Employee Relations: An International Journal

Gurkov, Igor; Morgunov, Evgeny; Saidov, Zokirzhon

2017 Employee Relations: An International Journal

doi: 10.1108/ER-07-2016-0138

PurposeThe purpose of this paper is to retrace the sources of robustness of the operations of Russian manufacturing subsidiaries of western multinational corporation (MNC) during the downturn, from the point of view of applied human resource management (HRM) practices.Design/methodology/approachA repeated survey of heads of Russian manufacturing plants of western MNCs was implemented. The same respondents aswered the similar questions in 2014 and in 2016.FindingsThe current evolution of HRM arrangements in the Russian manufacturing subsidiaries of MNCs can be explained by an attempt for ambidexterity. On the one hand, managers of the Russian manufacturing subsidiaries of MNCs attempt to prevent employee alienation. Thus, they retain permanent contracts and preserve guarantees of home-take pay. On the other hand, there is the elimination of several social benefits. In the author’s opinion, the cost-minimization approach has been used excessively. The authors speculate that the system of social benefits will need to be adjusted again to transform the system from one that is “crisis-proof” to one that is “stagnation adapted.”Originality/valueThe findings provide a basis for a broader discussion on mutation of HRM systems in manufacturing subsidiaries of MNCs facing deteriorating market conditions.

Salas-Vallina, Andres; Fernandez, Rafael

2017 Employee Relations: An International Journal

doi: 10.1108/ER-12-2016-0245

PurposeThe purpose of this paper is to investigate the relationship between inspirational leadership, participative decision making (PDM) and happiness at work (HAW).Design/methodology/approachThe sampling frame consists of medical specialists in allergy of Spanish public hospitals (n=167). The authors used structural equation modelling to verify if the relationship between inspirational leadership and HAW is mediated by PDM.FindingsResults suggest that PDM fully mediates the relationship between inspirational leadership and HAW. Thus, PDM plays an essential role in explaining how inspirational leader behaviours.Research limitations/implicationsThe authors put forward a cross-sectional research, which does not guarantee similar results in the future. Future longitudinal studies may reveal further effects of inspirational motivation and PDM beyond HAW. Also the authors focussed on a specific population of medical specialists working in public allergy units. Future research might consider longitudinal analysis and other populations.Practical implicationsThis research provides evidence of the direct and positive effect of inspirational leadership on HAW. However, fostering inspirational leadership is not sufficient on its own to foment HAW, and should be complemented by applying other organisational factors such as PDM.Originality/valueIn recent years, some studies have put forward different conceptual models to explain the gap in the relationship between human resource management and performance, considering the effect of mediating variables. This study proposes a theoretical model that attempts to develop this human resource “black box” by empirically validating a conceptual proposal that links inspirational leadership, PDM and HAW.

Sharabi, Moshe

2017 Employee Relations: An International Journal

doi: 10.1108/ER-04-2016-0087

PurposeOver the course of time, more and more women have been joining the labor force, achieving meaningful roles and managerial positions. The purpose of this paper is to examine contemporary meaning of work (MOW) among men and women in different organizational statuses and the impact of other demographic factors on the MOW dimensions.Design/methodology/approachOut of 1,201 participants that filled out the MOW questioner, 908 were employed in organizations as middle managers (118 men and 67 women) or junior managers (120 men and 97 women) and workers (208 men and 298 women).FindingsNo differences were found between men and women middle managers regarding MOW dimensions. It was found that the higher the organizational status, the higher the work centrality and intrinsic orientation and the lower the economic orientation, among both men and women. Regression analysis reveals that demographic variables have a low impact on the MOW dimensions and hardly explain the differences among men and women.Practical implicationsThe understanding of contemporary MOW similarities and differences among men and women according to organizational status and the impact of varied demographic variables on those differences can influence the way organizations consider men’s and women’s (both managers and workers) needs in their working life, with implications for their satisfaction and productivity.Originality/valueWhile there are various studies about gender differences regarding work values and the MOW, not a single study focusing on the differences in the MOW between managers and workers according to gender was found.

