Employee Relations: An International Journal

Kour, Sumeet; Jyoti, Jeevan

2022 Employee Relations: An International Journal

doi: 10.1108/er-07-2020-0355

Organisations operate in diverse cultural environment, which is a challenging task due to absence of cultural knowledge and difficulty in adapting the native culture that usually leads to expatriate failure. In this context cultural intelligence plays an important role in the adjustment of employees. The purpose of the study is to examine the mediating role played by cultural intelligence between cross-cultural training and cross-cultural adjustment relationship. It further analyses the moderating role of cross-cultural training and types of expatriate between cultural intelligence and cross-cultural adjustment relationship.Design/methodology/approachSet in a large culturally diverse emerging economy context, data have been gathered from 530 managers working in banking sector. Data have been duly assessed for reliability and validity.FindingsThe results revealed that cultural intelligence mediates cross-cultural training and cross-cultural adjustment relationship. Evidence from the analysis further suggests that cross-cultural training and types of expatriate moderate the relationship between cultural intelligence and cross-cultural adjustment. Lastly, the managerial and theoretical implications have been put forth for practical and academic perusal.Research limitations/implicationsThe study is cross-sectional in nature and data have been collected from single source.Practical implicationsOrganisations should design such training programmes, which motivate the managers to successfully complete out of home state assignment and help them to adapt in the cross-cultural situations.Social implicationsCulturally intelligent employees/managers are able to communicate with people belonging to diverse culture, which results in building trust, loyalty and cordial relationship amongst the people. This will create the feeling of unity in the society thereby bringing national as well as global peace.Originality/valueThe study develops the extant literature on cross-cultural training and types of expatriate as effective intercultural instruments to enhance the capability of the managers to interact and adjust in host region environment.

Franic, Josip; Cichocki, Stanislaw

2022 Employee Relations: An International Journal

doi: 10.1108/er-02-2021-0073

In spite of millions of quasi-formal workers in the European Union (EU), there is still limited understanding of what motivates workers to participate in these detrimental employment schemes, and why certain groups of workers exhibit higher inclination towards it. This article takes a novel approach by putting prospective envelope wage earners in the centre of this analysis.Design/methodology/approachData from the 2019 Special Eurobarometer on undeclared work are used, and two-level random intercept cumulative logit modelling is applied.FindingsOne in seven fully declared EU workers would have nothing against receiving one part of their wages off-the-books. Manual workers and individuals whose job assumes travelling are the most willing to accept such kind of remuneration, and the same applies to workers with low tax morale and those who perceive the risk of being detected and persecuted as very small. On the other hand, women, older individuals, married persons and employees from large enterprises express the smallest inclination towards envelope wages. The environment in which an individual operates also plays a non-negligible role as the quality of the pension system and the strength of social contract were also identified as significant determinants of workers' readiness to accept envelope wages.Originality/valueThis article fills in the gap in the literature by analysing what workers think about wage under-reporting and what factors drive their willingness to accept envelope wages.

Sun, Mengyao; Hennekam, Sophie

2022 Employee Relations: An International Journal

doi: 10.1108/er-10-2020-0474

This study examines the effects of COVID-19 on individual, organizational and societal level as perceived by nurses in China.Design/methodology/approachWe draw on two qualitative studies consisting of 483 qualitative surveys and 28 in-depth interviews with nurses in China.FindingsThe pandemic has enhanced the profile of the nursing profession in Chinese society and has led to an increase in recognition, respect and visibility of nurses. In addition, participants point to an improved workplace culture in which there is a strong sense of pride in the collective effort they put. Simultaneously, however, nurses reported how COVID-19 was perceived to be detrimental to their own psychological well-being, while also interfering with their work–life balance.Originality/valueThe data reveal the paradoxal effects of COVID-19 on nurses in China. On societal and organizational level, the pandemic seems to have had a positive effect, while on individual level a range of perceived negative effects is identified.

