Perception of organization's value support and perceived employability: insights from self-determination theory

Perceived employability (PE; i.e. the worker's perception about available job opportunities) is portrayed as the upcoming resource for workers and organizations. However, organizations might particularly want to stimulate perceptions of job opportunities on the internal labor market (i.e. internal PE). In contrast, they may be hesitant in stimulating perceptions of job opportunities on the external labor market (i.e. external PE), as this might foster workers' voluntary turnover. The contextual influences adding to these different types of PE are relatively unknown. Building upon self-determination theory, we argue that the organization's support of intrinsic (e.g. personal growth) and extrinsic (e.g. status) values may play a critical role. In line with expectations, the results reveal a positive association of the perceived organization's support of intrinsic work values and a negative association of the perceived extrinsic value support with internal PE, both in terms of a similar job (i.e. internal lateral PE) and a better job (i.e. internal upward PE). Unexpectedly, perceived organization's support of extrinsic values did not relate negatively to external PE. These results show that employers can invest in the workers' employability without disadvantaging the organization. To arrive at a flexible workforce, the support of intrinsic values is of key importance.     

Does the professionalism of management practices in nonprofits and for-profits affect job satisfaction?

This paper examines workers' satisfaction related to the level of professionalism of managerial practices in the French services sector. The data used are from the original survey conducted by the French Institute for Demographic Research and include both workers' responses on their satisfaction level, individual characteristics, job conditions, etc. and employers' responses on managerial practices implemented. We construct an index of workers' overall satisfaction and an index of ‘managerial professionalism’. In our model of workers' overall job satisfaction, the index of managerial practices is treated as an endogenous variable using two-stage least squares regressions. We show that the index of managerial practices is strongly and positively associated with workers' overall workplace satisfaction. Overall workplace satisfaction is found to be strongly associated with wages and individuals' perceptions about work environment. Finally, working in nonprofits is positively associated with greater overall job satisfaction.     

Employee work values and organizational attachment in North Mexican maquiladoras

Maquiladoras in Northern Mexico are currently plagued by low organizational attachment among production workers. Workers often feel little psychological commitment to their maquiladora, and turnover rates in the plants average about 10 per cent per month. In this study we examine the role that work values play in maquiladora workers' attachment to their organizations. An analysis of data from 227 production workers in two maquiladoras reveals that the upward-striving value (a desire continually to seek a higher-level job) is positively associated with turnover intentions and negatively associated with organizational commitment, while the social-status-of-job value (the perception that a good job merits respect) is positively associated with organizational commitment. The findings offer guidance to managers and management scholars attempting to understand and combat the organizational attachment problem in Northern Mexico.     

Does a sense of calling facilitate sustainability? Research on the influence of calling on employee green behavior

Organizations recently attach growing importance to sustainable development and green human resource management (GHRM), raising research interest in predicting employee green behavior (EGB). However, the potential linkage between a sense of calling and EGB is neglected. This research fills the void by examining whether, how, and when calling predicts EGB. Drawing upon self-determination theory, we argue that by satisfying three basic psychological needs (i.e., autonomy, competence, and relatedness), a sense of calling enhances employees' prosocial motivation, which in turn promotes EGB. We further propose that calling predicts EGB more effectively for less conscientious employees. We conducted two field surveys to test the hypotheses. Both Study 1 (N = 280) and Study 2 (N = 295) confirm that calling positively affects EGB through partial mediation of prosocial motivation and that conscientiousness negatively moderates the relationship between calling and prosocial motivation as well as the indirect effect. Theoretical contributions and practical implications are discussed.     

Gender and leadership: A criterion-focused review and research agenda

There is a large and growing body of work on gender on leadership, but this literature remains fragmented and incomplete, due in part to insufficient attention paid to nuances of the criterion variable of leadership. To provide a broader perspective on this literature, we draw upon Campbell, McCloy, Oppler, and Sager's (1993) theory of job performance as a framework to organize our review. First, we position gender as an indirect determinant of leadership and summarize prior work on (a) gender differences in leadership outcomes (i.e., emergence and effectiveness), (b) gender differences in leader behaviors, (c) gender differences in direct determinants of leader behaviors (i.e., declarative knowledge, skill, and motivation), and (d) potential mediated or indirect relationships between gender and these leadership criteria. Second, we explore gender as a moderator of both interpersonal (i.e., leader behaviors → leadership outcomes) and intrapersonal (i.e., direct determinants → leader behaviors) leadership processes. Throughout our review, we highlight new directions for future research to advance the study of gender and leadership.     