Balasubramanian, Girish; Sarkar, Santanu

2017 Employee Relations: An International Journal

doi: 10.1108/ER-06-2016-0123

PurposeThe purpose of this paper is to delve into some of the key internal and external factors that led to the choice of specific strategies for union revitalization using the theoretical framework built upon framing perspectives, the strategic action field (SAF), and the strategic choice theory.Design/methodology/approachThe authors used a stringent definition and corresponding operationalization of trade union revitalization. The present research has been carried out on a registered industrial union within the context of Global South, specifically in India.FindingsEvidence was found for the trade union adopting a mix of strategies for revitalization, namely, union organizing, social movement unionism, and union restructuring. A mix of both internal and external factors identified informed the choice of revitalization strategies.Research limitations/implicationsSpecific limitations include the subjectivity of the inference in spite of taking due precautions, and lack of generalizability of the findings based on a single case study.Practical implicationsA strong identity, coupled with structural vitality and optimum use of resources enables trade unions to frame the need of a strategy for revival in order to counter the strategic action of employers resulting in union revitalization.Originality/valueThe theoretical novelty of this research stems from the amalgamation of collective action frames, SAF, and strategic choice framework to understand the union revitalization in the context of Global South.

Sastre Castillo, Miguel Ángel; Danvila Del Valle, Ignacio

2017 Employee Relations: An International Journal

doi: 10.1108/ER-11-2016-0216

PurposeThe purpose of this paper is to investigate the relationship between emotional intelligence (EI), organizational affective commitment (AC), and performance at low-skilled back office positions.Design/methodology/approachIn all, 397 participants in low-skilled back office positions from a service company completed a questionnaire assessing EI, AC, and performance. The authors used multiple regression models for testing whether higher levels of EI and AC predicted better performance. Additionally, they tested to see whether EI and AC were positively related.FindingsThe results showed that workers in low-skilled back office positions with higher EI and AC had better performance. In this sense, intrapersonal skills and mood management were the dimensions of EI with the highest predictive power. Also, EI and AC were positively related, with intrapersonal skills and adaptability being the dimensions of EI most closely associated with AC. Finally, the predictive power on performance was increased when EI and AC were considered simultaneously.Originality/valueTraditionally, the involvement of EI and other personal dimensions in increasing organizational commitment and better work performance has been studied in high-skilled and executive positions, as well as in front office low-skilled positions. However, there is little empirical evidence regarding the simultaneous influence of EI and AC on performance in low-skilled back office positions. This gap prompted this research, which suggests that the investment of organizational resources is mandatory for improving EI and, hence, organizational commitment and work performance in these employees.

Martínez-Cerdá, Juan-Francisco; Torrent-Sellens, Joan; González-González, Inés

2017 Employee Relations: An International Journal

doi: 10.1108/ER-06-2016-0117

PurposeThe purpose of this paper is to prove that e-learning, in union with another variable, builds a statistically significant relationship for estimating improvements in employment security, i.e., transition to employment of the same or higher job security as the previous year.Design/methodology/approachUsing data from Eurostat 2007-2013 in 28 European countries, and after carrying out analysis of 261 regression models between the e-learning variable, along with another variable related to working conditions, education, or e-skills levels of citizens.FindingsThis study provides evidence about: there is a statistically significant relationship (p-value<0.05) between employment security (dependent variable), e-learning and another variable (independent variables) in 60.7 percent of 28 European countries analyzed (p-value<0.05 for at least one of these two independent variables); and there is a statistically significant relationship (p-value<0.05) in 75 percent of 28 countries (p-value<0.1 for at least one of these two independent variables). Consequently, a set with the minimum number of useful indicators for calculating the employment security is proposed: e-learning, labor transition, tertiary education, temporary employees, e-job search and e-skills.Practical implicationsMoreover, several similarities between studied countries are found, helping to formulate various recommendations based on complementarities between being an employee and using lifelong e-learning systems as a way for improving employment security.Originality/valueThis is one of the first studies to provide evidence of the relationship between e-learning and job security in Europe, in view of this, it should be considered as a key element and essential to any European policy related to work.