Gu, Manli; Li Tan, John Horng; Amin, Muslim; Mostafiz, Md Imtiaz; Yeoh, Ken Kyid

2022 Employee Relations: An International Journal

doi: 10.1108/er-03-2020-0099

This paper aims to address how national culture moderates the relationship between job characteristics and job satisfaction.Design/methodology/approachThe authors examine the most recent data collected from the International Social Survey Programme (ISSP) in 2015 from a group of 33 countries. Hofstede's cultural model is used to represent and measure national culture.FindingsOne of the most significant findings from the authors’ two-level regression analysis is that having an interesting job contributes more to job satisfaction in individualistic countries than in collectivist countries. The authors also find that the newly introduced cultural dimension indulgence vs restraint has some significant moderating effect on the relationship between job security, salary, the perceived interest of a job and job satisfaction. Job security also seems to contribute less to job satisfaction in societies that are long-term oriented.Practical implicationsThis study provides further support for a more careful, nuanced examination of job motivation theories. Multinational companies should understand the needs of their employees and diversify their compensation packages accordingly. More attention should be paid to job design in individualistic or indulgent-oriented countries to create a satisfying job experience.Originality/valueThe authors examine the most recent data from ISSP and extend the literature by incorporating two additional cultural dimensions from Hofstede's model as moderators.

Kwon, Kibum; Jang, Soebin

2022 Employee Relations: An International Journal

doi: 10.1108/er-08-2020-0374

The purpose of this paper is to provide a critical review of the literature on talent management (TM) and highlight the potential downsides of exclusive TM approaches and workforce differentiation.Design/methodology/approachA literature review of 32 theoretical and empirical studies published in peer-reviewed scholarly journals in the field of TM was conducted.FindingsThe review resulted in four overarching themes that highlight the dysfunctional aspects of exclusive TM approaches and workforce differentiation: (a) organizational justice, (b) ethics, (c) internal competition and (d) workplace diversity. Based on the four themes, the authors present a conceptual model that includes a feedback loop for reevaluating and improving on existing TM processes. Several research questions and propositions are also presented for consideration in future TM research.Research limitations/implicationsThis paper highlights the need for more empirical studies and statistically rigorous evidence to demonstrate and justify the effectiveness of TM.Practical implicationsThe authors suggest that the locus of TM practices should be shifted from managing individual job competencies to managing organizational capabilities.Originality/valueThis review illuminates the need to reevaluate existing TM approaches and minimize TM's potential downsides for long-term organizational health and competitiveness.

Balabanova, Evgeniya

2022 Employee Relations: An International Journal

doi: 10.1108/er-02-2020-0077

The purpose of this paper is to identify previously unexamined predictors of abusive supervision (AS) that stem from socio-economic dependency of employees upon their direct supervisors.Design/methodology/approachUsing social exchange theory (SET) as framework, the author conducted empirical analysis that was based on survey data collected among 1,100 Russian white-collar private sector employees.FindingsThe results reveal the importance of organisation-level managerial practices which create employees' socio-economic dependency in predicting abusive supervision (AS). Significant positive predictions of AS in Russian business organisations are “accidental” and “zero-option” employment; getting a job through informal social contacts (“blat”); and dependence of wage upon personal relations with a supervisor. In turn, performance-based payment is the strongest factor that hinders AS. Taken together, these factors support one of the key assumptions of SET that control over valued resources creates imbalanced power relations, thus providing the fertile ground to the abuse of power.Practical implicationsFindings show that a transparent, performance-based system of payments, contributes to preventing AS by immediate supervisors. The author also provides arguments for reducing the economic and administrative power of line managers.Originality/valueThis study adds to the understanding of the role of managerial practices, which create socio-economic dependency of employees from managers, in predicting AS in organisations.

Katou, Anastasia

2022 Employee Relations: An International Journal

doi: 10.1108/er-06-2020-0265

The relationship between core self-evaluations (CSEs) and organizational performance is yet to be explained. The purpose of this study is to examine the mediating role of work-family enrichment (WFE), family-work enrichment (FWE) and work-family balance (WFB) in the relationship between CSE and organizational performance.Design/methodology/approachData were obtained from a sample of 2,312 employees working within 188 public and private organizations operating in the current context of the post-2008 economic and financial crises that lasted until up to 2019 in Greece. Multilevel structural equation modeling (MSEM) analyses were used due to the nested nature of data.FindingsThe results showed that (1) WFE and WFB serially and positively mediate the relationship between CSE and organizational performance; (2) FWE and WFB serially and positively mediate the relationship between CSE and organizational performance; (3) the constructs of the operating framework depend on factors such as gender, working hours, level of education and position of employees in the organizational hierarchy.Research limitations/implicationsData were collected at a short period in 2019, thus, restricting dynamic causal inferences into instant changes. The findings suggest that organizations will benefit from developing WFB policies and practices that can improve organizational performance.Originality/valueOnly a handful of studies have previously examined the relations between CSEs, WFE, WFB and organizational performance in an economic and financial crises environment.

