Employee Relations: An International Journal

Kaur, Sukhpreet; Kaur, Gurvinder

2021 Employee Relations: An International Journal

doi: 10.1108/er-05-2020-0216

The study aims at understanding the impact of individual and bundle of human resource practices (HRPs) on employee competencies. It also compares the impact of the bundle of HRPs with individual HRPs on employee competencies to examine the synergy effect.Design/methodology/approachTo test the hypothesis, a sample of 229 respondents from the Indian food processing industry was taken. This included managerial and nonmanagerial personnel from four large scale food processing firms. The impact was analyzed through several structural equations.FindingsThe individual HRPs are positively related to employee competencies. Recruitment and selection have the least impact, and employee participation has the maximum impact on employee competencies. However, the bundle of HRPs has a positive and stronger impact on employee competencies than when they are studied individually.Practical implicationsThe results of this study bring a wide array of managerial implications for the food processing industry. It recommends the management to adopt proper and well-structured HRPs for the food processing industry.Originality/valueThis is one of the few studies that utilizes resource-based view (RBV) and human capital theory (HCT) for investigating the relationship between HRPs and employee competencies in the Indian context. It attempts to increase the understanding regarding an important strategic HR concept (i.e. bundle of HRPs) on employee competencies.

Tews, Michael J.; Jolly, Phillip M.; Stafford, Kathryn

2021 Employee Relations: An International Journal

doi: 10.1108/er-02-2020-0059

Despite previous research indicating that fun in the workplace has favorable outcomes, the effect of fun on turnover has not been definitively determined. The present study analyzed the direct effects on turnover of three dimensions of fun: fun activities, coworker socializing and manager support for fun, and the moderating influence of managed fun (e.g. whether fun is perceived as contrived).Design/methodology/approachLogistic regression was used to analyze the fun in the workplace-turnover relationship with a sample of 491 hourly associates from 141 stores of a US national retailer. Data on the fun were obtained through surveys that were paired with turnover data collected six months afterward from corporate records.FindingsFun activities were only found to be associated with a lower turnover when employees perceived fun as less managed. When employees perceived fun as more managed, fun activities had no effect on turnover. Coworker socializing was associated with a lower turnover when fun was perceived as less managed and higher turnover when fun was perceived as more managed.Research limitations/implicationsAs the data were obtained from employees from one organization, further research would be valuable with additional samples to substantiate the generalizability of the results.Practical implicationsGiven the challenge of turnover and the increasing prevalence of efforts to promote fun in the workplace, organizations should allow fun activities to be less managed (and thus more organic) to help reduce turnover.Originality/valueWhile previous research has addressed managed/less managed fun in qualitative research, the present study represents the first investigation to examine this aspect of fun in the workplace from a quantitative perspective and to examine its relationship with employee turnover.

Rubel, Mohammad Rabiul Basher; Kee, Daisy Mui Hung; Rimi, Nadia Newaz

2021 Employee Relations: An International Journal

doi: 10.1108/er-04-2020-0163

The purpose of this study intends to examine the influence of green human resource management (GHRM) on green service behaviors through the mediating effect of green knowledge sharing based on bank employees' perceptions.Design/methodology/approachThe study analyzes 365 frontline employees' perceptions from the banking industry in Bangladesh using partial least square.FindingsThe findings show a significant positive direct influence of GHRM on green in-role, extra-role service behavior and green knowledge sharing. Green knowledge sharing is also found to have a significant mediating effect between GHRM and green service behaviors.Research limitations/implicationsThis study considers perceptions of employees of the private commercial banking organizations, and thereby, its findings cannot be generalized for all other service organizations in the context of Bangladesh.Practical implicationsThe study demonstrates that GHRM can influence employees' green service behaviors via green knowledge sharing.Originality/valueGreen banking is an emerging trend that deserves more attention. There is growing recognition that green banking is not an “automatic” process but requires that banking management promote green service behavior among their employees. This study extends the research on GHRM by focusing on how it impacts green service behavior through the mediating role of green knowledge sharing. The paper provides practical insights for organizations looking to improve green service behaviors among employees.

Ochoa Pacheco, Paola; Coello-Montecel, David

2021 Employee Relations: An International Journal

doi: 10.1108/er-05-2020-0240

Working conditions constitute an important predictor of worker's wellbeing and, consequently, of organizational outcomes. The Working Conditions Questionnaire is derived from a theoretical framework in which working conditions within the organization are formulated as a triple relationship between the environment, the method and the individual. Previous studies have assessed the psychometric properties of this instrument, but its measurement invariance has not been evaluated before. In this context, this study's objective was to examine and validate the dimensionality of the questionnaire and to evaluate its measurement invariance across six Ibero-American countries.Design/methodology/approachData collected from 7,404 professionals from Brazil, Chile, Colombia, Ecuador, Mexico and Spain were analyzed using confirmatory factor analysis.FindingsConstruct validity and reliability were confirmed. Also, results allowed to propose a refined version of the instrument in Spanish and Portuguese and confirmed its measurement invariance across six Ibero-American countries.Originality/valueThe study extends the current research by demonstrating the cross-cultural applicability of this instrument, improving future research in these six Ibero-American countries.