Accounting for personal disposition and organizational context: connecting role ambiguity,public service motivation,and whistle-blowing in federal agencies

Abstract

Organizational psychologists and HRM scholars have long argued that prosocial organizational behaviors enhance organizational performance. However, prosocial behaviors are motivated by both self-interested and altruistic intent. Moreover, some have recognized that the factors that encourage shifts between egoistically and altruistically motivated prosocial behaviors may result from inherent tensions between individual disposition and situational contexts. As such, this study draws from literature examining prosocial behavior to evaluate whether work situations with clear task expectations dampen the extent to which prosocial personal dispositions diminish egoistically motivated prosocial behavior. Findings from a series of structural equation models reveal that altruistic dispositional traits diminish egoistic motives for engaging in one specific prosocial behavior, whistle-blowing. However, findings also reveal that work situations characterized by clear task expectations dampen the negative effect of altruistic dispositions on egoistically motivated whistle-blowing. Our findings imply that managers can adjust organizational contexts to capitalize on the enhanced benefits resulting from altruistically motivated prosocial behaviors.     

How gender matters: A conceptual and process model for family-supportive supervisor behaviors

Work-family management has become a highly salient issue for organizations as the world of work experiences ongoing changes due to globalization, technological advances, and new challenges spurred by the COVID-19 pandemic. In the past decade or so, the concept of family-supportive supervisor behaviors (FSSB) has been recognized by management and organizational science scholars as an important resource for alleviating negative pressures related to work-family management. However, despite evidence suggesting organizations are heavily gendered (i.e., built upon and structured according to assumptions about gender) and that FSSB represent a set of gendered behaviors, the role of gender is largely missing from FSSB theorization. In addition, little is known regarding the antecedents of FSSB and the mechanisms responsible for the enactment or withholding of FSSB by supervisors. To address these gaps, we perform an interdisciplinary theoretical integration to develop a conceptual and process model of gendered antecedents of the FSSB decision-making process. We present theoretically driven propositions regarding how gender-related variables of the supervisory dyad influence both 1) if/how supervisors become aware of an FSSB opportunity, and 2) supervisors' FSSB decisions to enact, withhold, or neglect FSSB. We conclude with practical implications and opportunities for future FSSB research based on implications of our theoretical insights.     

Corporate carbon risk exposure,voluntary disclosure,and financial reporting quality

The study examines whether corporate carbon risk exposure is associated with financial reporting quality and whether voluntary carbon disclosure mediates the relationship. We analyze data drawn from firms traded on the Johannesburg Stock Exchange (JSE), for the period 2011 to 2015. We document robust evidence that firms with higher carbon risk exposure tend to provide financial statements of poorer quality (i.e., direct effect) and this association is partially mediated through voluntary carbon disclosure (i.e., indirect effect). The overall negative association between corporate carbon risk exposure and the firm's financial reporting quality is partly explained by the quality of voluntary carbon disclosure.     

The role of buyers justice in achieving socially sustainable global supply chains: A perspective of apparel suppliers and their workers

The absence of an effective public model (e.g., government regulations and law enforcement) in developing countries has driven clothing brands and retailers to rely on a private voluntary formal model (e.g., compliance and collaboration approaches) to manage suppliers' internal social issues (e.g., poor working conditions). However, this model has been recently criticised for falling short in addressing these issues as it overlooks their main root causes. In this study, we suggest that suppliers' internal social issues can be driven by buyers' unfair practices, and therefore, we propose and examine that buyers' justice can ensure suppliers' internal social performance. We further postulate and investigate that addressing these issues would result in advantages for buyers beyond traditional performance outcomes in the form of reduced supply operational risk. Based on a census of the 117 suppliers comprising the ready-made garment industry in a Middle Eastern country (Jordan), we received survey responses from 97 suppliers and their shop floor workers. The analysis revealed that only buyer’s distributive and procedural justice, but not interactional justice, are positively related to suppliers' internal social performance. We also found evidence that improving suppliers' internal social performance can diminish supply operational risk. This study contributes to the extant research by empirically investigating a new approach to handle the increase in suppliers' internal social issues in a developing country context. It also does by capturing suppliers' internal social performance from the workers' perspective and highlighting the role of improved suppliers' internal social performance on mitigating supply operational risk.     

Too much of a good thing: The interactive effects of cultural values and core job characteristics on hindrance stressors and employee performance outcomes

This study contributes to research on core job characteristics by examining when employees may perceive enriched jobs as a hindrance stressor and in turn may experience lower performance at work. Utilizing time-lagged data collected from a sample of 386 employee–coworker dyads and drawing on cognitive appraisal theory of stress and coping, we explore the mediating role of hindrance stressors on the relationship between core job characteristics and key employee performance outcomes (i.e., creativity, counterproductive work behaviors, in-role performance, and organizational citizenship behaviors) and the moderating roles of cultural values (i.e., power distance and uncertainty avoidance) in influencing this mediation. The results supported the hypotheses, providing evidence that the experience of hindrance stressors mediates the relationship between core job characteristics and job performance outcomes when employees score high on power distance and uncertainty avoidance cultural values, and not when their scores on these cultural values were low. Practical implications and future research are discussed.     

