Social and economic exchange relationships and performance contingency: differential effects of variable pay and base pay

Abstract

In this study, we tested hypotheses derived from social exchange theory by investigating the relationships between employees’ base and variable pay and their social and economic exchange relationships with their employer. In a cross-lagged study of approximately 30 months duration including 488 respondents, the amount of accumulated base pay was positively related to a social exchange relationship, whereas the accumulated amount of variable pay was positively related to an economic exchange relationship. We discuss the theoretical and practical implications of these findings and propose future research on the relationship between pay and social and economic exchange relationships.     

Guanxi and high performance work systems in China: evidence from a state-owned enterprise

Abstract

Existing high performance work system (HPWS) research has rarely considered cultural influences. This study investigates the relationships between guanxi, HPWS and employee attitudes in China. A data-set consisting of 226 employees in a Chinese state-owned enterprise in the railway sector was used to test the hypotheses. Using structural equation modelling as an analytical tool, we found that guanxi was positively related to HPWS and trust. Similar to research in the Western context, HPWS was found to be positively related to trust and job satisfaction. Moreover, the results also revealed that HPWS mediated between guanxi and both trust and job satisfaction. Theoretical and practical implications are both discussed.     

Antecedents and outcomes of managing diversity in a UK context: test of a mediation model

Abstract

Extant research on diversity management (DM) has primarily examined the main effects of diversity management practices (DMP) on outcomes from an organizational perspective. Meta-analysis in this field corroborates the conclusion that this approach is unable to account for the outcomes of DM effectively. The current study extends the literature by examining micro-level antecedents of DMP. This study also examines the mediating influences of perception of overall justice (POJ) and social exchange with organization (SEWO) on the relationships between DMP and work outcomes of career satisfaction (CS) and turnover intention (TI). Results of data obtained from a cross section of 191 minority employees in UK revealed: (i) the reasons why organizations adopted and implemented DMP influenced employees’ outcomes of TI and CS; (ii) the relationship between DM and SEWO is mediated by POJ; (iii) SEWO relates to increased CS; and (iv) DMP related positively to CS through POJ and SEWO.     

An integrated artificial intelligence framework for public management

ABSTRACT

Artificial intelligence (AI) extends the limits of current performance in data processing and analysis many times over. Since this states a great improvement in managing public data, this conceptual study discusses the use of AI in public management structures in connection with their risks and side effects. The exercise of state power and public influence through intelligent machines make ethical and political guidelines essential for their operation, constituting the cornerstones of the AI framework model developed here. The organizational structure and technical specification are additional aspects of the AI that determine design and functionality of the framework model in practical application.     

Stimulating teachers’ team performance through team-oriented HR practices: the roles of affective team commitment and information processing

Abstract

Teams of teachers are increasingly held accountable for the quality of education and educational reforms in vocational education and training institutions. However, historically teachers have not been required to engage in deep-level collaboration, thus team-oriented HR practices are being used to promote teamworking in the sector. This paper examines the relationship between team-oriented HR practices and team performance in terms of innovation and efficiency via teachers’ affective team commitment and engagement in information processing. To examine these associations, a team-oriented HRM research instrument was developed and validated based on the ability-motivation-opportunity model (N = 970, 130 teams) and hypothesised associations were examined using multilevel structural equation modelling (N = 704, 70 teams). The results show positive relationships between the team-oriented HR practices of recruitment, team development, team evaluation and teamwork facilitation, and team innovation. Additionally, all practices except team development were positively related to team efficiency. The relationships between team-oriented HR practices and these team performance indicators were often partially or fully mediated by affective team commitment and information processing. Because affective team commitment and information processing sometimes only partially mediated the links between team-oriented HR practices and team performance, other underlying mechanisms await identification.     

