Employee Relations: An International Journal

Wang, Junkai; Qi, Baolei; Nie, Yaoxiang

2023 Employee Relations: An International Journal

doi: 10.1108/er-11-2022-0527

With increasing environmental issue and problems, this study aims to explore how the female directors' foreign experience and corporate green commitment in emerging economics like China from 2008 to 2020.Design/methodology/approachThe authors draw data of all ‘A’ share listed firms listed on Shanghai and Shenzhen stock exchanges from 2008 to 2020 from the renowned Chinese database China Stock Market and Accounting Research (CSMAR). The study's data collection start from 2008, because data about green commitment are not available on CSMAR before 2008 and final year is 2020 because data about green commitment is available at the time of data collection. After dropping observations with missing data, the study's final sample contains 20,255 firm year-observations. Finally, in accordance with prior studies, the authors classified enterprises according to the “China Securities and Regulatory Commission” (2012) to categorize firms.FindingsThe authors find that female directors' foreign experience enhances the green commitment in Chinese listed companies. In additional analysis, the authors find this relationship is more pronounced when one or more foreign directors. The study's findings are robustness to different economic techniques and alternative measure of dependent variables and endogeneity concerns. Overall, the study's findings show that female directors with foreign experience transmit environmental and sustainable knowledge and practices to Chinese companies.Originality/valueFirst, the authors believe that this is the first study to analyze the impact of the overseas experience of female directors on corporate green commitment. Most previous studies have examined the influence of the presence of female directors or different attributes such as age, education and independence of female directors on board decisions, in order to protect the interests of multiple stakeholders (Elmagrhi et al., 2019; He and Jiang, 2019; McGuinness et al., 2017). This study finds that, in addition to other different attributes, the foreign experience of female directors also has a significant role in promoting corporate green commitment. By pushing corporate green commitment, these women directors leverage their experience in advanced economies abroad to add to the Chinese government's environmental and sustainability goal of achieving net zero carbon by 2060. As such, this is one of the first studies to highlight the experiences of female directors in transferring environmental and sustainability practices to Chinese companies. Second, the authors add to the literature by integrating two important board perspectives, such as gender diversity and the impact of foreign experience on corporate green commitment. Previous research has explored the presence or absence of female directors on board or foreign experience. However, this study adds to the literature by introducing important attributes of the influence of female directors' foreign experience on decision making. Third, this study provides evidence on the impact of foreign independent directors on the board. The authors document foreign independent directors enhance the relationship between female directors' foreign experience and corporate green commitment. The study's findings complement previous research by Liang and Renneboog (2017), showing that female directors with foreign experience transfer advanced levels of environmental and sustainable practice knowledge to Chinese companies.

Tews, Michael; Michel, John; Kudler, Ethan; Pons, Sydney

2023 Employee Relations: An International Journal

doi: 10.1108/er-09-2022-0452

The annual holiday party is a long-standing tradition in many organizations, yet academic research has largely left the holiday party unexamined. The present study sheds light on this significant social event by exploring what factors help differentiate successful events from less successful ones.Design/methodology/approachFirst, the authors developed a taxonomy of characteristics of good holiday parties using a critical incident technique in which stories of holiday party experiences were analyzed following a mixed-method approach. Second, the authors quantitatively examined the relationships between these characteristics and three outcomes, including perceived organizational support, positive interpersonal interactions, and experienced fun.FindingsThe critical incident analysis revealed 11 key characteristics that distinguish good from bad holiday parties. Primary findings from the quantitative study are that games and activities, music, good food, and notable positive leader behavior are key characteristics of more successful events.Research limitations/implicationsAs the data were obtained using a traditional survey methodology, further research would be valuable that adopts an experience sampling methodology to capture employee experiences, perceptions, and feelings about holiday parties in real-time before, during, and after an event has occurred.Practical implicationsFrom an event planning standpoint, this research provides a framework for designing holiday parties and provides evidence as to which features matter most. From a strategic leadership perspective, this research signals that different features of holiday parties can influence different outcomes.Originality/valueBeyond merely identifying important characteristics, this research provides a framework for further research on holiday parties and identifies theories that can be used in future research to explore the mechanisms that influence how and under what conditions holiday parties impact employees’ experiences at work.