Naeem, Muhammad; Ozuem, Wilson

2021 Employee Relations: An International Journal

doi: 10.1108/er-08-2020-0391

Competitive pressure and social influence for technology adoption have increased among developed, developing and emerging countries. The influence of social structure, organizational forces and political forces varies between public sector hospitals in countries where there are more social media restrictions. This study aims to explore how the use of social media can influence employee engagement and productivity in the workplaces of public sector hospitals.Design/methodology/approachThe study follows a social constructivist approach to understand employee attitudes, motivation culture, political forces and the local context. Data were collected from health professionals of five public sector hospitals using a non-directive and semi-structured interview method.FindingsThe results show that the use of social media sites has increased collaboration, coordination and cooperation among health professionals, especially in critical situations. They are more socialized, connected and engaged, thus helping them to exchange useful knowledge using instant messaging apps. Conversely, there are no organizational polices and specific laws and too little support from management and senior doctors to drive the use of social networking sites in public hospitals. The use of social media has enhanced health professionals' engagement and productivity as they are able to share their expertise, knowledge and information with their colleagues and subordinates.Research limitations/implicationsThe results can guide policy-makers, researchers, hospitals, doctors and the Ministry of Health about the positive use of social networking sites in the workplace. The positive use of social networking sites in the workplace can enhance information, knowledge and coordination which may help to enhance employee engagement and productivity.Originality/valueThe present study has provided a social media health organization workplace (SMHOW) model which explains how individual and organizational contexts can influence the actual use of social media in healthcare organizations.

Lima, Yuri; Strauch, Julia Celia Mercedes; Esteves, Maria Gilda Pimentel; de Souza, Jano Moreira; Chaves, Miriam Barbuda; Gomes, Daniel Takata

2021 Employee Relations: An International Journal

doi: 10.1108/er-08-2020-0364

Brazil is struggling as the unemployment rate is 12.4% and nearly 13m people are unemployed. The fourth Industrial Revolution is advancing, and the country needs to consider how it will impact the labor market. This work explores the impact of automation on the Brazilian workforce to supply decision-makers with information about the subject.Design/methodology/approachThe authors converted the probability of computerization from the seminal work of Frey and Osborne to each of the more than 2,500 occupations in Brazil. They then crossed the automation probability with socioeconomic information about workers and companies available in the Brazilian Ministry of Labor Database.FindingsIn total, 60% of employment in Brazil is expected to be highly impacted by automation in the coming decades, with eight out of the ten occupations with the biggest workforce being highly automatable. Automation probability decreases as workers' education level increases, with the most significant difference between workers with higher education and those without it. The results show other inequalities in the impact of automation: the higher the wage, the lower the automation probability of occupations; the bigger the company, the lower the automation index; and workers from 16 to 24 years old have considerably higher chances of being automated.Originality/valueThis work is the first to study, in the context of the fourth Industrial Revolution, the impact of automation in Brazil with a socioeconomic analysis.

Priscott, Tamsin; Allen, Robert Anthony

2021 Employee Relations: An International Journal

doi: 10.1108/er-06-2020-0304

The purpose of the study was to test the assumption of similarities between neurodivergents and other minority groups regarding their reaction to stereotype threat. In addition, it aimed to identify the source of stereotype threat and the neurodivergent's response to it.Design/methodology/approachTwo studies were conducted. Study 1 employed three exercises consisting of brochures, learning sets and posters to test organisational cues, notions of intelligence and situational cues. It collected data from 53 participants to establish whether stereotype threat observed in visible difference such as race, gender and intelligence is equally relevant to neurodiversity. Study 2 consisted of interviews with 44 participants to establish stereotype threat source, reaction and effect on declaration of invisible difference.FindingsNeurodivergents, defined by their invisible difference, react similarly to those with a visible difference with respect to organisational cues and stereotype threat. They will cognisantly define their behaviours depending upon those cues and stereotype threat. In doing so, they draw upon previous personal and work experiences. After the event, they will make a comparison to their assessment. If it is similar to their assessment, it reinforces it; however, if it is dissimilar, the neurodivergent will make an adjustment to the assessment. In both cases, the experience will form part of a future threat assessment.Research limitations/implicationsThe research is limited by its interpretivist nature and sample comprising personnel within a UK government organisation.Practical implicationsThe research has practical implications for employers, providing managers with a model to understand the impact a neurodivergents' previous experiences can have on their ability to interact within the workplace. Such understanding can provide insight into how best to utilise human capital.Originality/valueThis study makes a contribution to theory by expanding knowledge of neurodiversity in the workplace and by identifying the neurodivergents' reaction to the anticipation of a stereotype threat. In addition, it offers the stereotype threat anticipation conceptual model as a representation of the cognitive decisions made by neurodivergents to conceal or reveal their invisible difference.