Analysing mediating effects underlying the relationships between P–O fit,P–J fit,and organisational commitment

Abstract

Person–Organisation fit (P–O fit) and Person–Job fit (P–J fit) are important predictors of employees’ commitment to their organisations. Yet little is known about the underlying mediating variables that account for these relationships. Based on assumptions derived from Social Exchange Theory (SET) and Social Identity Theory (SIT), the present study predicts that the effects of P–J fit and P–O fit on employee commitment are mediated by job satisfaction and organisational identification, respectively. An online survey (N = 432 employees) was used to test the proposed relationships using a series of path models in AMOS. As expected, P–O fit and P–J fit are positively related to affective, normative, and continuance commitment, with P–O fit showing stronger effects than P–J fit. Organisational identification and job satisfaction completely mediate the effects of fit on the commitment facets. Evidence of differential effects for P–O fit and P–J fit suggest that different forms of fit operate in different ways to influence facets of organisational commitment. This knowledge can be helpful for advancing the integration of SIT and SET in the context of the employee–organisation relationship and for designing interventions to foster organisational commitment.     

External cooperation and entrepreneurial orientation in industrial clusters

ABSTRACT

The aim of this paper is to examine the relationship between external cooperation and entrepreneurial orientation (EO). This relationship is explored in cluster environment, wherein entrepreneurial organizations compete and cooperate simultaneously to pursue opportunities. The following hypothesis is tested: External cooperation is positively correlated with entrepreneurial orientation. The hypothesis is tested with a correlation analysis on a sample of 77 small-sized enterprises operating in the Malopolska region in Poland, wherein several clusters are active. Additionally, the regression analysis is conducted to examine the associations between inter-organizational cooperation and EO dimensions. The findings confirm that external cooperation is positively correlated with EO. This observation is confronted with a pro-competitive approach that is a constitutional element of the entrepreneurship concept. Moreover, the findings show that the correlation between external cooperation and a firm’s performance is stronger than between some other EO dimensions and performance. Additionally, the findings show the important role of relationships between organizations and their clients. In the paper, several remarks for development of the theory are discussed, including the need for incorporating inter-organizational cooperation into a set of entrepreneurial traits and reflecting it in entrepreneurial orientation scales. The findings confirm the importance of that direction of theory development that focuses on inter-organizational collaboration in the context of entrepreneurship.     

A metamodel approach towards self-determination theory: a study of New Zealand managers' organisational citizenship behaviours

The present study brings together the multiple dimensions of self-determination theory (SDT), the three facilitators (global aspirations, global motivation and mindfulness), the three needs (autonomy, competence and relatedness) and perceived autonomous support (PAS) towards the organisational citizenship behaviours (OCBs) of 386 New Zealand managers. SDT suggests that individuals with higher SDT dimensions will achieve greater motivation and well-being; however, few studies include more than one SDT dimension. The findings show that overall the majority of SDT dimensions were significantly correlated to OCB dimensions. Moderated regression analysis found that autonomous motivation was positively related to OCBs with controlled motivations negatively related to OCBs. PAS and most of the need satisfaction dimensions were also positively related to OCBs. Intrinsic aspirations were only related to OCBs individual. PAS was also tested as a moderator of SDT dimensions, and five significant interactions were found to influence OCBs individual and one to influence OCBs organisational. Overall, the highest levels of OCBs were reported by managers with higher than average PAS and those who rated highly on the SDT dimensions. This study provides strong and consistent support that SDT dimensions influence OCBs, and the consistent influence of PAS highlights the importance of workplace context.     

New Public Management and Citizens' Perceptions of Local Service Efficiency,Responsiveness, Equity and Effectiveness

Abstract

We examine the relationship between a range of new public management (NPM) practices and citizens' perceptions of service efficiency, responsiveness, equity and effectiveness in English local governments. We find that public–private relationships have a negative relationship with citizens' perceptions of all four dimensions of local service performance, but an entrepreneurial strategic orientation exhibits a positive association with all four. Performance management is also likely to positively influence rather than negatively influencing citizens' perceptions of local public services. Further analysis revealed that the impact of NPM practices varies according to the level of socio-economic disadvantage confronted by local governments.     

Debt Service Capacity Revisited

Abstract

Debt Service Capacity (DSC) is revisited within a new framework, i.e., Neural Networks (NN), an established method in the field of artificial intelligence (AI). A select group of traditional models that have been used to predict DSC is also reviewed and the logit approach is chosen for comparison with NN.