Luna-Arocas, Roberto

2023 Employee Relations: An International Journal

doi: 10.1108/er-09-2022-0430

The key aspect of this study is the mediating role of innovation in the relationship between talent management (TM) and organizational performance (OP).Design/methodology/approachA structural equation model with AMOS software is used to gauge the impact of TM on innovation and OP. In this regard, innovation is the mediating variable of the model. The author uses Hayes PROCESS macro for SPSS (Hayes, 2018) and the mediating procedure of Baron and Kenny's model (1986).FindingsResults show that innovation is a full mediating variable that captures the whole variance of the model in the relationship between TM and OP.Practical implicationsThe results of this study are important for organizations since they emphasize the need to adapt TM strategies to innovation and improvement in the organization. This involves not only managers and their training and development plans but also employees in their attraction, development and retention strategies.Originality/valueThe originality of this study is that it explores the causal relationship between the three variables considered in the model, that is, TM, innovation and OP. These relationships evidence gaps in human resource management and TM literature, improving current understanding of the role of innovation in the organizational context.

Aydogdu, Ana Luiza Ferreira; Baykal, Ulku

2023 Employee Relations: An International Journal

doi: 10.1108/er-12-2022-0536

The recruitment of international nurses has been used for a long time to address the global nurse shortage. In 2012, the employment of international nurses was released in Turkey. Cultural differences can hinder interpersonal relationships, and fostering strong interpersonal relationships among nurses in the workplace is known to have a positive impact on productivity, job satisfaction and the quality of care provided. This study aims to explore the lived experiences and perceptions of international nurses working in Turkey regarding their professional integration and interpersonal relationships in the workplace.Design/methodology/approachIt is a qualitative descriptive study. Face-to-face interviews were conducted with 19 international nurses using a semi-structured form. Data were analyzed using thematic analysis.FindingsData were presented into two themes: (1) Interpersonal relationships in the workplace and (2) Professional integration. Participants reported positive and negative experiences regarding interpersonal relationships in the work environment, such as warm and supportive approaches, or exclusionary and discriminatory behaviors. The existence of different nursing practices, positive and negative factors concerning orientation programs and the gain of experience and professional satisfaction were mentioned by the participants.Originality/valueThis is the first study to explore the lived experiences and perceptions of international nurses working in Turkey. The study highlights the unique needs and challenges faced by international nurses during workplace adaptation and provides practical recommendations to facilitate interpersonal relationships in the workplace and other aspects related to professional integration from hiring to the end of the adaptation period.

Javad, Shahina; Nema, Priyanka; Chowdhary, Nimit

2023 Employee Relations: An International Journal

doi: 10.1108/er-10-2022-0467

During the COVID-19 pandemic, many working mothers in India adopted involuntary telecommuting work option for the first time. However, no research explored their adjustments and experiences in the new work setting. This paper aims to gain an in-depth understanding of Indian working mothers' lived experience of involuntary telecommuting.Design/methodology/approachA phenomenological research design was adopted. The authors conducted 14 in-depth, semi-structured telephonic and online interviews. Data were analyzed using Interpretative Phenomenological Analysis framework.FindingsThe data analysis yielded two interconnected superordinate themes in this research: (1) characteristics of involuntary telecommuting and (2) the impact of involuntary telecommuting. Under the first theme, four sub-themes emerged: long working hours, increased family demands, reduced interaction with coworkers and technology-enabled communication with supervisors. The second theme comprised five sub-themes: time-based work interference with family, time-based family interference with work, strain-based family interference with work, absence of emotional and professional support and performance management concerns. Involuntary telecommuting mothers faced challenges due to lack of control over their daily work schedule and demands, along with an increased burden of unpaid household work, leading to difficulties in managing their work schedule and negotiating their professional role identity within the family. These findings emphasize that working mothers who participated in involuntary telecommuting encountered bidirectional time-based conflicts and unidirectional strain-based conflict.Research limitations/implicationsThe study examines a particular subset of women telecommuters who were working mothers with young children. These potential limitations are to be addressed in future research.Practical implicationsThe findings suggest that managers should develop HR policies and telecommuting ecosystems in order to enhance effectiveness of telecommuting. Specifically, organizations offering telecommuting work options should create opportunities for informal interaction among peers and formal one-to-one interaction with managers. Moreover, HR managers should develop and implement employee-friendly telecommuting policies.Social implicationsThe research contributes to HRM and gender literature.Originality/valueThe paper contributes to the discourses of work-life balance, workplace relationships and work policies within telecommuting literature.

