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Purpose: The purpose of this study is to comprehensively review the human resource management (HRM) and employment relations (ERs) field and explore the knowledge map, knowledge evolution trends and paths and paradigm shifts within this field. Design/methodology/approach: The Structural Topic Model in combination with Word2vec is proposed and applied in this work. First, this paper detects and interprets the research topics by reviewing 23,786 papers from 29 important journals in this field from 1990 to 2021. Then, this research explores popularity trends by aggregating topic proportions from a temporal perspective. Finally, this work explores the research topic evolution from the semantic perspective. Findings: This paper obtains the following findings: (1) Sixteen research topics are identified, which provide the basic research overview of the whole field. (2) The changes in topic popularity over time map the tendency for employee benefits to be valued. (3) The evolutionary trajectories of temporal local topics are provided, which reflect the mechanisms of the paradigm and ideological migration and fusion. Originality/value: This work adopts state-of-the-art textual as well as semantic mining techniques to establish a comprehensive knowledge map for HRM and ER research. Furthermore, these results uniquely demonstrate the pluralistic ideological orientation at the social level is gradually integrated into more micro levels, such as enterprises and individuals. These are the contents that were mentioned from previous studies by scholars, but not meticulously verified and interpreted. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the study was to detect trends in human resource management (HRM) research presented in journals during the 2000–2020 timeframe. The research question is: How are the interests of researchers changing in the field of HRM and which topics have gained popularity in recent years? Design/methodology/approach: The approach adopted in this study was designed to overcome all the limitations specific to the systematic literature reviews and bibliometric studies presented in the Introduction. The full texts of papers were analyzed. The text-mining tools detected first clusters and then trends, moreover, which limited the impact of a researcher's bias. The approach applied is consistent with the general rules of systematic literature reviews. Findings: The article makes a threefold contribution to academic knowledge. First, it uses modern methodology to gather and synthesize HRM research topics. The proposed approach was designed to allow early detection of nascent, non-obvious trends in research, which will help researchers address topics of high value for both theory and practice. Second, the results of our study highlight shifts in focus in HRM over the past 19 years. Third, the article suggests further directions of research. Research limitations/implications: In this study, the approach designed to overcome the limitations of using systematic literature review was presented. The analysis was done on the basis of the full text of the articles and the categories were discovered directly from the articles rather than predetermined. The study's findings may, however, potentially be limited by the following issues. First, the eligibility criteria included only papers indexed in the Scopus and WoS database and excluded conference proceedings, book chapters, and non-English papers. Second, only full-text articles were included in the study, which could narrow down the research area. As a consequence, important information regarding the research presented in the excluded documents is potentially lost. Third, most of the papers in our database were published in the International Journal of Human Resource Management, and therefore such trends as "challenges for international HRM" can be considered significant (long-lasting). Another – the fourth – limitation of the study is the lack of estimation of the proportion between searches in HRM journals and articles published in other journals. Future research may overcome the above-presented limitations. Although the authors used valuable techniques such as TF-IDF and HDBSCAN, the fifth limitation is that, after trends were discovered, it was necessary to evaluate and interpret them. That could have induced researchers' bias even if – as in this study – researchers from different areas of experience were involved. Finally, this study covers the 2000–2020 timeframe. Since HRM is a rapidly developing field, in a few years from now academics will probably begin to move into exciting new research areas. As a consequence, it might be worthwhile conducting similar analyses to those presented in this study and compare their results. Originality/value: The present study provides an analysis of HRM journals with the aim of establishing trends in HRM research. It makes contributions to the field by providing a more comprehensive and objective review than analyses resulting from systematic literature reviews. It fills the gap in literature studies on HRM with a novel research approach – a methodology based on full-text mining and a big data toolset. As a consequence, this study can be considered as providing an adequate reflection of all the articles published in journals strictly devoted to HRM issues and which may serve as an important source of reference for both researchers and practitioners. This study can help them identify the core journals focused on HRM research as well as topics which are of particular interest and importance. [ABSTRACT FROM AUTHOR]

Purpose: This narrative review presents a multi-stakeholder ethical framework for AI-augmented HRM, based on extant research in the domains of ethical HRM and ethical AI. More specifically, the authors identify critical ethical issues pertaining to AI-augmented HRM functions and suggest ethical principles to address these issues by identifying the relevant stakeholders based on the responsibility ethics approach. Design/methodology/approach: This paper follows a narrative review approach by first identifying various ethical/codes/issues/dilemmas discussed in HRM and AI. The authors next discuss ethical issues concerning AI-augmented HRM, drawing from recent literature. Finally, the authors propose ethical principles for AI-augmented HRM and stakeholders responsible for managing those issues. Findings: The paper summarises key findings of extant research in the ethical HRM and AI domain and provides a multi-stakeholder ethical framework for AI-augmented HRM functions. Originality/value: This research's value lies in conceptualising a multi-stakeholder ethical framework for AI-augmented HRM functions comprising 11 ethical principles. The research also identifies the class of stakeholders responsible for identified ethical principles. The research also presents future research directions based on the proposed model. [ABSTRACT FROM AUTHOR]

Purpose: Matching with the timeline of major events in China, as well as major shifts in China's human research management, the purpose of this paper is to present the comparisons of achieving styles among Chinese millennial employees, millennial university students and Generation X employees. Design/methodology/approach: Drawing from the achieving styles literature as well as the life course theory, this study first proposes hypotheses on specific differences in nine achieving styles. The authors tested by using data from 889 millennial employees and 364 millennial students from five cities in China. Findings: The results showed that the power direct achieving style stood out for the Chinese millennials, and the competitive direct achieving style ranked higher for Generation X. Moreover, millennial employees had higher scores for all nine achieving styles than millennial students. Practical implications: This study advises that when motivating Chinese millennial employees, human resource managers can create a competitive environment and provide career planning guidance, and that to better assist millennial university students to socialize, human resource managers can develop matched internship programs. Originality/value: The paper contributes to the life course literature and the achieving styles literature by comparing the differences among Chinese millennial employees, university students and Generation X. