Human Systems Management

Ulrych, Wojciech

doi: 10.3233/hsm-211513pmid: N/A

BACKGROUND:During such an uncertain time like a pandemic, job autonomy can play a pivotal role. It can build bridges between performance feedback and work performance in the millennial workplace. To do so, a set of management practices must be put in place to meet millennial needs.OBJECTIVE:This paper’s aim is to explore how job autonomy can be used at its best in the context of the millennial generation and the relationship to both performance feedback and work performance.METHODS:A theoretical performance feedback-work performance model mediated by job autonomy has been built based on current literature and empirical research. The research sample consisted of 185 purposefully selected working students from the Faculty of Management at the University of Łódź.RESULTS:Individual autonomy can play a positive mediating role between performance feedback and work performance in the millennial workplace. Job autonomy is a partly mediating construct regarding the model.CONCLUSIONS:Job autonomy is an important tool to improve individual performance through individual-tailored performance feedback. This study shows how a line manager can be a more future-oriented coach and an effective listener rather than just being somebody who constantly monitors their work.

Ren, Dashuai; Xu, Hongtao

doi: 10.3233/hsm-210004pmid: N/A

BACKGROUND:China’s 14th Five-Year Plan for National Economic and Social Development and the Long-Range Objectives Through the Year 2035 clearly points out that it is necessary to implement innovation driven strategy, promote enterprise technological innovation, and better play the important role of entrepreneurs in enterprise technological innovation. Therefore, it is of great significance to explore the impact of entrepreneurial leadership on enterprises’ technological innovation.OBJECTIVE:From the perspective of technological innovation stream, we divide ambidextrous innovation into mainstream innovation and new stream innovation. Integrating ambidexterity theory, innovation streams theory and cognitive affective personality system theory (CAPS), we explore the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path, affective path and cognitive-affective compound path.METHODS:Based on the data collected from 254 top managers in 12 provinces in China, we conducted descriptive statistical analysis, reliability and validity analysis, regression analysis and bootstrap mediating effect test on the sample data.RESULTS:Our empirical results revealed that: 1) entrepreneurial ambidextrous leadership positively related with the ambidextrous innovation; 2) organizational paradoxical cognition plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 3) organizational affective conflict plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 4) organizational paradoxical cognition negatively related with organizational affective conflict; 5) organizational paradoxical cognition and organizational affective conflict play a chain mediating role between entrepreneurial ambidextrous leadership and ambidextrous innovation.CONCLUSIONS:Combined with the cognitive affective personality system theory, our research explores the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path and affective path and “cognitive-affective” compound path, which not only have great theoretical contributions, but also have important significance in enterprise management practice.

Aftab, Saima; Waheed, Ajmal

doi: 10.3233/hsm-211545pmid: N/A

BACKGROUND:Negative impact of abusive leadership has always been the focus of attention for researchers, however, the asymmetrical relationship of abuse with its outcomes has never been studied.OBJECTIVE:Drawing on Affective Events Theory (AET), this study investigates the moderating role of family motivation (FM), a prosocial intent, in yielding positive behavioural reactions among individuals facing workplace abuse. Negative emotions (NE) are taken as a unique mediating factor between abusive leadership (AL) and proactive behaviours (PB).METHODS:Data were collected from 309 employees of Pakistani manufacturing organizations. SEM is used for studying the proposed relationships and Smart PLS is used for data analysis.RESULTS:Results of the study suggest that negative emotions mediate the indirect relationship between abusive leadership and proactive behaviours. Family motivation strongly moderates and strengthens the positive direct relationship of negative emotions and proactive behaviours, concluding that it has a strong influence in altering behavioural reactions in response to negative triggers.CONCLUSIONS:This research study adds to the body of knowledge in suggesting FM as a strong intrinsic factor to be considered while creating synergy between organizational and human resource strategies.

