality/value: The author's findings provide a modicum of evidence that asking employees about self-assessment of employees' work engagement on a 0–10 scale provides researchers with access to a freely available measurement method of the personal perception on work engagement. Contribution to impact:
Regulatory-focused job crafting, person-job fit and internal employability–examining interrelationship and underlying mechanism
Purpose: This paper examines the relationships between regulatory-focused job crafting, i.e. promotion- and prevention-focused job crafting, person-job fit and internal employability and explores the direct and underlying mediation process using conservation of resources and job demands-resources theories. Design/methodology/approach: Survey data collected from 425 executives of India based public sector enterprises were used to test hypotheses. Findings: Promotion- and prevention-focused job crafting respectively had a contrasting relationship with needs-supplies fit. The relationship with demands-abilities fit was statistically significant only in the case of prevention-focused job crafting. These two job crafting forms respectively had a positive and a negative effect on internal employability, both directly as well as indirectly through person-job fit. Practical implications: Employees can pursue promotion-focused job crafting and avoid prevention-focused job crafting to improve their person-job fit as well as internal employability which subsequently may have multiple favourable outcomes at an organizational and individual level. Originality/value: The study, for the first time, empirically investigates the differential role of individuals' efforts in the form of promotion- and prevention-focused job crafting, in influencing internal employability and explains its underlying mechanism through person-job fit. These interrelationships may have important implications for employees' job demand management process and job choices.
Stimulating product and process innovation through HRM practices: the mediating effect of knowledge management capability
Purpose: This study aims to investigate the influence of human resource management (HRM) practices on two aspects of innovation capability namely product and process innovation. It also attempts to clarify the HRM-innovation relationship by examining the mediating roles of specific components of knowledge management capability (KMC) namely knowledge acquisition, knowledge sharing and knowledge application. Design/methodology/approach: This research used the quantitative method and structural equation modeling (SEM) approach to examine hypotheses with data obtained by survey from 325 participants in 98 Vietnamese firms. Findings: The empirical findings show the evidence on the mediating roles of components of KMC in the HRM-innovation relationship and indicate that HRM practices have a greater impact on product innovation compared to its effects on process innovation. In contrast, all three components of the KMC produce larger impacts on process innovation than on product innovation. In particular, it highlights the key role of knowledge sharing in predicting product and process innovation in comparison to the roles of knowledge acquisition and knowledge application. Practical implications: CEOs/managers should practice and manage their human resource to foster organizational capability for product and process innovation directly or indirectly via enhancing aspects of KMC namely knowledge acquisition, sharing and application. Originality/value: By investigating the mediating mechanisms of specific components of KMC, the paper has significantly contributed to advancing the body of knowledge of innovation theory and providing deeper insights on the correlation between HRM practices and aspects of innovation capability namely product and process innovation.
Teleworking during the COVID-19 pandemic: a leader-member exchange perspective
Purpose: The COVID-19 pandemic has accelerated the process of teleworking and teleworking is expected to be a central feature of workplaces of the future. The present study examines the effect of leader-member exchange (LMX) and perception of loneliness on the relationship between proactive coping and the work productivity of teleworkers during the COVID-19 crisis time. Design/methodology/approach: Using structural equation modeling (SEM), this study the study is based on a survey of 572 teleworkers in Taiwan drawn from a variety of industry sectors. Findings: Through the application of a hypothesized moderated mediation model, the indirect effects of proactive coping on work productivity via LMX are stronger for employees who experience a higher level of perceived loneliness. Research limitations/implications: The results have contributed to current understanding on the success of telework at the individual level and extends research framework of teleworking. Using self-report questionnaire is one of the limitations; however, this was feasible data collection method during COVID-19. Practical implications: Organizations need to provide further training aimed at enhancing proactive coping and dealing with future work challenges in the complex and dynamic workplace. Originality/value: This study is the first among its type to examine proactive coping and job productivity from a LMX during COVID-19.