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to develop a resource-based framework to explain the relationship between high-performance work system (HPWS) and organizational performance (OP) and the moderating role of performance measures. Design/methodology/approach: The paper takes a meta-analysis approach, and tests hypotheses against data of 47,741 firms and establishments in 192 studies published by June 2016. Findings: The paper finds that HPWS has a greater positive effect on operational than financial performance. Moreover, HPWS influences operational performance more strongly in developing than advanced countries and at the firm level than the establishment level, but such variations are not evident in the effect of HPWS on financial performance. Practical implications: The paper suggests that managers should treat human resource management (HRM) practices as a system, and develop HPWS for operational gains which in turn lead to financial gains. Managers need to take different approaches to develop HPWS for high performance depending on the country of origin and the level of organization. Originality/value: Based on studies of individual HRM practices, previous meta-analytical studies suggested that the HPWS-OP relationship is invariant across performance measures. Taking HRM practices as integral components of HPWS, this paper extends the resource-based theory to demonstrate that performance measures interact with country of origin and level of analysis to moderate the HPWS-OP relationship. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study is to gain a better understanding of the employment figures in the labour market after the two Korean financial crises (1997 and 2008), focusing on the gender gap across different characteristics. Based on several data points, a general trend becomes evident whereby, as companies retrenched, they shifted the demographics of their employees to those perceived as most valuable, i.e. workers with university educations. However, when distinguished by gender, it is evident that their priorities changed. This discovery suggests that as the world faces another global health crisis (COVID-19) with its associated impact on organisational retrenchment, the gender gap in Korea could widen further. Design/methodology/approach: The analysis was conducted by applying a simple compounded average growth rate (CAGR) analysis to determine the impact of the two crises on employment by the educational level. Findings: A general trend becomes evident whereby, as companies retrenched, they shifted the demographics of their employees to those perceived as most valuable, i.e. workers with university educations. However, when distinguished by gender, it is evident that their priorities changed. Research limitations/implications: Secondary data were used for the analysis as data for unemployed, who had given up looking for work, were not available. Practical implications: Managers can use the findings when making decisions about laying-off staff during times of financial/economic crisis. Social implications: There is a perceived negative impact upon highly educated Korean women. Originality/value: The paper advances the pay gap literature by providing evidence from Korea. CAGR analysis has never been used previously in analysing the pattern of labour market data to reveal gender discrimination. With a global health crisis (COVID-19) with its associated impact on organisational retrenchment, the gender gap in Korea could widen further. [ABSTRACT FROM AUTHOR]

Purpose: While prior research suggests that human resource management (HRM) practices are crucial drivers of a firms' intellectual capital, few studies have tried to deconstruct this relationship and investigate how HRM practices specifically affect intellectual capital resources. Furthermore, prior research treated this relationship as universal and rarely tried to introduce important contingent factors that may alter the mechanisms involved in how HRM practices influence firms' intellectual capital. In this study, the authors examine the relationships between the ability-, motivation- and opportunity-enhancing dimensions of HRM systems and human, social and structural capital and investigate how companies' codification and personalization knowledge management (KM) strategies may alter these relationships. Design/methodology/approach: The data were collected using a telephone survey of 215 knowledge-intensive companies operating in Russia. The paper utilizes partial least squares structural equation modeling (PLS–SEM) to evaluate the measurement model and test hypothesized relationships. Findings: The findings indicate positive relationships between ability-enhancing practices and firms' human capital between motivation-enhancing practices and firms' human and social capital and between opportunity-enhancing practices and firms' social and structural capital. The authors' results reveal the limited moderating role of KM strategies in the relationships between HRM and intellectual capital. While a personalization strategy had no impact on any of the proposed relationships, a codification strategy positively moderated the relationship between opportunity-enhancing HRM practices and firms' structural capital. Originality/value: The study expands the debates in strategic HRM literature by looking "inside" the HRM–intellectual capital relationship. Additionally, the authors' findings reveal the complexity of the contingent effect that KM strategies of codification and personalization have on the relationship between HRM practices and intellectual capital. Although some of the relationships were not moderated by the KM strategy of the firm, the HRM–intellectual capital relationship cannot be considered fully universal. [ABSTRACT FROM AUTHOR]

Purpose: This study attempts to understand the research clusters and thematic evolution of the topic generational diversity at workplace, over the period of 2001–2009 and 2010–2018. Furthermore, it attempts to identify the key shifts (and convergence) that have taken place in the value system across generational cohorts. Design/methodology/approach: In this context, the first stage of the study involved an in-depth systematic analysis of extant literature on multigenerational workforce between 2001–2009 and 2010–2018 by applying bibliometric analysis. Following an explanatory mix-method approach, the second stage of the study comprised of 32 interviews conducted across generations, exploring the role of ethics at the workplace. Findings: It was revealed that during the period 2001–2009, communication and identification of generational characteristics emerged as the major themes. The 2010–2018 period unraveled four themes of research – retaining and engaging millennials through leadership, generational differences in work values, impact of generational differences on organizational-level variables and generational diversity in education and nursing. The outcome from the second stage showed that work values differ across generations with an emphasis on intrinsic work values, and work values have rather deteriorated, with baby boomers possessing stronger work ethics in comparison to the millennials. Finally, an integrated model for multigenerational workforce has been proposed. Research limitations/implications: This paper provides significant inputs to the expanding research in the area of work values, as it delves into the principal mechanisms leading to differences in work values among generations. Originality/value: Bibliometric analysis, which is a quantitative approach to understanding the intellectual structure of a research topic, has been applied to generational diversity at the workplace. This constitutes a novel attempt that can be bracketed as a pertinent contribution to the field. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development – employee performance management (PM). Design/methodology/approach: Through bibliometrics, a multiple correspondence analysis identifies the main research directions of PM studies and provides a map of descriptors and a list of authors, along with a framework to track PM literature over 20 years (1998–2018). Findings: Scholars have attempted to address some of the questions raised by earlier researchers. However, critical questions remain unanswered, and there is increasing dissatisfaction with the process. The most glaring yet unaddressed problem with PM is poor employee acceptability of the process. Practical implications: If the research gaps are addressed, the lack of acceptability of the PM could be resolved and more effectively managed in the future. Originality/value: The study particularly addresses poor employee "acceptability" of the PM process, a subject that has received limited attention by scholars. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the impact of high-performance human resource management practices (HPHRMPs) on organisational citizenship behaviour (OCB) and the influences of national culture (NC) and organisational culture (OC) on this relationship. Design/methodology/approach: Using a self-administered survey, data were collected from a sample of 420 public sector employees. The hypotheses were tested using structural equation modeling and hierarchical regression analysis. Findings: The findings of this study offer new insights into the ability to improve OCB through greater consideration of NC and OC in the design of HPHRMP. The results indicated that NC fully mediates the relationship between HPHRMP and OCB, whilst OC has a partial mediating influence. Research limitations/implications: HPHRMP includes a wide variety of functional areas; however, this study has only examined three (reward management, performance appraisal and promotion practices) and contributes to understanding the importance of institutional theory in HRM. Practical implications: This study highlights the need for HR professionals to ensure that they consider the impact of cultural differences (national and organisational) on how these HR practices will be perceived by employees. Originality/value: The present study seeks to extend research into the link between cultural context and HPHRMP and posits that culture plays a crucial role in this relationship. [ABSTRACT FROM AUTHOR]

Purpose Two simultaneous trends have arisen in the field of HRM: the development of the human resource (HR) function toward a more strategic, value adding unit and the trend of HR outsourcing (HRO). Opinions are divided in the field of HRM research regarding the interdependences between these two trends and whether the HR function has a positive or negative effect. Therefore, the purpose of this paper is to examine the triangular relationship among strategic HR integration, the HR-to-employee ratio and HRO.Design/methodology/approach This study analyses data from three large evaluations conducted in 14 European countries and compares the results obtained from the 2000, 2005 and 2010 Cranet survey waves. For the hypotheses, a multilevel regression design was used.Findings The results allow concluding that HRO supports the professionalization of the HR function in an effort to make it a strategic asset.Research limitations/implications This study extends prior understandings of the theoretical perspective on HRO and its organizational impact. The sample is nested within 14 European countries and influenced by cultural aspects and institutional factors. These influences could be an exciting avenue for further research.Practical implications This paper includes important implications for HR practitioners. The results support a rather optimistic view of the HR function regarding its relationship with HRO and the latter’s impact on the HR-to-employee ratio and strategic HR integration.Originality/value The study answers the question: has HRO downsized internal HR staff over the past decade, and how is it related to the strategic integration of the HR function? In this context, this study analyses Cranet data to contribute to the discussion on the development of strategic HR integration and the impact of HRO on such efforts. Moreover, the study examines the influence of HRO on internal HR staff based on the theoretical framework of the resource-based view. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to investigate the opportunities in the labour market for young employees with intermediate-level education by studying which young employees are most likely to be retained and under what conditions managers favour retention.Design/methodology/approach Retention decisions are examined by combining a vignette experiment and a survey study. Hypothetical profiles of 252 young employees were rated on their retention desirability by 21 managers, each working in a different organisation. Information on the managers’ characteristics and their organisations were collected in a survey.Findings Managers are generally not inclined to suggest retention. Their decisions are highly dependent on their own characteristics and organisational factors, even when young employees perform well and display desirable work-related behaviour.Research limitations/implications While the small scale and explorative nature of this study limit its generalisability, this paper highlights the importance of combining information on employees, the organisation and managers; when studying (early) careers and employment decisions.Practical implications This study suggests that job retention is only in part within an individual’s control, and the future efforts to combat youth unemployment need to account for organisational and managerial characteristics.Originality/value The focus on the employer’s perspective is new to research on early careers, making it a starting point for further lines of exploration. Further, this study provides a comprehensive insight into factors that influence managers’ retention decisions by combining three sets of factors in a single research design. [ABSTRACT FROM AUTHOR]

Purpose The hospitality industry is well-known for its high turnover rate and shift work, both of which are direct precursors to work-family conflict (WFC) and family-work conflict (FWC). The purpose of this paper is to explore the impact of WFC and FWC on turnover intention (TI) and organizational citizenship behavior (OCB) via literature reviews and empirical analyses.Design/methodology/approach The research data were collected using questionnaire surveys from employees working in the hospitality industries in Taiwan. The questionnaire consisted of two parts. The first part, which was conducted by interviewers, included questions about WFC/FWC and TI, and the second part, which was completed by pairing the respondents’ answers with observations of supervisors, explored OCB. There were 325 effective samples collected. Reliability and validity were confirmed using confirmatory factor analysis. Sample properties were analyzed using descriptive statistical analysis, and the relationship among control variables, predictor variables and outcome variables were explored via correlation analysis, independent t-test and one-way ANOVA. Finally, the study hypotheses were verified by structural equation modeling.Findings The paper attempted to identify the relationships among WFC/FWC, TI and OCB. The results revealed that: WFC and FWC were positively related to TI; WFC and FWC were negatively related to OCB; and TI was negatively related to OCB.Practical implications While the policy of tourism development has been promoted proactively by Taiwan’s Government in recent years, there are insufficient studies describing the relationships among WFC, TI and OCB with respect to hospitality employees. The findings from this study may contribute to human resource management and strategy development.Originality/value Because OCB is minimally regarded as an outcome variable, the results of this study support the relationships among OCB, WFC/FWC and TI. The results of this study will be of great benefit to supervisors as they seek to manage effectively human resources and improve and control the relationships among OCB, WFC/FWC and TI. The findings will also be of benefit to future studies. [ABSTRACT FROM AUTHOR]

