Personnel Review

Wang, Mei-Ling; Lee, Ming-Chi; Mao, Hsiao-Yen

2024 Personnel Review

doi: 10.1108/pr-09-2021-0673

By utilizing boundary theory and distraction–conflict theory, this study attempted to examine the influential process of supportive teleworking practices granting work scheduling autonomy on work-to-family conflict (WFC) via the mediating mechanism of work interruption initiated from home.Design/methodology/approachThe study conducted two-wave online questionnaire survey to obtain a final sample of 277 remote knowledge workers in Taiwan during the peak period of COVID-19 pandemic. Hypotheses were tested with partial least squares-structural equation modelling using SmartPLS 3.0 software.FindingsThe results revealed that supportive teleworking practices did not directly decrease the level of WFC while home-sourced work interruptions fully mediated the negative relationship between supportive teleworking practices and WFC.Originality/valueThis provides a more nuanced explanation for how and why supportive teleworking practices are beneficial for employees to cope with the challenge of work–home interferences under the new ways of working. The findings simultaneously address evidence-based practices to better deal with mandatory teleworking during potential societal crisis beyond the COVID-19 pandemic.

Richards, David A.; Albert, Lumina S.; Schat, Aaron C.H.

2024 Personnel Review

doi: 10.1108/pr-08-2022-0537

This paper aims to examine how individuals' attachment dispositions relate to interactional justice perceptions, how work stressors moderate this association, and how together they associate with attitudes (satisfaction, turnover intention, commitment) and citizenship behaviors at work.Design/methodology/approachSurvey data were used in an observed variable path analysis examining mediation by interactional justice and moderation by stressors on the associations between attachment dimensions and work outcomes.FindingsAttachment avoidance was negatively related to interactional justice perceptions and attachment anxiety was also negatively related to interactional justice perceptions, but only under conditions of higher work stressors. Interactional justice mediated the associations between attachment avoidance and work outcomes, and between the interaction of attachment anxiety and work stressors on work outcomes.Practical implicationsThese findings are particularly relevant to multiple aspects of HR practice, including performance feedback, managing stressors, building resilience, reward allocation and recognition, designing wellness programs and other aspects of human resource management.Originality/valueThis research goes beyond contextual predictors of justice perceptions and demonstrates that jointly considering attachment dimensions and work stressors uniquely contributes to understanding the formation of justice perceptions and their combined influence on work attitudes and behavior.

Ding, He; Liu, Jun; Yu, Enhai

2024 Personnel Review

doi: 10.1108/pr-07-2022-0485

Drawing on conversation of resources theory, the present paper aimed to investigate the effect of strengths-based leadership on follower career satisfaction and the mediating role of follower strengths use as well as the moderating role of emotional exhaustion in the relationship.Design/methodology/approachResearch data were gathered at 3 time points with a sample of 210 participants working in various organizations in China. Structural equation model (SEM) was applied to examine the authors' hypotheses.FindingsThe results indicated that strengths-based leadership has a positive impact on follower career satisfaction and follower strengths use fully mediates the effect of strengths-based leadership on follower career satisfaction. More importantly, emotional exhaustion enhanced the direct relationship between strengths use and career satisfaction and the indirect association of strengths-based leadership with follower career satisfaction through follower strengths use.Research limitations/implicationsThe main limitation of the present paper was the single source of research data.Originality/valueThe present paper advances strengths-based leadership theory and research and provides a new insight into cultivating employee career satisfaction.

Teng-Calleja, Mendiola; Mactal, Ma. Tonirose de Guzman; Caringal-Go, Jaimee Felice

2024 Personnel Review

doi: 10.1108/pr-03-2023-0222

The purpose of this paper is to explore the various forms of organizational and team-level actions that were perceived to be helpful or not helpful by employees as they navigate the hybrid work arrangements and how these had an impact on their work behaviors and experiences. This research utilized Bronfenbrenner's ecological systems theory as framework.Design/methodology/approachThe exploratory study used a qualitative approach in gathering data via online survey from a total of 45 Filipino employees working in a hybrid work arrangement for at least three months. The analysis utilized both inductive and deductive methodologies in examining the data. Inductive thematic analysis was used in coding the data based on the participants' responses, while the deductive approach ensured that the themes are aligned with the research questions and reflect the different systems within Bronfenbrenner's EST (1986).FindingsResults surfaced helpful organizational (e.g. provision of work tools, financial assistance, supportive policies and engagement and wellness initiatives) and team level actions (i.e. use of technology-based communication tools, open virtual door policy, effective performance management system, employee care practices and team engagement activities). Actions that were perceived as not helpful include inadequate technological infrastructure, poor communication, insufficient training, punitive policies/practices and leadership issues at the organizational level as well as unresponsive colleagues and ineffective implementation of policies/processes at the level of teams. Employees reported being able to build on savings, becoming more productive and having greater work–life balance amid hybrid work. However, they continue to be challenged by blurred boundaries and inability to disconnect from work similar to when work was done remotely and now with sustaining momentum given the shifts on where they do their work.Practical implicationsThe findings of this study may guide programs and initiatives of human resource management practitioners and organizational leaders as they support employees in navigating through hybrid work.Originality/valueThe research expands extant knowledge on practices and experiences in hybrid work (Gifford, 2022). It also contributes to studies on human resource management that are nuanced based on where work is performed (Ng and Stanton, 2023) or with emerging work arrangements.

