Employee–organization exchange and employee creativity: a motivational perspective

Abstract

A critical omission in employee creativity literature is lack of a clear understanding of why and how employee–organization exchange (EOX) affects employee creativity. We collected three-phrase data from 384 employees working with 64 supervisors in Guangdong Province, China. Results of Mplus (using design-based modeling approach) suggest that (i) need satisfaction mediates the EOX-creativity relationship, (ii) leader-member exchange (LMX) enhances the positive EOX-need satisfaction relationship, (iii) creative self-efficacy (CSE) neutralizes the positive need satisfaction-creativity relationship, and (iv) the indirect effect of EOX on creativity via need satisfaction is stronger for employees with high quality LMX and with low CSE. Using inducement-contribution framework, the study integrates social exchange and self-determination theories to explicate the mediating role of need satisfaction in the EOX-creativity relationship. Further, the study contributes to the understanding of the EOX-creativity relationship by examining the boundary conditions of LMX (as a synergistic enhancer) in the first stage and CSE (as a neutralizer that diminishes gains) in the second stage of indirect effect.     

Effects of work–family and family–work conflicts on flexible work arrangements demand: a gender role perspective

In recent years, a growing number of firms have adopted flexible work arrangements (FWAs) to help managers balance their work–family demands. Based on a sample of 1336 married managers in Korea, we found that work–family conflict increased the FWAs demand more for female managers than for male managers. When facing work–family conflict, the absence of family-supportive supervision increased the demand for FWAs, particularly among female managers. No such effect was found for family–work conflict. In addition, having a female supervisor led to an increased demand for FWAs from company managers. These results suggest that firms should pay close attention to gender difference and supervisory roles in predicting the demand for FWAs to alleviate work–family conflicts.     

Impact of individual coping strategies and organisational work–life balance programmes on Australian employee well-being

This paper examines several individual coping strategies and employees' perception of organisational provision of work–life balance (WLB) programmes with a sample of 700 Australian employees. The combined effects of individual coping strategies and organisational provision of WLB programmes on employee affective well-being are examined, using structural equation modelling. Results indicate that individuals with positive attitudes and life coping strategies were more capable of achieving overall well-being. Both monetary- and non-monetary-based organisational WLB provision had no direct association with employee well-being, but had indirect effects via individual coping strategies to help employees achieve better well-being. Employee well-being was found to have a stronger association with individual effort than organisational deliberation in providing WLB programmes. Theoretical and practical implications of these study outcomes are discussed.     

Job rotation and employee performance – evidence from a longitudinal study in the financial services industry

Job rotation, i.e. a lateral transfer of an employee between jobs within a company, is frequently used as a means to develop employees, learn about their abilities as well as to motivate them. We investigate the determinants and performance effects of job rotation empirically by analyzing a large panel data-set covering the German banking and financial services sector. In particular, we study (i) how prior individual performance affects the propensity to rotate and (ii) how performance changes after the rotation. We find that while both, low- and high-performers rotate, lateral moves are more frequent among low performers. However, those having been rotated between jobs achieve a higher performance in subsequent years as compared to other non-rotating employees in a comparable position. Interestingly, this effect is driven by high performers, whereas for low performers, we find no significant relationship between job rotation and future performance. The results thus suggest that firms should focus their job rotation programs on high performers and should not expect that low performers achieve performance gains when being rotated to a different function.     

Looking beyond HRM practices in enhancing employee retention in BPOs: focus on employee–organisation value fit

This paper argues that the effectiveness of HRM practices in tackling employee retention can be enhanced by improving the compatibility between employee and organisational values. We test our hypothesis using structural equation modelling on a sample of 258 employees in business process outsourcing (BPO) firms in the Philippines. The results show that the fit between employee and organisation values positively and partially mediates the effects of HRM practices on employee retention. However, employee–organisation value clash in US-owned BPOs was found to have a negative effect on employee retention. Because employees are less likely to leave when they share similar values as their organisations, HRM practices can be used strategically to improve the employee–organisation value fit to improve retention. The implications of the findings for HR managers of BPOs in developing countries are fully discussed.     