Purpose: Green human resource management (GHRM) is an arising issue for the tannery industry in the context of developing economies. As the tannery industry can be seen as one of the highest polluting industries on earth, it becomes imperative for the industry to implement GHRM practices for greening the workforce. In this context, the purpose of this paper is to focus on antecedents that will support the implementation of GHRM practices in the tannery industry supply chain. Design/methodology/approach: In this study, an expanded literature review was organized to establish antecedents for implementing GHRM practices. The total interpretive structural modeling (TISM) technique is employed to explore interactions among the identified antecedents. Furthermore, Matriced Impact Croises Multiplication Applique analysis was conducted for determining the driving-dependence power of each antecedent. Findings: The results revealed that "green selection facility," "green recruiting facility," "green organizational culture," "green purchasing," "green strategy towards ES," "regulatory forces towards ES" and "top management commitment towards greening the workforce" are the key antecedents for the exercise of GHRM practices in the tannery industry. Practical implications: The proposed model might support decision makers to understand the interactions among the antecedents of GHRM practices. This model will help managers to understand the impact of one antecedent on another prior to the implementation of GHRM practices in the tannery industry. Originality/value: In this study, the author(s) propose a new version of the interpretive structural modeling approach (ISM), named the TISM technique, for determining the contextual interactions between GHRM initiative antecedents that are very new in the existing literature. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to explore organizational and human factor-related challenges to information technology (IT) service management standard ISO 20000 in an emerging economy context. Then, this research has proposed some implications of the challenges to implementing environmental sustainability and circular economy. Design/methodology/approach: To fulfill the research purpose, an empirical study was undertaken. The data required for the current study, based on a Likert scale and using questionnaires, were collected through surveys, interviews, telephonic conversations and meetings with IT firm managers and staff. The ranking of challenges was obtained based on the mean and standard deviation calculated from the survey responses. Findings: The results indicated that senior management support was the most significant challenge for the successful implementation of IT Service Management systems. Other significant challenges were the justification of significant investment, premium customer support, co-operation and co-ordination among IT support teams, proper documentation and effective process design. Practical implications: The current research is expected to help IT managers implement ISO 20000 and to manage environmental sustainability and circular economy across their organizational networks. Originality/value: To the best of the authors' knowledge, the current study is the first attempt to explore the organizational and human factor-related challenges to ISO 2000 in an emerging economy context. Furthermore, the current study proposes implications to the challenges to environmental sustainability and circular economy. [ABSTRACT FROM AUTHOR]

Purpose: Green human resource management (GHRM), seen as a current research trend, plays an important role in organizations' sustainable development strategies. However, there is still a research gap in the systematization and integration of the available GHRM-related knowledge to suggest detailed future directions. Thus, the purpose of this paper is to conduct a systematic literature review on GHRM aimed at proposing detailed research gaps and agendas for future study. Design/methodology/approach: First, this work reviews 74 articles, including 61 research/empirical articles and 13 review articles, linked with the GHRM field from the Scopus and Web of Science databases. These publications are then coded and classified into ten categories before the main findings linked with GHRM knowledge are identified. Last, the study addresses existing research gaps and proposes detailed recommendations and a research framework for further studies. Findings: Analysis of the relevant literature is presented in the following main sections: an overview that illustrates the existing findings related to GHRM coded and classified; a description that stresses research gaps and proposes in detail 16 recommendations; and a research framework that focuses on GHRM for a future research agenda. Originality/value: This review is important for researchers orient the research in GHRM by identifying research gaps and providing detailed recommendations. It is the first work that proposes a full research framework for future studies, especially suggestions of development related to green behavior outside of organizations, the circular economy, and technology based perspectives/Industry 4.0. [ABSTRACT FROM AUTHOR]

Purpose: Research on the relationship between high-performance workplace practices (HPWPs) and organizational performance has largely focussed on western settings, limiting the knowledge of how these systems influence performance in other countries, including Pakistan. Universalistic assumptions underpin the HPWP paradigm; to examine the validity of these assumptions, the purpose of this paper is to study the links between HPWP and performance in Pakistan, a country with different cultural norms and institutional settings to those in which most research has been conducted. Design/methodology/approach: The authors draw on a unique survey of 392 establishment managers in the banking, pharmaceutical and information technology sectors. The authors include managers of foreign-owned multinational subsidiaries and domestic firms to ensure the sample represents firms in Pakistan. Findings: The authors find that some individual HPWPs (recruitment and training) are associated in a statistically significant way with lower labour turnover, higher productivity and higher financial performance. Employee involvement is associated with lower labour turnover and higher labour productivity. Compensation is associated with higher financial performance. None is linked to higher labour turnover, lower productivity or lower financial performance in a statistically significant way. Performance appraisal was not statistically significantly associated with any of the three outcome variables. Originality/value: The results provide some relatively strong support for universalistic assumptions, but also highlight the need for future research to examine the variable links of some HPWPs and the lack of any association for the performance appraisal measure. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to construct and test an antecedent relationship path model for the leisure involvement of Taiwan expatriate managers working in Mainland China. A leisure temporal-spatial involvement (LTSI) was developed. Design/methodology/approach: Burnout, perceived freedom in leisure and leisure coping strategies were proposed in the conceptual model as antecedents of leisure involvement. A questionnaire survey gathered information on the characteristics of respondents, including demographic/socio-economic details, expatriate profile and leisure activity participation. Confirmatory factor analysis and structural equation modeling were used in this research to measure the relationships among the four scale variables (job burnout, perceived freedom in leisure, leisure coping strategies and leisure involvement). Findings: The expatriate managers experienced high burnout levels, particularly in the form of exhaustion. Their leisure involvement was mainly influenced by perceived freedom in leisure. Research limitations/implications: This work contributes to the research on leisure and expatriation in several ways. It is one of the first empirical studies to examine prominent leisure concepts (freedom, coping and involvement) within the milieu of expatriation. The findings provide further support to the notion of the "presumed cultural similarity paradox," in that expatriates of Chinese ethnicity still had significant adjustment difficulties in Mainland China. The research again confirms the challenges of Mainland China as an expatriation destination. Practical implications: The research results have significant practical value and may assist Taiwan-capital enterprises in improving expatriates' leisure life management. The section on Managerial and policy implications outlines the implications for the actors involved. Social implications: This work has social implications since the Taiwan expatriate managers are not effectively adjusting to their work–life environments in Guangzhou. Greater social contact between locals and these managers is recommended in the future. Originality/value: A new scale for leisure involvement (LTSI), expressed in temporal and spatial dimensions, is developed to fit the particular situations faced by expatriates. This is also one of only a few empirical research studies to consider leisure involvement within an expatriation framework. [ABSTRACT FROM AUTHOR]