Nöhammer, Elisabeth

2022 Employee Relations: An International Journal

doi: 10.1108/er-10-2020-0451

Workplace health promotion (WHP) is an investment in human capital that can lead to substantial organizational and individual benefit. However, this depends on high participation rates, which are rarely reached. The aim of this article thus is to examine necessary conditions for WHP success by analyzing employee perceived determinants of participation.Design/methodology/approachBased on a qualitative study, a questionnaire was designed. The determinants of participation were assessed regarding underlying categories and importance via factor analysis.FindingsPersonal benefit, social aspects, information, uncomplicated use, security and autonomy plus time and participation in offer design emerged as relevant factors. For the population studied, uncomplicated use, personal benefit and information were rated as most important.Originality/valueThe study is based on determinants voiced by the workforce only, not expert-rated aspects. Moreover, it was carried out in small and medium-sized organizations, which are understudied regarding WHP. By reducing data using factor analysis, a basis for further research is created. Also, a basic questionnaire is suggested via the items employed that can help organizations to investigate the WHP-related wishes and needs that matter most to the workforce.

Delaney, Helen; Casey, Catherine

2022 Employee Relations: An International Journal

doi: 10.1108/er-02-2021-0056

This article critically investigates a management-led experiment to institute a four-day work week with stated intentions of improving productivity and worker wellbeing. The article analyses the framing and implementation of the reduced work hours (RWH) trial, the responses of employees and the outcomes and implications of the trial. It raises concerns regarding the managerial appropriation of employee aspirations for more autonomy over time and improved work life.Design/methodology/approachWe conducted a qualitative case study of a medium-sized company operating in the financial services sector in New Zealand. Focus groups and semi-structured interviews were conducted with 45 employees.FindingsOur study finds that the promise of a four-day week attracted employee favour and individualised benefits. However, entrenched managerialist practices of performance measurement, monitoring and productivity pressures were intensified. Pro-social and collective interests evident in labour-led campaigns were absent. We urge greater critical scrutiny into seemingly advantageous “business case” initiatives for reduced work hours.Originality/valueLittle is known about what happens to concern for social and employee interests entailed in reduced working hours initiatives when a management-led initiative is implemented. Indeed, the majority of research focuses on the macro-level rather than interrogating the “black box” of firms. Our inquiry contributes to these debates by asking, how does a management-led RWH initiative affect employees?

Tsymbaliuk, Svitlana; Shkoda, Tetiana

2022 Employee Relations: An International Journal

doi: 10.1108/er-10-2020-0477

High European standards of life quality are declared in a set of legislative documents in Ukraine, but the rewarding policy for the healthcare employees because of the coronavirus disease 2019 (COVID-19) disease remains not fully implemented. The purpose of the study is to develop indicators, standards and methods of assessing rewarding policies for healthcare employees in terms of providing decent labour remuneration that are useful for all stakeholders of the healthcare sector in Ukraine.Design/methodology/approachThe study proposes the methodical foundations of developing evaluation tools of rewarding policies for implementing the decent work concept at the sectoral level.FindingsThe findings identify the complex indicator of decent labour remuneration in the healthcare sector in Ukraine, which is 0.185. It proves that the level of the decent labour remuneration of the healthcare employees in Ukraine is at the low level.Practical implicationsThe study provides the important recommendations for all policymakers in the healthcare sector in different countries in the context of diagnosing the problems in the rewarding policies and determining the directions for improvement in terms of implementation of the decent work principles.Originality/valueBy proposing and calculating the main methodical foundations of evaluation tools development of rewarding policies in the context of realisation of the decent work concept at the sectoral level, the study fills a void in the decent labour remuneration and the labour economics theory literature.