The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes

Finding a balance between work and home continues to be a challenge for many employees. The influence of work–family conflict both from work interfering with family (WIF) and from family interfering with work (FIW) on employee outcomes is not well understood. Although substantial empirical research supports the general view that work–family conflict results from employees having conflicting roles, many previous studies examine work–family conflict and outcomes in the same, or ‘matching’ domains. Some studies on work conflict also have found cross domain outcomes that are largely unexplained. This research addresses this gap in the field by developing and testing the hypothesis that cross domain relationships will be mediated by conflict in the matching domains. Specifically, this study proposes that WIF mediates the relationship between FIW and four employee work outcomes (job satisfaction, organizational commitment, organizational citizenship behavior and task performance), and that FIW mediates the relationship between WIF and life satisfaction. This research also examines the moderating role of gender on the relationships while controlling for age and family status. The results of this study using a sample of 435 full time employees in the US provide support for most of the hypothesized relationships. The theoretical and practical implications of these findings are discussed.     

Vertical disintegration and training: evidence from a matched employer–employee survey

The mechanism through which outsourcing favourably impacts on workplace performance, particularly productivity, is still unclear. I explore the hypothesis that it does so by impacting workers?? training. I use AWIRS-1995, a matched employer?Cemployee survey that reports ample information on the extent of technology and organizational change in Australian workplaces. I find that there is a positive and significant impact of outsourcing on training when I do not control for the correlation between ununobservable factors in these two binary outcomes. However, once I control for this correlation using a bivariate probit estimator, the training impact of outsourcing becomes negative. I then assess the sensitivity of the outsourcing effect to endogeneity by using the method advocated by Altonji et?al. (J Polit Econ 113(1):151?C184, 2005) to find that this latter result persists even in the presence of a low correlation between unobservables.     

Impact of high-speed railway on urban resilience in China: Does urban innovation matter?

Based on calculating the urban resilience index from five aspects of economy, society, institutions, infrastructure, and ecology by adopting the entropy method, this study applies the time-varying DID model to systematically examine HSR's impact on China's urban resilience, on basis of which its heterogeneities and the mediating effect of urban innovation are also quantified. The findings reveal that: (1) HSR can significantly promote China's urban resilience, as supported by various robustness tests. (2) HSR can significantly improve economic and institution resilience of cities, but does not play a significant role on social resilience and infrastructure resilience, and has a negative effect on ecological resilience. (3) The driving effects of HSR on the resilience of core cities, large cities, and non-resource-based cities are more significant. (4) Urban innovation is an important channel through which HSR impacts urban resilience. The conclusions of this study can offer useful insights for China's future HSR planning and resilient cities construction.     

Person–organization fit and employee outcomes: test of a social exchange model

Data obtained from subordinate–supervisor dyads (N = 314) of a large manufacturing company in South Korea were used to test a moderated mediation model of the processes linking person–organization (P–O) fit and employee work attitudes and behaviors. The results revealed that the influence of P–O fit on work attitudes and behaviors was indirect through perceived social exchange with organization. In addition, the relationship between P–O fit and perceived social exchange with organization was moderated by leader–member exchange (LMX) quality. Specifically, a high-quality LMX enhanced the positive effects of P–O fit on perceived social exchange with organization.     

Supply organizations in North America: A 24 year perspective on roles and responsibilities 1987–2011

The recent completion of a major survey of 249 large North American supply organizations in 2011 permits a longitudinal perspective on supply roles and responsibilities over a 24 year period. The latest survey complements three earlier CAPS studies in 1987, 1995 and 2003, thereby providing a valuable opportunity to examine trends and changes over time. Data was collected from 112 firms that responded in 2003 and 2011, which included 53 firms that responded in 1995, 2003 and 2011 and 24 firms that responded to all four surveys. Major areas of investigation included supply organizational structure, purchase category and supply chain responsibilities, supply involvement in major corporate activities, teams, and CPO reporting line, title and background. Findings indicate that the pace of organizational change remains high, which can represent significant challenges for supply executives. Cluster analysis was used to assess the relationship between supply organizational changes and firm performance. Firms in the “underperforming” category more frequently changed their supply organizational structure, and these changes were more likely directed towards greater centralization, compared to the “growing” and “profitable” clusters. Findings provide important implications for supply executives and opportunities for future research are also identified.     