Thakur, Shweta Jaiswal; Bhatnagar, Jyotsna

2017 Employee Relations: An International Journal

doi: 10.1108/ER-11-2016-0223

PurposeThe purpose of this paper is to investigate the mediating effect of job embeddedness on the relationship between work-life balance practices (WLBP), which include accessibility (AWLBP), current utilisation (CWLBP) and perceived future use (FWLBP) of these practices, as well as employees’ intentions to stay (ITS). This research is based on conservation of resources theory.Design/methodology/approachThis study uses a survey method and a structured questionnaire to collect data from people working in diverse industries. A regression analysis is used to measure the direct effects of the hypothesised relationships. The Sobel test and Baron and Kenny mediation analysis were used to measure the indirect effects of the hypothesised relationship.FindingsAWLBP, CWLBP and FWLBP are found to foster job embeddedness and turnover intention. Job embeddedness fully mediates the relationship between AWLBP, CWLBP, FWLBP and ITS.Practical implicationsHuman resources (HR) managers should introduce WLBP to create a web of contextual and perceptual forces that embed employees in the organisation and encourage them to stay. Factors that affect employee attraction and retention change with time, career and life stage; therefore, it is important to assess the future needs of employees to augment retention. HR managers should proactively attempt to enhance embeddedness by offering customised WLBP and by dealing with the signs of low embeddedness before it results in voluntary turnover.Originality/valueThis study attempts to integrate two streams of research (job embeddedness and WLBP), which, despite being similar in focus, have developed independently of each other. This is one of the first studies to incorporate access to, utilisation and perceived future use of these practices in a single study. It also adds to the literature by investigating antecedents of job embeddedness and analysing it as a mediator between WLBP and ITS, which has been highlighted as a gap in the literature.

Muñoz-Pascual, Lucía; Galende, Jesús

2017 Employee Relations: An International Journal

doi: 10.1108/ER-05-2016-0096

PurposeThe purpose of this paper is to analyze the influence that two variables related to human resources (HR) have on employee creativity – namely, knowledge management (KM) and motivation management (MM).Design/methodology/approachThe linear regression analyses are based on a sample of 306 employees from 11 Spanish companies belonging to three innovative clusters. In addition, “creativity” is considered an antecedent of technological innovation.FindingsKM and intrinsic MM are shown to inform creativity, whereas extrinsic MM has no such effect.Practical implicationsAlthough this study is based on cross-sectional data, the findings might induce researchers to investigate the effects of other HR variables, such as the types of relations between employees and their long-term impact on creativity. Management should encourage KM and intrinsic MM across employees, as the results indicate that tacit KM, explicit KM and intrinsic MM encourage a positive attitude toward creativity among employees.Originality/valueThe main contribution is new empirical evidence on the joint influence of aptitudes (KM) and attitudes (MM) on employee creativity. In addition, the study includes a key measure of employee creativity. The evidence reveals the types of KM and MM that encourage or inhibit creative employee behavior. The results show that once employees have reached a medium-high level of extrinsic MM, creativity will be affected solely by intrinsic MM.

P., Arunprasad

2017 Employee Relations: An International Journal

doi: 10.1108/ER-01-2016-0006

PurposeThe purpose of this paper is to determine the impact of strategic human resource management (HRM) practices and knowledge strategies on the performance of a sample of software companies in India.Design/methodology/approachThe sample chosen for this study was software professionals in India; the software companies were chosen based on their listing in the NASSCOM annual report, with financial turnover as the basis for classification. In order to measure the tangible and intangible outcomes, instruments used in this study include financial and non-economic performance.FindingsAs per the contingency approach, the fit between strategic HRM practices (staffing, general training, specific training, performance appraisal, performance feedback, reward and compensation and employee development) and knowledge strategy dimensions (consolidator, transformer and co-inventor) was observed and the results revealed that the moderation effect has had a positive impact on the firms’ performance.Practical implicationsInvestment in specific developmental programs for high-potential employees and quick learners will make knowledge-intensive firms financially sound in the long run. Through an appropriate reward strategy, employees who are capable of lateral and innovative thinking at work can be engaged in consistently delivering quality projects, which will have a significant positive impact on overall project costs and the financial performance of the firm.Originality/valueThe proposed model in this study can enhance a firm’s performance, provided the firm adopts a specific knowledge strategy and coherently aligns it with strategic HRM practices to achieve a sustained competitive advantage.