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Personnel Review

Publisher:
Emerald Group Publishing Limited
Emerald Publishing
ISSN:
0048-3486
Scimago Journal Rank:
77
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Overcoming organizational politics with tenacity and passion for work: benefits for helping behaviors

De Clercq, Dirk; Shu, Chengli; Gu, Menglei

2023 Personnel Review

doi: 10.1108/pr-09-2020-0699

This study unpacks the relationship between employees' perceptions of organizational politics and their helping behavior, by explicating a mediating role of employees' affective commitment and moderating roles of their tenacity and passion for work.Design/methodology/approachQuantitative survey data were collected from 476 employees, through Amazon Mechanical Turk.FindingsBeliefs that the organizational climate is predicated on self-serving behaviors diminish helping behaviors, and this effect arises because employees become less emotionally attached to their organization. This mediating role of affective commitment is less salient to the extent that employees persevere in the face of challenges and feel passionate about working hard.Practical implicationsFor human resource managers, this study pinpoints a lack of positive organization-oriented energy as a key mechanism by which perceptions about a negative political climate steer employees away from assisting organizational colleagues on a voluntary basis. They can contain this mechanism by ensuring that employees are equipped with energy-boosting personal resources.Originality/valueThis study addresses employees' highly salient emotional reactions to organizational politics and pinpoints the critical function of affective commitment for explaining the escalation of perceived organizational politics into diminished helping behavior. It also identifies buffering effects linked to two pertinent personal resources.
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How and when does humble leadership enhance newcomer well-being

Kang, Fei; Li, Jiyu; Hua, Yuanyuan

2023 Personnel Review

doi: 10.1108/pr-01-2021-0019

Many studies have examined the positive outcomes of humble leadership for employees. However, its impact on newcomers' well-being has been rarely investigated. In this paper, based on affective events theory and the broaden-and-build theory of positive emotions, the authors proposed a moderated mediation model to explore the effect of humble leadership on newcomer well-being. In the model, we identified newcomers' pride as a mediating variable and newcomers' proactive personality as a moderating variable.Design/methodology/approachThe data were from a two-wave sample containing 213 newcomers. The hypothesized model was tested using partial least squares structural equational modeling.FindingsThe results demonstrated that humble leadership was positively related to newcomers' well-being, and newcomers' pride medicated this relationship. Additionally, newcomers' proactive personality moderated the relationship between humble leadership and newcomers' pride.Research limitations/implicationsThe authors adopted a cross-sectional research design, rendering it difficult to derive causal relationships between variables. In addition, all data were from self-reports of newcomers which would suffer from common method variance.Originality/valueThis research examined the role of humble leadership in promoting newcomers' pride and well-being.
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Understanding the development of a common social identity between expatriates and host country nationals

Mumtaz, Sana; Nadeem, Sadia

2023 Personnel Review

doi: 10.1108/pr-07-2021-0535

This article examines the impact of expatriates' interaction adjustment and conducive work environment (i.e. trust, shared vision and intercultural communication) on the development of a common social identity between expatriates and host country nationals (HCNs) using the social identity theory (SIT). It also investigates whether increased trust, shared vision and intercultural communication mediate the relationship between expatriates' interaction adjustment and development of a common social identity.Design/methodology/approach Dyadic data were collected from 93 Chinese expatriates and 239 Pakistani HCNs using a three-wave time-lag design. A multilevel model was estimated using Bayesian estimation technique in the Mplus software.Findings Empirical evidence suggests an inverse relationship between expatriates' interaction adjustment and the development of a common social identity between expatriates and HCNs. Further, trust and intercultural communication led to a positive impact on the group memberships between expatriates and HCNs. However, no support was found regarding the mediating role of trust, shared vision and intercultural communication in this empirical research.Originality/value The existing literature focuses mainly on change experiences of expatriates during international assignments. However, the current study goes beyond this and investigates the individualized change experiences of HCNs. Further, empirical evidence in this research found a negative relationship between expatriates' interaction adjustment and the development of a common social identity between expatriates and HCNs, which needs to be examined further.
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Cultivating organizational attraction: a resource view on psychological contracts of career development among interns