Predictors and processes of satisfaction with work–family balance: Examining the role of personal,work, and family resources and conflict and enrichment

Drawing from resource-based theories, we conduct two studies to investigate the unique and relative importance of personal (e.g., resilience, proactive health behaviors), work, and family resources (i.e., enriched job and family roles, work and family support) to balance satisfaction, and the mediating roles of conflict and enrichment. We test our hypotheses in Study 1 using a cross-sectional survey of 216 employees and in Study 2 using a time-lagged survey over 3 months with 220 employees. Across both studies, work and family resources (e.g., enriched job and family characteristics, work and family support) were positively related to balance satisfaction. In general, work resources were more relevant to balance satisfaction than were personal or family resources. In terms of processes, work resources relate to less work-to-family conflict and greater work-to-family enrichment which in turn, relate to greater balance. In contrast, the family-to-work directions of conflict and enrichment were just weakly related to balance. Across the two studies, findings regarding the role of personal resources were mixed. We discuss how these findings expand our understanding of work–family balance and the practical implications for human resource practitioners.     

The Use of Attendance Incentive Differentials for Managing Worker Shortages: A Study of Export Manufacturers in Global Supply Chains

Amidst frequent and consequential worker shortages, export manufacturers in developing economies use incentives to reward workers for perfect attendance each month. However, it is unclear to what extent the attendance incentive differentials observed between export manufacturers are shaped by both employers' and workers' interests. By applying prior pay setting theory in the context of evidence of when consequential worker shortages occur due to workers' pursuit of personal or professional interests during workdays, I develop a framework that explains export manufacturers' policy decisions on the incentive level to reward workers' perfect attendance. Hypotheses are tested using data on 104 export apparel manufacturing establishments in Sri Lanka. The findings imply that attendance incentive pay setting is shaped not only by export manufacturers' strategic interest in minimizing vulnerability to worker shortages but also by their understanding of workers' willingness to forgo personal/professional interests (e.g., time-off, alternative careers/jobs) to attend on every workday.     

Health and safety risks in Britain's workplaces: where are they and who controls them?

This is the first paper to identify the correlates of workplace managers' perceptions of the health and safety risks faced by workers and the degree to which workers have control over those risks. The risks that workers face and the control they have over those risks are weakly negatively correlated. Managerial risk ratings are positively associated with both injury and illness rates, but not with absence rates. The control rating is also positively associated with injury and illness rates, but it is negatively correlated with absence rates. Workers are more likely to be exposed to health and safety risks when their workplace is performing poorly and where it has been adversely affected by the recession. Union density is positively associated with risks but is not associated with workers' control over risks. Having on‐site worker representatives dealing with health and safety is linked to lower risks than direct consultation between management and employees over health and safety. However, there is no evidence that particular types of health and safety arrangement are related to workers' control over health and safety risks.     

Connecting strategic orientation,innovation strategy,and corporate sustainability: A model for sustainable development through stakeholder engagement

This paper aims to enhance our understanding of the relationship between organizations' strategic orientation (i.e., instrumental, equidistant, and stewardship) and their innovational strategy (i.e., organizational ambidexterity and open innovation), and this relationship's influence on their sustainability performance. We expected organizations' strategic orientation to influence their innovational strategy and exhibit better corporate sustainability. We focused on 12 different multinational organizations in the Eurozone and found that inbound open innovation acts as a driver for corporate sustainability while simultaneously positively enabling organizations to pursue both financial and social initiatives. After suggesting open innovation as a new corporate sustainability antecedent, we only found empirical evidence of inbound open innovation. However, we would suggest that if organizations incorporated outbound open innovation in their strategy, they could likely improve their corporate sustainability. Also, we found that achieving an equidistant or stewardship orientation paves the way for sustainability to become an integral part of an organization's innovational culture and actualizes the organization's strategic behavior. Our findings further contribute to a deeper understanding of organizations' characteristics as their sustainability commitment grows and as they move from an instrumental to a stewardship orientation and implement an open innovational strategy.     