Elsharnouby, Tamer H.; Elbanna, Said; Obeidat, Shatha M.; Mauji, Nasrina Issa

2024 Personnel Review

doi: 10.1108/pr-05-2023-0424

The influx of expatriates to the Gulf Cooperation Council (GCC) countries has led to labor imbalance inducing these countries to initiate workforce nationalization policies. However, despite the policies' emphasis on increasing the presence of nationals in all sectors, employing nationals in the private sector is still a critical challenge for policymakers. This paper explores local job seekers' and employees' perceptions of employment choices in the private and public sectors.Design/methodology/approachAdopting a qualitative approach, data were collected through in-depth interviews with 28 local job seekers, either not currently employed or employed but seeking another job.FindingsThe data revealed a contextualized understanding of positive and negative connotations pertaining to employment in the private and public sectors in Qatar.Research limitations/implicationsUnderstanding nationals' negative preconceived notions against working in the private sector and the perceived benefits of public sector employment lays the groundwork for developing measures to help policymakers to create labor market-oriented policies that stimulate mobility between the public and private sectors.Originality/valueThis study contributes to the workforce nationalization literature in the GCC countries by examining local job seekers' perceptions associated with employment in the private sector and the public sector. A closer examination of why nationals are hesitant to enter the private sector can propel the pendulum towards higher success rates of workforce nationalization.

Khan, Nabila; Dyaram, Lata; Dayaram, Kantha; Burgess, John

2024 Personnel Review

doi: 10.1108/pr-10-2022-0730

Integrating individual and relational centric voice literature, the authors draw on self-presentation theory to analyse the role of status pursuit in employee voice. Status pursuit is believed to be ubiquitous as it is linked to access to scarce resources and social order pecking.Design/methodology/approachThe authors present a cross-level conceptual model outlining relational nuances of employee status pursuit that drive upward voice.FindingsThe model integrates status pursuit with peer- and leader-related facets, focusing on three targets of voice: immediate leader (supervisor), diagonal leader (supervisor of another team/unit) and co-workers. The model highlights how employee voice can be directed to diverse targets, and depending on interpersonal attributes, how it serves as underlying links for upward voice.Originality/valueWhile employee voice can help to address important workplace concerns, it can also be used to advance employees' self-interest. Though there is a wealth of research on the importance of employee voice to organisational performance and individual wellbeing, especially through collective representation such as trade unions, there is a lack of literature on how employees navigate the social-relational work setting to promote their interests and develop status.

Santos, João Vyctor Brás dos; Sigahi, Tiago F.A.C.; Rampasso, Izabela Simon; Moraes, Gustavo Hermínio Salati Marcondes de; Ávila, Lucas Veiga; Leal Filho, Walter; Anholon, Rosley

2024 Personnel Review

doi: 10.1108/pr-05-2023-0399

The purpose of this paper is to examine competence management practices in Brazilian industries using ISO 10015 as a framework of analysis, which establishes guidelines for competence management and people development.Design/methodology/approachA survey was conducted with 22 high-qualified human resources management (HRM) professionals (81.8% of participants hold a PhD) with extensive experience in the Brazilian industrial sector (an average of 20.4 years). The experts assessed 13 practices (P) elaborated based on the ISO 10015:2020, considering two categories: large industries (LI) and small and medium-sized industries (SMI). Data analysis was performed using Hierarchical Cluster Analysis, frequency analysis, Fuzzy TOPSIS and sensitivity analysis.FindingsThe practice “individual competences are correctly defined by organizations at all hierarchical levels” was deemed the best practice for LIs, while the practice “clear definition of activities and their specificities when structuring competence management and people development programs” was considered the best practice for SMIs. The practice “organizations map employees' future competence and development needs on a regular basis” received the lowest rating for both LIs and SMIs. When compared to LIs, SMIs have more severe deficiencies in applying competence management practices. The study's findings can be of great value in assisting managers in implementing structured competence management systems and people development initiatives.Practical implicationsThe findings of this study can be used by managers of businesses of all sizes and economic sectors to analyze their critical points in order to identify opportunities to improve their competence management systems and people development programs.Originality/valueThis study fills a knowledge gap by analyzing the adoption of competence management practices in Brazil, answering the call for HRM research in developing countries. By using ISO 10015 as a framework of analysis, this study also addresses the literature gap regarding this important and relatively new management tool.