Cao, Yinyin; Lee, Junghyun; Waung, Marie

2023 Personnel Review

doi: 10.1108/pr-04-2021-0301

The purpose of this study is to examine the relationship between psychological contracts and subsequent internship outcomes, with a specific focus on employer obligations with regard to career development. The study also examines the potential moderating role of person–organization (P–O) fit.Design/methodology/approachOnline surveys were administered to 196 college students both prior to and upon completing their summer internships. Moderated mediation analyses were performed following Hayes (2018).FindingsThe results show that employer fulfillment of career development is positively associated with organizational attractiveness, as mediated by intern skill acquisition. In addition, high levels of P-O fit ameliorated low developmental situations, with high P-O fit resulting in stronger attraction to the organization than low P-O fit.Practical implicationsThe study underlines the importance of career development and the associated attainment of instrumental resources in the psychological contract process between organizations and interns. For the former, the provision of career development may increase interns' attraction to the organization. For interns, such opportunities can enhance skill acquisition, with differential effects for those with high and low P-O fit.Originality/valueThis study is the first to provide an empirical assessment of the instrumental outcomes of psychological contract fulfillment with regard to career development prior to formal organizational entry. It further sheds light on the interactive effect of skill acquisition and P-O fit in predicting individual perceptions of the organization.
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Innovative work behaviour: the what, where, who, how and when

Farrukh, Muhammad; Meng, Fanchen; Raza, Ali; Wu, Yihua

2023 Personnel Review

doi: 10.1108/pr-11-2020-0854

This study aims to analyse the current trends and set the future research agenda in employee-level innovative work behaviour (IWB) research.Design/methodology/approachA portfolio of 910 publications on IWB collected from the Scopus database was systematically analysed using different bibliometric techniques.FindingsBased on the performance analysis and science mapping of innovative work behaviour research, the study identifies the most prolific sources of IWB publications and lists several future research directions.Originality/valueThis paper could serve as one-stop information that may facilitate transdisciplinary endeavours by assisting scholars and practitioners in identifying peer-recognised publications and scholarly communities.
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Dead-end jobs or steppingstones? Precarious work in Albania

Drishti, Elvisa; Carmichael, Fiona

2023 Personnel Review

doi: 10.1108/pr-04-2021-0275

This study asks whether lower quality forms of employment lead to career transitions into higher quality forms of employment acting as steppingstones, or bridges or, whether instead they lead to dead-ends, or traps, in which workers move between unstable jobs with low prospects for upward mobility and unemployment.Design/methodology/approach This study uses a unique longitudinal dataset recording monthly employment states over 3 years for 373 individuals in the Albanian city of Shkoder. The analysis uses sequence and regression analysis to investigate whether people employed in lower quality, more precarious jobs remain in these kinds of jobs or instead are able to transition into higher quality, permanent and full-time employment.Findings In line with previous evidence for the region, the analysis confirms the precarization of many working lives particularly for women, young people and those with lower educational attainment. This evidence is more supportive of the dead-end hypothesis than the idea that a lower quality job can be a steppingstone into a better job.Originality/value This study contributes to the limited knowledge of labour market functioning in developing post-socialist Western Balkans countries. Recent flexicurity policies have generated an increased prevalence of more precarious employment arrangements in Albania. This investigation addresses previous research limitations regarding point-in-time transitions and unobserved heterogeneity using retrospective longitudinal data and controlling for personality traits.
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Stakeholder engagement in inclusive employability management for employees whose health at work is impaired: empirical evidence from a French public organisation

Guillaume, Myriam; Loufrani-Fedida, Sabrina

2023 Personnel Review

doi: 10.1108/pr-06-2021-0404

This paper identifies the stakeholders engaged in inclusive employability management for employees whose health at work is impaired and examines how different mechanisms can be used to engage these stakeholders. The paper aims to explore the link between stakeholder engagement and inclusive employability management.Design/methodology/approachThe empirical study uses a qualitative approach to mobilise a case study in a French public organisation. Data collection combines four sources: 50 individual interviews, informal dialogues, 39 days of observations and 43 documents.FindingsThe findings provide insights into the management of inclusive employability for vulnerable employees and reveal the multiplicity of stakeholders involved. Institutional, organisational and individual mechanisms are used to engage stakeholders in employability management for vulnerable employees. Furthermore, the implementation of inclusive structural and operational mechanisms promotes a policy that favours employability management. However, stakeholders are also faced with institutional, organisational and individual difficulties that limit their engagement.Practical implicationsThe findings have the potential to inform organisational stakeholders – human resources management (HRM) and managerial stakeholders in particular – of the support needed for employability management. The findings emphasise the value of ensuring that employability management policies and practices promote the full integration of vulnerable employees.Originality/valueThe research fills an important gap in the HRM literature on managing employability for vulnerable employees. In doing so, the study makes a specific contribution to the literature on organisational inclusion with employability management. Our research contributes to extant knowledge of stakeholder engagement by including a bottom-up dimension to facilitate stakeholder engagement.
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A cross-industry comparison of how women leaders experience gender bias

Stephenson, Amber L.; Dzubinski, Leanne M.; Diehl, Amy B.