Tu, Chiang-Kuo; Huang, Shan

doi: 10.3233/hsm-211501pmid: N/A

BACKGROUND:Employee’s expression of voice needs cognitive and emotional resources to express the constructive challenge. Leader humility, with the characteristics of openness to new ideas and feedback, may provide employees with psychological resources to express their voice. This study considers work engagement and cognitive emotion regulation strategies as psychological resources and examines their mediating effects.OBJECTIVE:Referring to the conservation of resources theory and affective events theory, this study aims to examine the mediating effects of work engagement and cognitive emotion regulation strategies on the relationships between leader humility and employees voice behaviors.METHODS:This study conducted a questionnaire survey on managers and employees at travel enterprises in China. Based on a survey of 837 valid questionnaires, participants provided their perception for the proposed research model.RESULTS:The results show that enhancing work engagement and controlled emotion regulation strategies and reducing automatic emotion regulation strategies partially mediate the relationships between leader humility and employee’s prohibitive voice.CONCLUSIONS:Enhancing work engagement and reducing automatic emotion regulation strategies have the mediating effects. However, controlled emotion regulation strategies and promotive voice need much psychological resources, employee adopting controlled emotion regulation doesn’t affect promotive voice and have mediating effects significantly.

Nikolić, Domagoj; Dermol, Valerij

doi: 10.3233/hsm-211570pmid: N/A

BACKGROUND:Systemic Constellations Work (SCW) is a non-conventional method of dealing with organizational development and change that has been gaining popularity since the 1990s.OBJECTIVE:The goal of this study was to understand how kinesthetic and spatial sensations gained through SCW translate into knowledge with a particular focus on the longer-term organizational effects.METHODS:We performed semi-structured interviews and used triangulation of sources (constellator and clients) and methods (inductive, deductive coding and ethnographic approach).RESULTS:The study identified a phase model of SCW process revolving around organizational trauma enmeshed in the context of personal, organizational and social systemic fields.CONCLUSIONS:The results imply that SCW is a valid method of trauma healing and prevention.

Thulasy, T. Nanthakumaran; Nohuddin, Puteri NE; Abd Rahim, Noorlizawati; Amrin, Astuty

doi: 10.3233/hsm-210013pmid: N/A

BACKGROUND:Aircraft maintenance and repair are critical tasks in the aviation industry for improved aircraft service and safety. Many articles and reports describe personnel factor and skill issues contribute to many aircraft incidents. Aircraft maintenance personnel needs to level up their skill set to match with task requirements in the setting of Industry Revolution 4.0.OBJECTIVE:The aim of this paper is to investigate document set that describe human errors and skill mismatch as a human factor in aircraft incidents and problems. It also discusses on the findings and management of the aircraft maintenance skill issues.METHODS:The study uses a document analytics tool to assess a set of online articles that discuss aircraft maintenance incidents and skill mismatch issues. The experiment is divided into four (4) modules: (i) collection of online articles and reports, (ii) document pre-processing, (iii) text analytics, and (iv) visualisation.RESULTS:The experiment’s results show that the majority of documents discuss aircraft maintenance, skill mismatch, and training gaps.CONCLUSION:We can conclude that the document dataset primarily discusses aircraft maintenance and skill set issues using the document analytics. Consequently, the management of aircraft maintenance workforce skill set issues by having initiatives for upskilling and reskilling. Furthermore, firms should foster a culture of continuous learning and develop a mindset among their employees that allows them to adapt to new technologies and information in aircraft maintenance.

Al-Hemyari, Zuhair A.; AlSarmi, Abdullah M.

doi: 10.3233/hsm-211193pmid: N/A

BACKGROUND:HEIs implement different techniques for the problem of assessing the progress towards the notified goals or the achievements, which is the only way to ensure that the HEIs are functioning properly along the right way or not.OBJECTIVE:The aim of this paper is to propose a model for assessing the performance, which may be of interest to institutions, partners, society and students.METHODS:In this paper, the technique of performance-related goals of HEIs, and a statistical approach are proposed. The methodology of this paper will manage briefly the issues of the applicability of the technique, how to derive the “goals” for HEI’s, taking into consideration the indicators of the Intellectual Capital (Human, Organizational, and Relational), and how to collect the data from HEIs successfully. The processes of assuring the technique of performance-related goals, deriving and implementing the goals, and the acquisition and testing of data are developed.RESULTS:The findings of this paper are in two directions, i.e. in the proposing of a performance model for HEIs which is based on the goals of HEIs; and in the application side, i.e. in the practical results of the evaluation of HEIs and how to clarify the performance of institutions and how to compare between them. The findings show that the practical results are significant, and reliable.CONCLUSIONS:This paper develops a significance model for performance appraisal of HEIs, how we can compare between the performance of HEIs, and to rank their performance. The practical results of the model are both accurate and significant.