Professionals' supervisor–subordinate relationships,autonomy and commitment in Australia: a leader–member exchange theory perspective

This article used leader–member exchange theory as a lens for comparing the impact of the supervisor–subordinate relationship on two types of professionals' perceptions of autonomy, and in turn upon their affective commitment. The reason for examining autonomy is because a characteristic of being a professional is having autonomy; however, we argued that such perceptions are affected by the quality of the supervisor–subordinate relationship. The findings confirmed this argument, although the trend was stronger for engineers than for nurses. Using the ordinary least square procedure, the goodness of fit of the model identified that supervision and autonomy accounted for approximately a third of the variance for engineers' levels of affective commitment and a fifth of the variance for nurses. That is, the impact of supervision practices was stronger on autonomy and commitment for engineers than for nurses in Australia. Moreover, statistically, the two groups of professionals were similar in their perceptions of the quality of their supervisor–subordinate relationship as well as in their perceptions of autonomy, and the qualitative findings supported similar factors impacting upon their perceptions. The only significant difference between the two groups was in their levels of affective commitment. The implications of these results include the need for those managing professionals to consider ways of improving workplace supervisor–subordinate relationships because of the impact upon perceived autonomy as well as commitment to their organisation, and hence the retention of such professionals.     

Job characteristics,work–home interference and burnout: testing a structural model in the South African context

The aim of this study was to test a structural model that included job demands and job resources, negative work–home interference (WHI) and burnout (exhaustion, cognitive weariness and cynicism). A cross-sectional survey design was used. Random samples (n = 330) were taken of workers employed in the earthmoving industry in eight provinces of South Africa. Job characteristics (including job pressure, job control and job support) were measured by items that were adapted from the Job Content Questionnaire and a validated questionnaire on experience and evaluation of work. The Survey Work–Home Interaction – Nijmegen was used to measure negative WHI, while the Maslach Burnout Inventory-General Survey and cognitive weariness scale were administered to measure exhaustion, cognitive weariness and cynicism. Structural equation modelling with Amos showed that job demands (e.g. job pressure) and job resources (job control, supervisor support and colleague support) contributed to negative WHI. Negative WHI mediated the relationship between job demands and burnout and partially mediated between job resources and burnout.     

Developing key human resources in China: an assessment of University Management Schools in Beijing,Shanghai and Tianjin in the decade 1979–88

This article focuses on differences and dynamics with respect to the organization of learning at work. It starts with a reflection on actual research perspectives on the subject of training in organizations. Four perspectives, which are currently dominant in the educational and social sciences, will be discussed: the structure-oriented approach, the system-oriented approach, the actor-oriented approach and the network approach. The network approach is a particularly promising new development in training research. We will elaborate this approach here and illustrate its potential by applying it to the analysis of training systems in two different types of organizations: bureaucratic and professional organizations. Data from recent case studies demonstrate that these types of organizations show remarkable differences with respect to the basic processes of their training systems: the shaping of training policies, the development of training programmes and the execution of training activities. In practice, training systems are much more organization-specific than training literature usually suggests. A network approach to training can provide a better understanding of the backgrounds of this organizational variety.     

Associations between perceived employability,employee well-being,and its contribution to organizational success: a matter of psychological contracts?