2023 Personnel Review

doi: 10.1108/pr-02-2021-0091

This paper compares how women leaders in four US industries–higher education, faith-based non-profits, healthcare and law–experience 15 aspects of gender bias.Design/methodology/approachThis study used convergent mixed methods to collect data from 1,606 participants. It included quantitative assessment of a validated gender bias scale and qualitative content analysis of open-ended responses.FindingsResults suggest that, while gender bias is prevalent in all four industries, differences exist. Participants in higher education experienced fewer aspects of gender bias than the other three industries related to male culture, exclusion, self-limited aspirations, lack of sponsorship and lack of acknowledgement. The faith-based sample reported the highest level of two-person career structure but the lowest levels of queen bee syndrome, workplace harassment and salary inequality. Healthcare tended towards the middle, reporting higher scores than one industry and lower than another while participants working in law experienced more gender bias than the other three industries pertaining to exclusion and workplace harassment. Healthcare and law were the two industries with the most similar experiences of bias.Originality/valueThis research contributes to human resource management (HRM) literature by advancing understanding of how 15 different gender bias variables manifest differently for women leaders in various industry contexts and by providing HRM leaders with practical steps to create equitable organizational cultures.
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What sort of collective bargaining is emerging in Nigeria?

Opute, John Ebinum; Mahmoud, Ali B.

2023 Personnel Review

doi: 10.1108/pr-12-2020-0872

Nigeria is experiencing an expanding variety of what is termed collective bargaining, which is being propelled by socio-economic challenges and the emerging political dispensation that had long eluded the country, albeit the numerous contours needing some pragmatic approaches from the state, employers of labour and the trade unions at the local and national levels. Therefore, this study represents an attempt to illustrate the rising collective bargaining pattern in Nigeria.Design/methodology/approach This study drew on employee and employer sectoral associations examples together with labour union structures of the state to assess what underlined collective bargaining developments from the broad context of collective bargaining and the industrial relations implications. Content analysis was employed to analyse the secondary data (found in relevant company handbooks, policies, collective agreements, etc.) and primary data obtained through unstructured interviews.FindingsA form of collective bargaining is emerging where the trade unions are embracing symbiotic agreements at plant levels to improve conditions of employment and thus weakening the hold of the national union from collective bargaining – a move that may challenge the conceptual framework of collective bargaining as conceived by many states in developing economies.Originality/valueThis is an investigative paper, carefully trailing the framework of collective bargaining from direct contacts with all stakeholders in the labour corridors of Nigeria – such as the Nigeria Labour Congress, Nigeria Employers’ Consultative Association, Chemical and Non-Metallic Products Employer's Federation, Metal Products Workers Union of Nigeria and Personnel Practitioners, cutting across all the segments of the political and economic development of the country.
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A moderated mediation model of counterproductive work behaviour, organisational justice, organisational embeddedness and psychological ownership

Mehmood, Sultan Adal; Malik, Abdur Rahman; Nadarajah, Devika; Saood Akhtar, Muhammad

2023 Personnel Review

doi: 10.1108/pr-05-2021-0330

This study aimed to investigate the mechanisms through which organisational justice influences counterproductive work behaviour (CWB). This relationship was explained using a moderated mediation model where organisational embeddedness is a mediator between organisational justice and CWB, while psychological ownership (for the organisation) is a moderator of the relationship between organisational embeddedness and CWB. The conservation of resources (COR) theory was used as the underpinning theory to explain the interrelationships among the constructs.Design/methodology/approachData were collected by administering a quantitative cross-sectional survey to employees of Punjab Police, a large public sector, law enforcement organisation in Pakistan. The study model was analysed using PLS-SEM to address the treatment of higher-order reflective-formative constructs.FindingsThe results showed that organisational justice is positively related to organisational embeddedness, while organisational embeddedness is negatively related to CWB. Organisational embeddedness was found to play a significant role in mediating the negative effects of organisational justice on CWB. Also, psychological ownership moderated the influence of organisational embeddedness on CWB in an interesting fashion. CWB was the highest when both embeddedness and ownership were low; however, CWB was not the lowest when both embeddedness and ownership were high.Research limitations/implicationsReliance on self-report data, not accounting for the community embeddedness and discounting the differential effects of justice dimensions are some of the limitations of the present study. Despite these limitations, this study offers valuable insights into how the occurrence of CWB can be minimised. That is, apart from providing a work environment based on fair procedures and policies, it is critically important to manage the perceptions of embeddedness and psychological ownership of employees.Originality/valueAlthough numerous researchers have studied the link between organisational justice and CWB, few have explored the roles of organisational embeddedness and psychological ownership in this relationship. This study thus posits a novel moderated mediation mechanism, based on the COR theory, through which organisational justice is translated into CWB. Moreover, this study adds value by investigating this model in the police force context, where justice and CWB have important consequences.
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