Researching the crowd: Implications on philanthropic crowdfunding and donor characteristics during a pandemic

New online forms of giving have appeared next to more traditional ways like door-to-door collections. One of these new forms is philanthropic crowdfunding: donation- and reward-based crowdfunding. Crowdfunding is a promising method for mobilising and recruiting donors who may be unreachable via traditional methods. We analysed online giving via crowdfunding, focusing on donor characteristics and giving behaviour before and during the COVID-19 pandemic. Our analysis comprises survey research (n = 2125) observing giving behaviour on an individual level for both donors and non-donors. Our contributions are twofold. First, we report on the characteristics of donors who give to crowdfunding sources and in relation to donors who give via a door-to-door (i.e., ‘traditional’) collection focusing on micro- rather than macro-level data. Second, we compare the giving behaviour via crowdfunding with references to door-to-door collections before and during the COVID-19 pandemic. We show that the percentage of individuals supporting crowdfunding did not increase between 2018 (11%) and 2020 (12%). Regarding the amount, donors donated 13% higher amounts in 2020, but the difference was not significant. Regarding the characteristics of donors, we find that social media has a substantive role in giving via crowdfunding irrespective of other personal markers such as age, education, income, and gender, while this is not relevant in the case of door-to-door collection. Moreover, most people give to crowdfunding projects that are connected to an acquaintance, which signals that familiarity with the person initiating the crowdfunding projects plays a role. We conclude that crowdfunding, relative to more traditional giving, focuses more on informal giving than formal giving. Such an understanding requires different strategies and stimuli to increase giving via crowdfunding.     

Are high-performance work practices related to individually perceived stress? A job demands-resources perspective

This study investigates the relationship between high-performance work practices (HPWP) and individually perceived stress. Contrary to most past research, which evaluates HPWPs positively, this study emphasizes the potential downside of HPWPs, and suggests that some HPWPs are more strongly associated with enhanced stress than others. Drawing on the job demands-resources model, we differentiate between challenge demand HPWPs (i.e., performance evaluation systems, continuing education) and job resource HPWPs (i.e., flexible working hours, participation in decision-making). We then analyze 197 employees and their work environments, demonstrating that there is a positive relationship between challenge demands and individual stress among employees. Contrary to what we predicted, no empirical evidence indicates that the two analyzed job resources relate negatively to stress.     

Delivering Customer-Oriented Behaviour through Empowerment: An Empirical Test of HRM Assumptions

Organizational initiatives to strengthen customer orientation among front-line service workers abound, and have led many commentators to speak of the reconstitution of service work. These interventions rest on managers' assumptions about what engenders the desired customer-oriented behaviours among employees. We evaluate those assumptions in the context of a major change initiative in a supermarket firm. The logic of the programme mirrors key precepts in the contemporary management literature. These are that management behaviour, job design and values-based training can produce a sense of empowerment among employees, and that empowerment will generate prosocial customer-oriented behaviour. Using data from a large scale employee survey, we test the validity of those assumptions. Employees who perceived management behaviour in a positive light and who had participated in values-based training were more likely to feel empowered (i.e. to have internalized prosocial service values and to feel a sense of competence and autonomy on the job). Psychological empowerment was, in turn, positively related to the customer-oriented behaviour of workers. This study, therefore, provides support for key assumptions underlying HRM theory and practice in services.     

Institutional antecedents and performance consequences of employment security and career advancement practices: Evidence from the people's republic of China

In this study, we examine the provision of employment security and career advancement opportunities in firms of diverse institutional ownership and the impact of such practices on employee and firm outcomes. The sample included 478 state‐owned and non‐state‐owned firms (i.e., domestic private firms, Sino‐foreign joint ventures, and wholly‐foreign‐owned firms) in the People's Republic of China. We found that the provision of employment security was greater in state‐owned than in non‐state‐owned firms. The provision of career advancement opportunities in domestic private firms and Sino‐foreign joint ventures was similar to that in wholly foreign‐owned firms, but greater than that in state‐owned firms. The provision of career advancement opportunities was positively related to employee organizational commitment, citizenship behaviors, and firm performance. The provision of employment security was positively related to employee organizational commitment, but not to citizenship behaviors or firm performance. © 2008 Wiley Periodicals, Inc.     

The impact of litigation risk on the association between audit quality and auditor size: Evidence from China

We examine whether audit quality varies across different sizes of CPA firms under high or low auditor‐specific litigation risk exposure. We measure audit quality by the issuance of modified audit opinions and the audit fees charged to clients, and we use the organizational form of CPA firms as the proxy for auditors’ litigation risk exposure, where a partnership (limited liability) CPA firm represents a high (low) litigation risk exposure. Built on Choi, Kim, Liu, and Simunic's (2008) theoretical framework, we hypothesize that the litigation risk exposure of CPA firm moderates the association between auditor size and audit quality. Our results show that when the auditor's liability is capped (i.e., registered as a limited liability form of CPA firm), larger size CPA firms are associated with higher audit quality when compared to smaller size CPA firms. However, this positive association between auditor size and audit quality disappears for audit firms that are subject to high litigation risk exposures (i.e., registered as a partnership form of CPA firm). Our research provides new insights on the impact of auditor‐specific litigation risks on the relation between audit quality and auditor size. In particular, we show that only when auditor‐specific litigation risk is limited, do large CPA firms appear to perform higher quality audits than small CPA firms.