Purpose The construction industry is dynamic and often unregulated due to its complex, project-based nature. This makes the task of implementing human resource management (HRM) functions more difficult than in other economic sectors. This is particularly the case for developing countries which rely on a migrant, casual, and transient workforce. Despite offering flexibility, a transient workforce can lead to unpredictable rates of absenteeism and unsatisfactory productivity. This paper links HRM practices in the construction industry of the developing world to rates of absenteeism across three segments of the construction workforce – foremen, skilled workers, and unskilled workers. The paper aims to discuss these issues.Design/methodology/approach A survey targeting 60 construction sites in Beirut, Lebanon form the basis of the analysis. Within each site, measures of absenteeism for foremen, skilled, and unskilled workers were solicited along with other data on HRM onsite.Findings The results suggest a regression model for worker absenteeism based on tenure of work as well as the absenteeism of workers at the next hierarchical level onsite.Originality/value This study is among the first to show a link between the mechanisms by which construction workers are employed (contract-based foremen vs daily/weekly labourers – both skilled and unskilled) and the rate of absenteeism seen onsite. Given the role of absenteeism in construction productivity, having a good understanding of the underlying causes of absenteeism is critical to the design of mitigating policies. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the implementation of a set of commitment-based HR practices and explores their impact on three categories of organizational outcomes.Design/methodology/approach Cross-sectional study based on a survey. Multiple regression analysis was applied to test the hypotheses proposed.Findings The results show that commitment-based HR practices make up a system that presents internal consistency and favours HR performance and operational outcomes, as well as contributing to financial outcomes through the mediator role of innovation.Research limitations/implications The HR practices were measured based on the perception of only one informant per company, normally the manager.Practical implications This study makes it possible to draw relevant conclusions in a sector (hotel industry) that lacks references about the role of a system of commitment-based HR practices in achieving organizational outcomes. The use of a sample of homogeneous firms provides managers with valuable and specific information about the sector that can foster the adoption of commitment-based HR practices by hotel firms.Originality/value This paper contributes to better know how HR practices based on commitment foster employees’ willingness to engage in the strategic objectives established by the organization from the systems perspective. Furthermore the research contributes to the understanding of these practices in an important economic industry, such as it is the hospitality sector, in which research had traditionally placed little emphasis on this kind of analysis. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine parental career-related behavior (PCB) in relation to the vocational intentions of female nationals enrolled at higher education institutions in the United Arab Emirates.Design/methodology/approach A conceptual framework was constructed to examine the interplay between the PCB factors of support, interference and lack of engagement, against context-relevant dimensions of gendered sociocultural barriers, public sector preferences and the likelihood itself of labor market entry. Survey data from face-to-face encounters (n=335) was collected.Findings Parental support was found to significantly reduce the perceived sociocultural barriers to workforce participation. Parental interference amplified these barriers and also increased public sector preferences. Those with educated fathers were more likely to seek labor market entry and consider atypical career paths, while those with a parent working in the private sector were more willing to consider this sector.Research limitations/implications One limitation was a sample comprising only female students, nonetheless it implies PCB has an impact on “national” female labor force participation (FLFP). Therefore, seeking to engage parents as more active stakeholders in vocationally related HEI interventions would benefit from greater policy attention.Originality/value This paper is the first to consider parental influence on FLFP using the PCB construct. Its value is in the framework model presented and its contribution to the discourse on the Arabian Gulf’s labor market dynamics. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to extend the "Happy-Performing Managers" thesis to show that managers' job-related affective well-being and affective job satisfaction mediate the impact of their role stressors (ambiguity, conflict and overload) on their contextual job performance.Design/methodology/approach Results from an online survey of 305 managers from the private, public and third sectors in Western Australian support most of the hypotheses. The psychometric properties of all the scales were analysed using confirmatory factor analysis and the conceptual model was tested using structural equation modelling.Findings Role stressors have a direct negative effect on the managers' affective well-being and affective job satisfaction, which, in turn, mediate the negative effects of the three role stressors on the managers' contextual performance.Research limitations/implications Conceptual and managerial contributions along with methodological limitations and future research directions are discussed.Originality/value Contemporary managers face a wide range of intrinsic and extrinsic role and environmental stressors. This research suggests that organisations may need to redesign manager roles to reduce their role stressors (ambiguity, conflict and overload) in order to optimise their contextual performance. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine the behavioural consequences of public service motivation (PSM) and how motivation relates to an individual’s call to serve both inside and outside of the workplace. More specifically, this study examines whether and how PSM relates to prosocial behaviours – volunteering and giving – and career ambitions to work in the government or non-profit sector among public affair graduate students. Design/methodology/approach – Logistic regression is used to examine the PSM link using a composite of the 40-item scale, each of the six dimensions – commitment to the public interest, civic duty, social justice, attraction to policymaking, compassion, and self-sacrifice – and the five-item scale from the Merit Principles Survey. The analyses draw upon data from a unique online survey of 122 graduate students in Master of Public Administration and Master of Public Policy programmes. Findings – The results indicate that people with higher levels of PSM are more likely to want to work in public service and volunteer. However, mixed results were found for the relationship between PSM and giving charitable donations and career ambitions to work in government and no link was found for career ambitions to work in the non-profit sector. Originality/value – This paper answers calls to examine the dimensions of PSM and examines Perry’s (1996) original conception. The results provide practical implications for human resource managers as well as non-profit and public managers in recruiting and retaining employees and volunteers. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to analyze the specific relationship between information and communication technologies (ICT) and high performance work practices (HPWP) at employee level, both generally and per job category. Design/methodology/approach – Generalized ordered logit and logit models are estimated in relation to data from 31 European countries using the fourth European Working Conditions Survey. Findings – This paper reveals a generally positive association between ICT use and HPWP participation by workers but different results when ICT and HPWP variables are analysed separately. Worker autonomy and participation in autonomous teams are linked to greater ICT use, but the cases of job rotation and task variety are not so clear. Additionally, the authors find how worker occupation conditions such links and note divergences between high and low-skilled positions. Research limitations/implications – The cross-sectional nature of the data does not allow the authors to report causal relations. Practical implications – The results suggest that depending on the work practices to be considered, as well as occupation, some ICTs are more suitable than others. Originality/value – Two main features make this paper novel. First, previous studies on the link between ICT and HPWP made use of indexes, rendering the generation of assorted results impossible. Thus, the authors study how different ICT variables are related to different HPWPs at employee level. Second, the authors test whether employee occupation is a moderator in such relationships. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to test forward-looking incentives against backward-looking incentives. Design/methodology/approach – Wage growth model to estimate forward-looking effects of unpaid overtime and a probit model of participation in unpaid overtime controlling for excessive pay to estimate backward-looking effects. The authors use data form the OSA labour supply panel (years 1994, 1996 and 1998). Findings – The importance of backward-looking incentives is demonstrated in an empirical analysis of participation in unpaid overtime. The authors show that employees who have relatively good wages now or who have had relatively good wages in the recent past participate more often in unpaid overtime. The authors also show that participation in unpaid overtime does not lead to extra wage growth. Research limitations/implications – These results imply that involvement in unpaid overtime is to be explained from backward-looking incentives, not from forward-looking incentives. The paper concludes that backward-looking incentives deserve more attention in the economic literature, especially as they are well-accepted as work motivation devices by employees. Limitations are the length of the panel study (four years) and the fact that the data are restricted to one country (the Netherlands). Social implications – Personnel policies should focus more on the intrinsic motivation of personnel rather than on extrinsic motivation. Originality/value – This is the first paper to test both forward- and backward-looking incentives simultaneously. [ABSTRACT FROM AUTHOR]

Purpose - The purpose of this paper is to identify and characterize different work value patterns empirically. Furthermore, it is analyzed how these patterns are distributed in different countries and how they change in the course of time. Design/methodology/approach - Latent class analysis as an advanced clustering procedure was applied. The empirical analysis is based on data from the International Social Survey Program from three time periods (1989, 1997 and 2005), covering five countries (USA, Great Britain, West Germany, Norway and Hungary). Findings - The analysis reveals four distinct work value patterns among employees: "moderate demanders", "high demanders", "post modern demanders" and "income and security demanders." The affiliation to these patterns depends on gender, generational membership, education, occupation and nationality. The historical analysis reveals considerable variety in cross-national developments. Practical implications - The work value patterns identified have implications for recruitment, employee motivation and international HRM strategies. Management needs to be aware of work value patterns in the workforce in order to avoid mismatches and their negative consequences. If mismatch is unavoidable, the paper highlights the need to proactively manage mismatches between work value patterns and workplace situation. Originality/value - The authors argue that different work values are not independent of each other. Instead, they seem to have systematic interrelations and exist in specific patterns. Accordingly different segments within the labor force can be characterized by specific combinations of work values. This is highly relevant because it could help to customize HR instruments and incentives. [ABSTRACT FROM AUTHOR]

Purpose - Employees older than 55 years of age have a much lower share in training than other employees. The purpose of this paper is to propose that one of the reasons for this phenomenon that has not been taken into account so far is that their training is less effective. Design/methodology/approach - This paper shows that training of older employees indeed is less effective in the self-assessment of training participants. Training effectiveness is measured with respect to key dimensions such as career development, earnings, adoption of new skills, flexibility or job security. Besides age a broad range of explanatory variables is included as covariates in a large linked employer-employee data set. Findings - The paper finds that main reason for the differences in training effectiveness during the life cycle is that firms do not take into account differences in training motivation. Older employees get higher returns from informal and directly relevant training and from training contents that can be mainly tackled by crystallised abilities. Training incidence in the more effective training forms is, however, not higher for older employees. Given that other decisive variables on self-assessed effectiveness such as training duration, financing and initiative are not sensitive to age, the wrong allocation of training contents and training forms therefore is the critical explanation for the lower effectiveness of training. Originality/value - This paper therefore shows to human resource managers why old employees rate training effectiveness lower and indicates what can be done in order to improve training effectiveness of old employees. It uses a large and detailed data set entailing more than 6,000 employees from about 150 establishments. [ABSTRACT FROM AUTHOR]