Alzbaidi, Mohammad; Abu Madi, Abdallah

2023 Employee Relations: An International Journal

doi: 10.1108/er-08-2022-0397

This study explores the influence of Wasta, informal social network on the retention of non-family talented employees in family-owned SMEs in Jordan. Despite the increased attention received by talent management (TM) in the last decade, limited attention has focused on family-owned-SMEs. This study demonstrates while resource-based view explains how human capital provides sustainable competitive advantage the lack of strategic retention management may lead to losing this competitive advantage.Design/methodology/approachA multiple case study approach underpinned by a qualitative orientation was utilized to help explore the dynamics of TM practices in greater depth. The authors conducted a series of 18 semi-structured in-depth interviews with HR managers, non-family junior and middle managers from six family-owned enterprises.FindingsEvidence showed that family Wasta accelerate employee dissatisfaction among non-family talented individuals and in turn enhances their intention to leave due to organizational injustice and lack of organizational support.Practical implicationsThis study could help managers in family-owned organizations enforce the concept of organizational justice by implementing solid performance management systems and talent reviews to strengthen the social exchange with non-family competent employees.Originality/valueFirst, this study demonstrates how access to Wasta accelerate the mobility of non-family talented individuals and in turn enhances their intention to leave. Second, this study provides a theoretical and contextual framework to deepen the authors’ understanding of the impact of social networks on strategic retention performance.

Hans, Swati; Nayeem, Abdul Mohammad; Mikkilineni, Sitamma; Gupta, Ritu

2023 Employee Relations: An International Journal

doi: 10.1108/er-11-2022-0507

The current article investigates the impact of generational diversity on knowledge sharing and group performance. It, further, explores the moderating effects of intergenerational climate, boundary-spanning leadership, and respect in facilitating greater knowledge sharing and enhanced group performance.Design/methodology/approachThe authors applied partial least square structural equation modeling to test the model, using a sample of 635 employees working in the banking industry.FindingsResults indicate that generational diversity negatively influences knowledge sharing among employees at work. However, the moderating roles of intergenerational climate and boundary-spanning leadership aid in mitigating this negative affect and facilitate knowledge sharing among employees, thereby, resulting in better group performance.Research limitations/implicationsThe study extends extant literature on generational diversity and differences by examining its impact on knowledge sharing and group performance. Further, the study also contributes by highlighting intergenerational climate and boundary-spanning leadership as key facilitators in promoting knowledge sharing among employees. Future research may include other industries/contexts to widen the generalizability of the findings and a longitudinal design to ascertain the causal effects.Practical implicationsThis study identifies the need to effectively manage multigenerational workforce to capitalize on the unique benefits of each generation. An intergenerational climate free from ageist attitudes and employing leaders possessing boundary-spanning abilities would help organizations to create an inclusive workplace.Originality/valueThe authors attempt to explore the relationship between generational diversity, knowledge sharing, and group performance through the moderating effects of intergenerational climate and boundary-spanning leadership, which has not been studied in the past.

Shortland, Susan; Perkins, Stephen J.