Ten measures (indices) are constructed as determinants of DSC. To keep the comparison simple, empirical applications of the two models are controlled by employing the same data sample and the same holdout and estimation groups in both models. A few drawbacks of the traditional approaches, especially the presence of multicollinearity, are pointed out. It is shown that when multicollinearity is present, the exponential of the coefficients cannot be explained as the odds ratio.

A number of tests and sensitivity analyses are performed to exhibit the attributes and the performance of the two models.     

Personality and salary at early career: the mediating effect of emotional intelligence

Abstract

This paper examines the role of emotional intelligence (EI) as a mediator in the relationship between salary at early career and personality. The longitudinal data was collected from a selected sample of 130 university graduates, who were in the early stages of their professional careers. The results of a path analysis indicated that salary was indirectly predicted by personality traits, as measured by the Big Five model. Salary was predicted by neuroticism (both positively and negatively), extraversion (positively), and openness (positively) via the EI dimensions following the causal chain: perception, understanding and emotional regulation. Our findings have suggested the advantages of using EI measures as a complement to more dispositional measures, such as ability or personality measures, for personnel selection and people development in organizations and have provided real practice with clear suggestions for improving HRM.     

Mapping the relationships between high-performance work systems,employee resilience and engagement: a study of the banking industry in China

Abstract

There is now growing interest in employee resilience in the organizational context and its contribution to organizational performance. However, little is known the extent to which high-performance work systems (HPWS) contributes towards enhancing employee’s resilience as well as their levels of engagement. This study examines the relationships among HPWS, employee resilience and engagement, using a sample of 2040 employees in the Chinese banking industry. Drawing on the job demands-resources model and strategic/high-performance human resource management theory, we develop three hypotheses to test the relationship between HPWS and employee resilience, resilience and employee engagement, and the mediating effect of resilience on the relationship between HPWS and engagement. All hypotheses are supported and suggest that HPWS can be used as a job resource to positively affect resilience and subsequently employee engagement. The key message of the paper is that employee resilience can be viewed as a set of skills and attributes that can be developed through the effective use of HPWS to benefit both individuals and the organization.     

The role of temporal focus,dispositional employability,and training on the perceived internal career prospects of talents

Abstract

In this paper, we study employability in the group of talented employees. We explore how employees’ temporal focus affects their dispositional employability and how dispositional employability influences their perceived internal career prospects. We also examine the moderating role of training perceived as developmental on the relationship between dispositional employability and perceived internal career prospects. Upon examination of these relationships within an organization that has a closed talent management approach, we find support for the hypothesized mediating and moderating relationships. Present and future focus were positively related to talents’ dispositional employability, which in turn increased their perception of career prospects in the current company. The latter relationship was stronger among talents who perceived that they had received training for more important positions than those who did not. The results advanced current knowledge of antecedents and outcomes of employability in the specific group of talents and shed light on the organizational practices that may help with talent retention.     

Trust in the supervisor and the development of employees’ social capital during organizational entry: a conservation of resources approach

Abstract

This article aims to understand how trust in the supervisor contributes to the development of employees’ social capital using Conservation of Resources theory as a theoretical framework and networking ability as an indicator of social capital development. We hypothesize that the relationship between newcomers’ trust in the supervisor and networking ability will be mediated by feedback seeking from the supervisor and moderated by emotional exhaustion. Based on a three-wave time-lagged study of newcomers (N = 224), we found trust in the supervisor to be indirectly and positively related to networking ability through the mediating influence of feedback seeking from the supervisor. In addition, feedback seeking interacted with emotional exhaustion in predicting networking ability such that it was more positively related to it at high levels of emotional exhaustion. The indirect relationship of trust to networking ability as mediated by feedback seeking was also stronger at high levels of emotional exhaustion. We discuss this study’s implications for our understanding of supervisors’ role and newcomers’ experience during entry, as well as for social capital research.     