Purpose The mechanism by which leadership influences organizational performance has largely been unexplained. This study intends to fill this gap. This study identified the six specific leadership practices: promoting inter-unit collaboration, managing diversity, providing performance feedback, ensuring goal directedness, developing employees, and resource provision. This study also identified a number of generic functions of leadership, that is, promoting cooperation, clarifying employees’ roles, and improving skills in organization. Then the mediating effects of the three generic functions were tested in order to link the specific leadership practices to organizational performance. The paper aims to discuss these issues.Design/methodology/approach Structural equation modeling was used for analyzing the data from the 2014 Federal Employee Viewpoint Survey to investigate the mediating model.Findings The effects of the six specific leadership practices on organizational performance were mediated by the three generic leadership functions.Originality/value The result of this study delineated the linking paths between leadership practices and organizational performance which has largely remained as a black box. Moreover, since the specific leadership practices are categorized by the generic functions that are instrumental for organizational performance, it provides theoretical and empirical grounds for managerial prescriptions for improving organizational performance. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to investigate the mediating roles of work and family demands and work-life balance on the relationship between self-efficacy (to regulate work and life) and work engagement. Specifically, it seeks to explain how self-efficacy influences employees’ thought patterns and emotional reactions, which in turn enable them to cope with work and family demands, and ultimately achieve work-life balance and work engagement. Design/methodology/approach – Structural equation modelling (SEM) of survey data obtained from a heterogeneous sample of 1,010 Australian employees is used to test the hypothesised chain mediation model. Findings – The SEM results support the hypothesised model. Self-efficacy was significantly and negatively related to work and family demands, which in turn were negatively associated with work-life balance. Work-life balance, in turn, enabled employees to be engaged in their work. Research limitations/implications – The findings support the key tenets of social cognitive theory and conservation of resources (COR) theory and demonstrate how self-efficacy can lead to work-life balance and engagement despite the presence of role demands. Study limitations (e.g. cross-sectional research design) and future research directions are discussed. Originality/value – This study incorporates COR theory with social cognitive theory to improve understanding of how self-efficacy enhances work-life balance and work engagement through a self-fulfilling cycle in which employees achieve what they believe they can accomplish, and in the process, build other skills and personal resources to manage work and family challenges. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to unexplore the area of information and communication technology (ICT) use in organizations related to the assumed productivity gains by the use of ICTs. On the one hand, the paper focus on the losses of labor time that are caused by malfunctioning hardware or non-functional software, and on the other hand, the paper focus on the labor time losses that are caused by a lack of skills to maximize ICT. Design/methodology/approach – To estimate these losses, the paper conducted a large-scale survey among the Dutch workforce. The respondents were presented scenarios, and then they were asked to assess the loss of labor time. Findings – When working with ICTs, malfunctioning ICT and ICT skill insufficiencies lead to a loss in labor time of 7.5 percent. The losses increase with decreasing educational attainment level. Age does not contribute to the total average losses. Workers highly underestimate the effects of ICT-related training. The role of co-workers is more significant than the formally organized means by the organization. Originality/value – Due to ICT's significance among the labor force, investigating the reported losses is an important step to further improve the use of ICTs in the workplace. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the impact of transformational leadership (TL) on building trust and hence, its influence on the commitment level of the employees to achieve the desired work outcomes. It also examined whether transformational leaders were able to psychologically empower employees so as to increase their commitment level and thus reduce the employee turnover intentions (TIs) in the small- and medium-sized (SME) IT companies operating in Delhi NCR, India.Design/methodology/approach Data were collected from 420 employees (168 females and 252 males) of SME IT companies operational in Delhi NCR, India. They responded to questions about their leader’s TL and their own psychological empowerment (PE), commitment and trust.Findings The findings of the study show that transformational leaders were able to create a higher level of PE and trust amongst their employees. Further, it was also found that this led to an increase in their commitment level and hence, a decrease in their TI. The findings of the study also suggest that trust, commitment and PE act as mediators.Research limitations/implications Limited sample size is a possible limitation of the study. One more limitation of the study is the data collection method, i.e. through survey. It was self-reported, taking only the perspective of the employees; it may not be a completely accurate response.Practical implications With TL, leaders can psychologically empower followers to do things in a better way and can develop trust in employees resulting in high commitment; highly committed employees in turn reduce the TIs. If followers do not have faith in their own capability, it may not be possible for them to complete their job effectively.Originality/value This study adds to the existing literature; it clarifies the process by which transformational leaders enhance followers’ meaning in life through PE and develop trust resulting in high commitment. [ABSTRACT FROM AUTHOR]

Purpose Based on regulatory focus theory and social exchange theory, the purpose of this paper is to explain how care service workers’ job attitudes, such as job satisfaction, organizational commitment and perceived organizational support, help form their promotion-focus or prevention-focus perceptions of firms’ HR practices.Design/methodology/approach A survey study of 709 residential care service workers was used to test the developed framework with structure equation modeling analysis.Findings The empirical results show that the adoption of HR practices in the British care service sector can simultaneously enhance workers’ job motivation and help to correct their work-life imbalance, which have different effects on workers’ job attitudes.Research limitations/implications Perceptions of HR practices can create both promotion- and prevention-focussed perceptions from the workers’ perspective. The mixed perceptions about HR practices trigger both perceptions of job motivation and perceptions of work-life imbalance that can then lead to different outcomes with regard to job attitudes.Practical implications This study helps practitioners apply HR practices suitably, to certain types of employees in order to drive positive, rather than negative impacts. It is important for managers in the care service industry to take into account the conditions that determine the impacts of HR practices on workers’ job attitudes when deciding to adopt HR practices.Originality/value This study contributes to the management literature by providing empirical evidence of the critical role played by job motivation and work-life imbalance in the perceptions of HR practices and job attitudes link. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to investigate the role of non-profit service motivation (NPSM) as a cognitive dimension in the enhancement of managerial accountability of Korean NGO employees. Hypotheses and a research model were designed to determine the antecedent and consequence factors of NPSM from the perspective of the self-determinants theory, social learning theory, and social exchange theory. Design/methodology/approach – This study relies on quantitative data obtained from Korean NGO survey questionnaires. The sample consists of 400 employees working for NGOs. The performance evaluations were conducted within a one-year period. Findings – Results of the study demonstrate that training and development are the keys to leading employees’ value congruence and motivation. The authors also confirmed that person-organizational (P-O) fit is directly associated with NPSM. Finally, intrinsically motivated NGO employees would boost the level of managerial accountability among the Korean NGO employees through organization and socialization. Research limitations/implications – Through applying Perry’s original public service motivation (PSM) scale including rational, normative, and affective values, the exploratory factor analysis and confirmatory factor analysis results confirmed that the constructs of NPSM were valid and reliable in the Korean NGOs. Additionally, it