2023 Employee Relations: An International Journal

doi: 10.1108/er-02-2023-0066

The purpose of this paper is to examine how and why individuals involved in executive remuneration (top pay) decision-making consider quantum as being appropriate rather than excessive, theorised under the rubric of accountability.Design/methodology/approachIn-depth interviews were conducted with non-executive directors (NEDs) serving on remuneration committees (Remcos), institutional investors, their external advisers and internal HR reward experts. Transcripts were analysed using NVivo and the Gioia qualitative methodology.FindingsDefining, measuring and applying performance conditionality in the determination of top pay quantum such that it aligns with company strategy/culture and values, as well as individual recipient motivations, is difficult. While creative approaches to setting top pay so as to attract, retain and motivate key personnel are welcomed, these risk Remco members' personal/organisational reputations. Members recognise disconnection between top pay quantum and general pay levels and how the media highlights social inequality leading to public distrust. They believe they can contribute to more socially acceptable quantum by applying their own values in top pay decision-making.Originality/valueSanctions-based, trust-based and selection/peer networks/felt-based accountability theory is used to explain decision-makers’ actions when determining top pay quantum. This paper extends felt accountability theory to encompass public/societal accountability in the context of the appropriateness of top pay quantum decisions.

Mahdi Abaker, Mohamed Osman Shereif; Kemp, Lindsey; Cho, Boo Yun; Patterson, Louise

2023 Employee Relations: An International Journal

doi: 10.1108/er-11-2022-0523

The purpose of this article was to investigate the employee perceptions of diversity management and employee performance. To achieve this, employee respondents’ perceptions and perspectives have been tested, and findings are discussed.Design/methodology/approachTo address this study's purpose, survey data were collected from 250 employees of two organizations in the United Arab Emirates (UAE). Data were analyzed by age, gender and nationality for two variables: diversity management and employee performance.FindingsResults showed that respondents perceived an improvement in employee performance when diversity was managed for employees of different age groups, females/males working together and a workplace composed of employees from various nationalities.Research limitations/implicationsThe implication of this limited study is that further studies on the perception of diversity management for employee performance in the Middle East region needs to be conducted. The social implication is that organizational leaders can initiate diversity management to improve employee performance. The research is limited by the geographical context and access to the collection of data during the COVID-19 pandemic.Social implicationsThe implication of this limited study is that further studies on the perception of diversity management for employee performance in the Middle East region needs to be conducted. The social implication is that organizational leaders can initiate diversity management to improve employee performance.Originality/valueThe contribution to academic knowledge from this research is two-fold: findings from a novel study conducted in the Middle East evidenced diversity management improved perceptions of employee performance. The value of the study for praxis is to incorporate employees' belief in diversity management for its potential to improve employee performance.

Tran Pham, Toan Khanh

2023 Employee Relations: An International Journal

doi: 10.1108/er-04-2022-0211

Encouraging employees to display innovative behavior at the workplace is the need of all enterprises in this competitive era of the modern business environment. The study aims to explore the mediating role of knowledge sharing in the relationship between organizational justice and innovative behavior among employees working in the information technology (IT) industry in Vietnam.Design/methodology/approachThe research model was tested on the data collected from 387 employees working in IT enterprises with AMOS 22 software.FindingsConfirmatory factor analysis implied a good model fit. The results show that knowledge sharing mediates the effects of organizational justice with three main forms distributive, procedural and interactional justice on innovative behavior.Practical implicationsThe findings of this study provide valuable evidence and implications for the executive of IT enterprise in boosting knowledge sharing, and innovative behaviors among the employees, in improving their perception of justice in the workplace. This is particularly important due to the significant role of knowledge sharing in organizational development.Originality/valueThis study pioneered the identification of the underlying mechanism of organization justice – innovative behavior nexus by highlighting knowledge sharing as a mediator. Moreover, this study takes a step beyond by suggesting a more complicated model that explored mediating two dimensions of knowledge sharing.