Masso, Piret; Jaakson, Krista; Põder, Kaire

2024 Personnel Review

doi: 10.1108/pr-12-2022-0892

The study's objective is to estimate the association of specific perceived employer-provided benefits on employees' intention to leave in different age cohorts during coronavirus disease 2019 (COVID-19). Informed by the psychological theories of ageing, the authors propose three age-cohort-specific hypotheses in three motivational domains: security and health benefits, flexible work arrangement and education-related benefits.Design/methodology/approachThe authors use a large survey of employees in Estonia (n = 7,209) conducted in 2020 and test the association of specific benefits and their interactions with age on employees' intention to leave.FindingsThe results show that older cohorts are generally less prone to leave their jobs. Benefits that employers could use during the COVID-19 crisis generally had negative associations with the intention to leave, but age-specific differences were negligible; only the perceived provision of flexible work arrangements reduced the younger cohort's intention to leave relatively more.Originality/valueThis study is one of the few that allows us to make inferences regarding the benefits preferences amongst the working population during an unprecedented health crisis.

Alqahtani, Mohammad; Ayentimi, Desmond Tutu; Dayaram, Kantha

2024 Personnel Review

doi: 10.1108/pr-11-2022-0803

Saudi Arabia (SA) is amongst the few countries with a significant foreign workforce who are employed in the higher education sector. More specifically, 39% of SA's academic staff members are foreign nationals and 63% of that proportion occupy professorial positions. Drawing from a workforce localisation perspective, the study was framed as an exploration of equity and social justice amongst Saudi nationals and foreign nationals in a university work setting. The authors employ the lens of how human resource development (HRD) opportunities are administered.Design/methodology/approachFollowing the choice of an exploratory qualitative study, the authors employed a multi-case study approach where each of the six universities represented a unit of analysis.FindingsThe authors found that nationality differences influenced access to HRD opportunities. These differences are reinforced by practices associated with procedural processes, managerial discretion and selective restrictions in accessing HRD opportunities.Social implicationsThe findings have both practical and social implications, specifically for the SA government's strategic vision of developing local human capabilities.Originality/valueThe workforce localisation agenda within the higher education sector has both a compounding effect on local human capital and supports SA's 2030 Vision and human capital target. Nonetheless, perceived inequity and injustice in accessing HRD opportunities by foreign nationals potentially undermine morale, academic quality standards and research performance, which impacts the development of future human capital and the ‘Saudization’ goals.

Ferm, Lisa; Wallo, Andreas; Reineholm, Cathrine; Lundqvist, Daniel

2024 Personnel Review

doi: 10.1108/pr-06-2023-0511

This study aims to contribute knowledge about different professional identities represented among HR practitioners from Weber's “ideal types” framework.Design/methodology/approachThe paper is based on semi-structured interviews with 34 Swedish HR practitioners working in large public and private organisations.FindingsThe findings reveal that HR practitioners' identity is perceived as indistinct, unclear and shattered, which leaves lots of room for interpreting HR identity. Based on a thematic content analysis, three different ideal-type identities are presented, each representing the characteristic traits of an HR identity type. These are the Defender who always supports the managers, the Disturber who questions the managers in favour of the employees and the Driver who focuses on the economic expansion of the organisation.Research limitations/implicationsOne of the potential constraints of this study is the authors’ reliance on interview data. This finding implies that future research can employ mixed methods or observational techniques to bridge the gap between narrated responsibilities and real-time actions. The data source, predominantly from larger organisations, presents another limitation. This raises a significant research implication: there is a need to study identity formation among HR practitioners in smaller organisations. The theoretical framework this study contributes can aid in comprehending HR practitioners' identities and their corresponding actions. Continued research might explore the significance of these ideal-type identities.Practical implicationsThe model presented provides a new way of understanding HR practitioners' complex and shattered professional identity and the various stakeholders that direct different expectations towards them. This knowledge can be used both in HR education and in HR work as a basis for discussing the social work environment of HR practitioners and negotiating their work and identity.Originality/valueThe study contributes knowledge of the professional identities of HR managers, an under-researched area, especially when it comes to empirical research about the HR practitioners' own experiences of their everyday work and view of the HR profession.