might also explain the locus of causality of self-determination theory, and how it changes people’s motivation. Finally, the authors confirmed that organizational systems are notable in terms of increasing P-O fit, strengthening intrinsic motivation, and increasing organizational consequences. Practical implications – This study confirms that human resource development (HRD) practices and performance management system (PMS) act as very effective managerial tools for nurturing positive and constructive social exchange relationships between organizational constituents, and for developing human resources in the NGOs. This is evident in cases of individuals being given extensive participation rights when it comes to decision making (Leana et al., 1992; Mayer and Schoorman, 1998). The benefit of this reality is twofold: it strengthens individuals’ perceptions of self, fostering intrinsic motivation, and it also acts as a buffer of sorts between individuals and external pressures, weakening extrinsic motivation. Social implications – There exists a notion that well-made organizational systems and policies should be regarded as more important because certain informal or relational social interactions and communications (e.g. HRD programs) or PMS policies (e.g. service monitoring systems, finance monitoring systems, and HR and organizational monitoring systems) prevail in the cultural characteristics of NGOs. Based on this notion, allowing P-O fit, intrinsic motives, and accountable behaviors to function as invisible but very persuasive norms, rules, and informal regulations for leaders and subordinates will help make NGOs successful. Originality/value – Given that most Korean non-profit organizations are very small and lack formal HR departments or functions, it is possible that this lack of formality has been somewhat responsible for the shortage of research on the outstanding aspects and issues surrounding non-profit HR management and the motivation of non-profit employees. However, as the non-profit sector has become more professionalized and specialized in terms of training, development, and identity, the need to understand HR issues and employee motivation is vital to improve both employee management and organizational strategies. The aim of this research is to further the understanding of what makes the non-profit workforce distinct. The authors believe that the similarities in terms of motivation for public and non-profit employees allowed us to use a modified version of Perry’s (1996) scale in the study to examine NPSM. However, drawing on these various and diverse perspectives on PSM and NPSM, especially in the Korean context, the authors define NPSM as “intrinsically and voluntarily driven attitudes and dispositions that lead to more service delivery, fundraising, and volunteering activities in the non-profit agencies.” [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to portray an example of how organizations can harness their employees’ insight. The procedure described here can complement traditional methods such as interviews, open forums, round tables and employee surveys, and can assist HR managers to acquire a unique look inside the company. Design/methodology/approach – The described procedure was facilitated at Intel Corporation and was about The Future of Work. 145 Intel employees took part in an online crowd-deliberation with a methodology called Real-Time Imen-Delphi (RTID). The methodology guided them to initiate 689 questions that were then organized into 258 mission statements, which were rated by importance, priority and feasibility. Findings – A main theme was identified to represent the collective notion with regards to The Future of Work. The participants leaned toward the fractal model for a preferred work environment. This model includes employees who will no longer have a single job description, but rather repeatedly sign up for tasks and projects based on their interests, capabilities, availability, aspirations and future beliefs regarding the path their organization needs to take in manufacturing, research and development. Practical implications – The result provides an example of how organizations can harness their employees’ wisdom to bring to the table cutting-edge ideas, debate their relevancy to the organization, agree collectively on their vision and generate applicable ideas toward realizing their preferred future. Originality/value – As social media tools evolve and become a central part in organizations, they will seek to involve employees in effective conversations and in decision-making processes. RTID is a solid way with which they can do this. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to examine, theoretically and empirically, whether an employee training program can enhance the collective perception of empowerment of work units within an organization. The authors hypothesized that training participation relates to empowerment by enhancing the potency, meaningfulness, impact, and autonomy of the employees. Design/methodology/approach – The authors collected data at two time points, before and after the training intervention. Over the two periods, the sample consisted of an average of 2,383 employees nested in 36 work units of a large multinational company. Findings – The results indicated a positive relationship between training participation and increased levels of collective psychological empowerment, with differential effects on the dimensions of empowerment. Practical implications – This study provides evidence of the positive relationship between training and empowerment, suggesting training effects across levels of analysis. The results indicated dimensions of empowerment that are more and such that are less prone to training. Such knowledge may help to inform organizations in developing training strategies. The authors provide recommendations for a respective training program. Originality/value – This is one of the first studies to investigate the relationship between training participation of individual employees and shared empowerment perceptions within their work units, adding an important antecedent to the research on empowerment. In addition, the authors propose ways of how individual employees can affect shared perceptions among work-unit members. The study offers insights into the development of empowered work units, the vertical transfer of training across levels of analysis and implications for training programs. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to answer the following two questions: What are the HRM practices that have a significant impact on employees’ functional retention?, and Does the impact of these HRM practices on functional retention differ based on the employee’s status as an expert or a non-expert? Our theoretical foundation rests on human capital theory and social exchange theory. Design/methodology/approach – This study uses longitudinal data that come from multiple surveys conducted on new employees within a Canadian subsidiary of an international information technology (IT) firm. Findings – Results show that four out of five HRM practices under study have a significant and positive impact on functional retention of employees regardless of their expert status: satisfaction with a respectful and stimulating work environment, satisfaction with training and development, satisfaction with innovative benefits and satisfaction with incentive compensation significantly increase functional retention of employees. Functional retention was found to be higher for experts than for their non-expert counterparts. Last, results show that expert/non-expert status play a moderating role between HRM practices and functional retention. Originality/value – In short, this study offers five main contributions to the literature: first, it focuses on retention rather than turnover; second, it goes further by examining functional retention as the dependant variable; third, it distinguishes between two categories of employees: experts and non-experts; fourth, it extends the limited literature on IT workers, HRM practices and retention; and fifth, it is based on longitudinal data whereas the overwhelming majority of published studies have been based on cross-sectional data. [ABSTRACT FROM AUTHOR]