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Does LMX always promote employee voice?:A dark side of migrant working in Saudi Arabia
Get PDFPurpose: Drawing on the self-consistency theory, we tested a model where employees’ supervisor-based self-esteem (SBSE) is positively related to their promotive and prohibitive voice and mediates the positive relationship between leader-member exchange social comparison (LMXSC) and an employee’s promotive and prohibitive voice, but only for local rather than migrant workers. Design/Methodology: To test our hypotheses, multi-source data were collected from 341 matched supervisor-supervisee dyads working in a diverse range of organizations in the Kingdom of Saudi Arabia (KSA). Findings: As predicted, employees’ SBSE is positively related to their promotive and prohibitive voice and mediates a positive relationship between their LMXSC and their promotive and prohibitive voice, but only for local workers. Our findings provide support for our self-consistency theory perspective on LMX, and new insight into the ‘dark side’ of migrant working – a lack of voice. Originality: Our study responds to calls for more research that explores the roles played by macro-environmental factors on employees’ voice. Implications for theory and practice are discussed
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Diversity in organizations : HRM and international practices
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Going Beyond Counting First Authors in Author Co-citation Analysis
Get PDFThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Get PDF“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Get PDFWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Having a firm-er grip:The impact of leader gender, leadership styles, and follower gender on leadership effectiveness
Get PDFThis research examined how and under what conditions gender affects leadership effectiveness. Grounding the analysis in the Social Identity Theory of Leadership (SITL), a set of hypotheses was developed which predicted that the effect of leader gender on leadership effectiveness will be mediated by leadership group prototypicality. Stemming from the Expectancy Violations Theory and the Uncertainty Reduction Hypothesis, leadership group prototypicality was hypothesized to be a function of firstly the interaction between leader gender and leadership styles (directive versus participative), and secondly between leader gender, leadership styles (directive versus participative), and follower gender. Three studies were conducted to test this. Study 1 collected data from 151 participants who sat through a video manipulation. Moderated mediation analyses revealed that female leaders were considered more prototypical and thus more effective than male leaders when they engaged in directive leadership, and that this relationship was particularly pronounced with male followers. Regardless of follower gender, male leaders were not considered more prototypical than female leaders when they engaged in participative leadership, and the moderated mediation hypotheses were not supported. Study 2 attempted to replicate this finding by utilizing a written scenario manipulation. Data was collected from 170 participants although moderated mediation analyses did not reveal a significant effect of leader gender on leadership effectiveness through leadership group prototypicality. While the findings were in line with the Role Congruity theory, they were also in line with the SITL. Finally, Study 3 replicated the findings of the first experiment in a field setting. Data was collected from 126 employees in the services sector. As in Study 1, moderated mediation analyses showed that female leaders who engaged in directive leadership were more prototypical and ultimately more effective than male leaders who engaged in equivalent behaviour. Study 3 also did not find support for the moderated mediation hypotheses under participative leadership. In sum, the studies conducted provide internal and external validity to the proposed research model
The impact of perceived human resource management system strength on older workers' mental well-being, in-role performance behaviours, and satisfaction with learning opportunities
Get PDFThe number and proportion of older workers in the workforce is increasing. This thesisexamined the effect of normal psychological aging on the future time perspective and goalorientation of this demographic group, and the effects that these age-related changes have onin-role performance behaviours, satisfaction with the learning opportunities afforded to themby their organisation, and their mental well-being. The work is grounded in socioemotionalselectivity theory (SST, Carstensen, 1992, 1993,1995; Carstensen & Charles, 1998;Carstensen, Isaacowitz & Charles, 1999) which postulates that as people age they perceivetheir future as increasingly limited and achieve greater emotional control. They resultantlybecome progressively less focused on developmental goals. This thesis examined howemployee perceptions of human resource management system strength (Bowen & Ostroff,2004) change the relationship between time perspective and goal orientation, and thus themagnitude of the effects of goal orientation on the outcome variables. To facilitate this, itwas necessary to develop survey-based measurement instruments to measure goalorientation and positive emotional experience (Study 1), and to adapt an existing measure ofHRM system strength to suit the sample population in Study 2. This latter study collectedmulti-source data from 151 employees and their line manager, using a survey method.Mediation and moderated mediation analysis revealed that changing time perspective, rather than age per se, accounts for changes in employee goal orientation, which mediates the relationship between time perspective and employee mental well-being, but not performance or satisfaction with learning opportunities. This mediation effect was then shown to be moderated by how strong employees perceive the human resource management system to be,as implemented by their line manager, thus demonstrating how line managers can materially affect the mental well-being of their direct reports. This is particularly important during periods of high levels of organisational change activity when employees are expected to learn new materials, processes and work within changing team structures
Untangling the dynamics of career resources and its impact on career outcomes: The mediating role of career crafting and the moderating role of career self-efficacy and talent philosophies
Get PDFThe current state of contemporary work environments characterised by high talent volatility has called to question the pronouncement that traditional organisational careers are dead and talent management practices are old-fashioned. This study, therefore, aims to understand how career inducements from the organisation function as resources that, over time, influence individuals’ career management and achievement of career-related outcomes. Building on the conservation of resources (COR) theory, this research tests the importance of career resources trajectories – job autonomy, supervisor support and organisation career management – in determining employees’ proactive career reflection and career construction for career goal fulfilment. It also investigates career self-efficacy as a personal resource with the potential to moderate the relationship between career resources and career outcomes. Moreover, the harmony between talent and career literature was explored by investigating how a perceived fit between individuals and the organisation’s talent philosophies function as a moderator that determines employees’ career self-management. This study thus puts forward talent philosophies, a related yet distinct body of research from careers literature, as a theoretically vital construct for understanding individuals' career development. Using cross-lagged and latent growth modelling, the indirect effect of career resources on career-related outcomes through career crafting and the boundary conditions of career self-efficacy and talent philosophy were examined. Using Prolific sample, month-level data across six months was collected from 253 full-time employees in the UK at different organisational levels and from multiple industries. The results showed that dimensions of career crafting at the base level each mediate the relationship between career resources and career outcomes and fit in stable talent philosophy moderate the indirect relationship. Supervisor support was identified as the career resource with the most career-related outcome. This study also found that career self-efficacy and person-organisation talent philosophies fit significantly but differently impact employees’ career resources. By longitudinally analysing career incentives at different levels of the organisation as resources, the current study enriches understanding of how career resources influence employees’ behaviours and desired outcomes and the complementary nature of career and talent management research
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