Adikaram, Arosha S.; Kailasapathy, Pavithra

2021 Employee Relations: An International Journal

doi: 10.1108/er-06-2020-0261

The decision-making styles of human resource professionals (HRPs) in resolving complaints of sexual harassment are extremely important as they form the backbone of effectiveness in the resolution of a complaint. The purpose of this paper is to explore these decision-making styles and gauge their effectiveness in resolving such complaints.Design/methodology/approachEmploying a qualitative research approach, semi-structured interviews were conducted with 35 HRPs of 30 companies in Sri Lanka.FindingsWe found eight decision-making styles used by HRPs in resolving complaints of sexual harassment: (1) analytical, (2) behavioural, (3) directive, (4) conceptual, (5) avoidant, (6) dependent, (7) intuitive and judgemental, and (8) manipulative and persuasive. HRPs were found to generally adopt combinations of these styles, with one or two styles being dominant while one or two were used as back-up styles. In resolving complaints of sexual harassment, certain combinations of these styles were found to be more effective than others because they led to procedural, distributive and interactional justice.Practical implicationsThe implications of these findings for self-reflection and in training for the HRPs are also discussed.Originality/valueThe findings of this study assist us in understanding how and why HRPs make different decisions when resolving seemingly similar complaints and the effectiveness of such decisions.

Kloutsiniotis, Panagiotis V.; Katou, Anastasia A.; Mihail, Dimitrios M.

2021 Employee Relations: An International Journal

doi: 10.1108/er-04-2020-0170

The present study follows the conflicting outcomes perspective of Human Resources Management (HRM) and examines the effects of employees' perceptions of high performance work systems (HPWS) on job demands (role conflict, role ambiguity and work pressure) and work engagement (vigor and dedication).Design/methodology/approachStructural Equation Modeling (SEM) was used on a sample of 524 front-line employees across three Greek manufacturing companies.FindingsThe findings show that HPWS is negatively associated with all three job demands. Hence, the “critical perspective” is not supported. In turn, role conflict and role ambiguity reduce employees' work engagement, although the third job demand included in the study (work pressure) showed a positive relationship on dedication. Last but not least, this study calculates HPWS as both a system and as subsets of HRM practices, and provides useful insights regarding the differences between the two different measurement methods.Practical implicationsThe present study brings further empirical evidence in the HRM field by examining whether HPWS is good or bad for employee well-being. Moreover, the findings underscore the detrimental impact that job demands may have on employees' work engagement, and highlights the fact that HPWS might not necessarily be a “win-win” scenario for employees and employers.Originality/valueThis study follows the most recent developments in the HRM literature and examines the dark (negative) approach of HPWS in the Greek manufacturing sector. Finally, theoretical and managerial implications are drawn for improving our understanding of how HPWS influences job demands and ultimately employees' work engagement.

Sears, Greg J.; Han, Yu

2021 Employee Relations: An International Journal

doi: 10.1108/er-06-2020-0267

This study explored whether two Big Five traits – conscientiousness and emotional stability – jointly moderate the positive effects of perceived organizational support (POS) on employee commitment and job performance. Drawing on organizational support theory and a self-regulation perspective, we proposed that employees high on both traits will more effectively leverage POS to enhance both their commitment and their performance.Design/methodology/approachData were collected from 141 employees in a multinational transportation security firm. Employees completed measures assessing their POS, personality and affective commitment. Supervisors provided ratings of employees' job performance.FindingsResults indicated that POS exerts a stronger influence on both employee commitment and performance when workers are high on conscientiousness and emotional stability. Moreover, POS was only found to be significantly associated with job performance when employees were high on both traits.Research limitations/implicationsThese results suggest that personality traits play an integral role in influencing workers' perceptions of, and responses to, POS. Specifically, employees who demonstrate a stronger task focus and self-regulation capabilities appear to respond more favorably to POS.Practical implicationsThese findings reinforce the value of implementing HR practices that convey support for employees but also highlight the importance of attracting and retaining employees who are conscientious and emotional stable in order to fully realize the benefits of these practices.Originality/valueRecent evidence indicates that the relationship between POS and employee performance is tenuous. Our results are consistent with a contingency perspective on POS and signal that this may be partly owing to the `influence of individual differences, such as personality traits, in moderating the effects of POS.