A study of employee affective organizational commitment and retention in Pakistan: the roles of psychological contract breach and norms of reciprocity

Abstract

Social exchange theory and notions of reciprocity have long been assumed to explain the relationship between psychological contract breach and important employee outcomes. To date, however, there has been no explicit testing of these assumptions. This research, therefore, explores the mediating role of negative, generalized, and balanced reciprocity, in the relationships between psychological contract breach and employees’ affective organizational commitment and turnover intentions. A survey of 247 Pakistani employees of a large public university was analyzed using structural equation modeling and bootstrapping techniques, and provided excellent support for our model. As predicted, psychological contract breach was positively related to negative reciprocity norms and negatively related to generalized and balanced reciprocity norms. Negative and generalized (but not balanced) reciprocity were negatively and positively (respectively) related to employees’ affective organizational commitment and fully mediated the relationship between psychological contract breach and affective organizational commitment. Moreover, affective organizational commitment fully mediated the relationship between generalized and negative reciprocity and employees’ turnover intentions. Implications for theory and practice are discussed.     

Is Prestige Only Beneficial? A Cost of Perceived External Prestige Among Accounting Employees

Abstract

Perceived external prestige (PEP), which is an employee’s belief of how outsiders view his or her organization, has a positive effect on multiple employee job outcomes. However, we posit that PEP also carries costs that arise due to increases in the perception of coworker competitiveness that negatively affects some job outcomes. Prior research has not yet examined negative outcomes of PEP. Using structural equation modeling with survey data from a sample of 477 accounting professionals employed in public accounting firms, we find that PEP is negatively related to job satisfaction and positively related to turnover intentions through its relationship with perceptions of the competitiveness of coworker environment, thus documenting a cost of PEP. Overall, though, we find that the net effect of PEP on job outcomes remains positive. Additionally, we find these relationships hold with 383 accounting professionals in industry. Implications for research and practice are discussed.     

Stress and turnover intents in international organizations: social support and work–life balance as resources

Abstract

This study investigates whether work opportunities have an impact on stress and the related turnover intentions of employees working in intergovernmental international organizations (IOs). It contextualizes the job resources and demands model within IOs’ specific work conditions. The empirical test is based on original data from a survey administered in four major organizations of the United Nations system. Results demonstrate that social work opportunities and work–life balance are organizational levers reducing stress and willingness to quit for employees who are facing red tape or the stresses of being an expatriate. In this context, the relationships between these work opportunities and turnover intention are partially mediated by stress. Contextualized HR management propositions are made to help organizations coping with these management challenges.     

The relationship between newcomers’ emotional labor and service performance: the moderating roles of service training and mentoring functions

Abstract

Retaining newcomers and enhancing their service performance are critical issues for the human resource management and hospitality management fields. However, newcomers have just begun to learn the organizational display rules and often encounter more emotional problems than veteran employees. Thus, how organizations help the newcomers to manage their emotions in order to deliver better service is an important issue. Based on the Job Demands-Resources (JD-R) model, this study explores the relationship between newcomers’ emotional labor and service performance, and examines whether human resource practices such as service training and mentoring functions can moderate this association. We collected data from hospitality newcomers and their supervisors from 34 hotels. A total of 244 valid paired questionnaires were collected during two different time phases. The results of hierarchical regression analysis show that newcomers’ deep acting positively relates to service performance and service training can enhance this relationship. In addition, mentoring functions also differentially moderate the relationships between the two emotional labor strategies and service performance.     

The Strategic Effects of Information Technology on Organisational Performance in a Developing Environment

Abstract

The study examines empirically the relationships between information technology, organisational performance, and sectors. The effects of IT on the organisational performance are evaluated with respect to generic strategic opportunities obtained from IT. This relationship and to what extent companies in the two sectors, manufacturing and service sectors, utilise these opportunities are comparatively studied. The findings of the study have shown that the effects of information technology on organisational performance and the relationship between generic strategic opportunities and organisational performance are different in the manufacturing and the service sectors.     

Employee ambidexterity,high performance work systems and innovative work behaviour: How much balance do we need?

Abstract

This study examines whether and how innovative work behaviour is related to explorative and exploitative activities. Polynomial regression analyses are used to test the relationship between ambidexterity (being engaged in explorative and exploitative activities in equal amounts) and innovative work behaviour, as well as between specialisation (being engaged in either explorative or exploitative activities) and innovative work behaviour. Furthermore, we use moderated polynomial regression analyses to examine a possible moderating effect of high-performance work systems (HPWS) on these relationships. Results indicate that balance at a high level, as well as specialisation, are conducive to innovative work behaviour. A moderating effect of HPWS was not supported by our data.