We investigated interactions between perceived employability and employees' perceptions about psychological contract obligations made by the employer in relation to life and job satisfaction, self-rated performance, and turnover intention. We hypothesized that perceived employability relates positively to job satisfaction, life satisfaction, and self-rated performance and negatively to turnover intention under the condition of many promises. Conversely, perceived employability relates negatively to job satisfaction, life satisfaction, and self-rated performance and positively to turnover intention under the condition of few promises. Analyses using a sample of 463 workers from seven Belgian organizations showed that perceived employability was positively related to all outcomes except job satisfaction. The number of promises was positively related to job and life satisfaction, and to self-rated performance, and negatively to turnover intention. Contradictory to our expectations, with the exception of turnover intention, the relationships between perceived employability and the outcomes were relatively stronger and positive under the condition of few promises compared with many promises.     

Running on the spot? A review of twenty years of research on the management of human resources in comparative and international perspective

Research using a comparative and international perspective on the management of human resources is examined, drawing on articles published in leading human resource management, management/organizational behaviour and related social science journals between 1977 and 1997. In total a little under 2 per cent of the articles under review focused on the management of human resources in a comparative and international perspective. The largest group of these articles was comparative in nature (44 per cent), followed by those with an international perspective (35 per cent). A smaller number adopted a combined approach (17 per cent) and a few were separately classified as foreign national studies (4 per cent). Over time, there has been some progress made in terms of the number of articles published and the scope of topics covered. However, many of the articles displayed similar shortcomings to those noted in earlier reviews of cross-national management/organization studies: in particular, an over-reliance on a small number of primarily Anglo-Saxon countries, a lack of a longitudinal perspective, a loose specification of culture, an ethnocentric bias and a frequent failure to explain observed differences and similarities.     

The integration–differentiation puzzle: a resource-capability perspective in international human resource management

This paper is concerned with the management of the human resource agenda in international business. It begins by examining the critical question of how to balance the organizational need for co-ordination and control (integration) at the centre and the increasing pressures for sensitivity and flexibility (differentiation) at the subsidiary or unit level. A resource-capability (RC) view is then offered to re-examine the integration–differentiation (IN–DI) debate, proposing how firms might resolve some of the dilemmas inherent in IN–Dl decisions by cultivating their stock of knowledge and expertise. This perspective also enables us to assess the underlying paradigmatic foundation upon which strategic decisions in international human resource management are based.     

International assignments: is there a role for gender and race in decisions?

The authors argue that international managers and researchers need to avoid an ostrich-like attitude of ‘gender and race blindness’ when dealing with diversity in the workforce. This issue is addressed specifically in the case of international assignments. The paper draws on previous studies investigating gender, race and international assignment, and considers a sample of regulations pertaining to gender and race in the context of international assignment decisions. The authors present the results of a preliminary study focusing specifically on the interplay of these variables. Based on the issues discussed, the authors examine selection, preparation and support activities as important avenues for meaningfully incorporating gender and race into the international assignment process.     

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 impact of VIX on China’s financial market: A new perspective based on high-dimensional and time-varying methods

Based on the new perspective of high-dimensional and time-varying methods, this paper analyzes the contagion effects of US financial market volatility on China’s nine financial sub-markets. The results show evidence of non-linear Granger causality from the US financial volatility (VIX) to the China’s financial markets. Increased US financial volatility has a negative next-day impact on the stock, bond, fund, interest rate, foreign exchange, industrial product and agricultural product markets, and a positive next-day impact on the gold and real estate markets. US financial volatility has the greatest impact on industrial product market, following by stock, agricultural product, fund, real estate, bond, gold, foreign exchange, and interest rates. Major risk events such as the global financial crisis can cause an enhanced contagion effect of US financial volatility to China's financial markets. This paper supports the achievements of China's actions to prevent and resolve major financial risks in the period of the COVID-19 epidemic.     

Work–family conflicts and job attitudes of single women: a developing country perspective

This study addresses work–family conflicts and job attitudes of white-collar single women and the ensuing work-related attitudes in a developing country context. After an overview of gender roles in Arab society, several hypotheses were advanced and tested. Although married females reported higher family–work conflicts than single females, the latter group faced a host of strains, which are presented and analyzed. Despite being educated, single females were underpaid and their upward mobility seemed to be significantly hampered. They reported lower job satisfactions and had high intentions to leave their organization. Implications for further research and practice are discussed.