103 research outputs found
Does LMX always promote employee voice?:A dark side of migrant working in Saudi Arabia
No full textPurpose: 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
No full textHaving a firm-er grip:The impact of leader gender, leadership styles, and follower gender on leadership effectiveness
No full textThis 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
No full textThe 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
No full textThe 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
Why and When Employee Perceptions of Family Supportive Supervisor Behaviours Enrich Partner Relationship Satisfaction and Affective Wellbeing
No full textThe management of employee work-family experience has become an important strategic human resource management topic for organisations. With the increasing emphasis of employee work-family interaction, senior management begin to examine how a leader can create positive work-family impact through practicing family-supportive behaviour. This study extends the utility of the work-home resource model and hypothesises family-supportive supervisor behaviours predict employee work-family balance satisfaction at work and social emotion to partner, which ultimately lead to partner relationship satisfaction and affective wellbeing at home. This study also draws on the social information processing theory and Lazarus transaction model of stress to examine the moderating roles of manager behaviour integrity and employee workload pressure in between family supportive supervisor behaviours and employee work-family balance satisfaction at home. Based on 133 employee-partner dyads data from a 10-day quantitative diary study design, this study reveals that family supportive supervisor behaviours improve employees’ work-family balance satisfaction at work and subsequently shape partner relationship satisfaction and affective wellbeing at home. This study also revealed that manager behaviour integrity and employee workload pressure are critical in determining the effectiveness of family supportive supervisor behaviours at work. The findings contribute to the family supportive supervisor behaviours literature by demonstrating how family supportive supervisor behaviours shape the employee family outcomes effectively and provide insight to manager to develop strategic human resources management practises in the organisation
A critical exploration of ethical discourses around the adoption of an algorithmic tool by a criminal justice case study in Europe: A Foucauldian perspective
No full textAs the use of algorithmic technologies for key organisational and work processes grows, the AI/algorithm ethics literature also continues to raise important concerns around the potential moral risks associated with their use, such as the unintended biases that may stem from algorithmic decision-making. More recently, research has begun to highlight the roles of human self-reflexivity and resistance, calling for further research into this burgeoning stream of AI/algorithm ethics. This thesis, therefore, builds upon these underexplored ethical nuances in algorithmic work practice utilising a Foucauldian lens – in particular, drawing Foucault’s theories of discourse, governmentality, and resistance/ethics – to explore the ethical discourses and actions that emerge when a large/complex criminal justice organisation (based in a European country) adopted algorithmic tools to aid in their key decision-making activities. Data was collected through 38 semi-structured qualitative interviews with different organisational actors. A range of organisational documents were used as an addition to the interview data. Using Foucauldian Discourse Analysis theory, I have found that the adoption of algorithmic technologies in this particular service was steered and supported by the scientific power/knowledge of data scientists. I also found that whilst transparent (and ethical) work practice, for data scientists and senior leaders, is achieved via utilisation of algorithms and data-driven tools, there is a nascent discursive shift amongst many frontline practitioners. This discursive shift highlights practitioners’ agency, self-reflexivity and awareness around shortcomings and potential ethical risks of algorithms. I argue that the practitioners’ awareness and – in some cases – subtle resistances against algorithm are examples on how ethical practice is crystalised in algorithmic work environments. By applying a Foucauldian lens, this thesis contributes to organisational ethics and AI/algorithm ethics literatures, highlighting ethical nuances in relations to marginalisation of employee voices (discourses) through algorithmic work governmentality. Moreover, this research gains further understanding on how those marginalised discourses shift towards subtle active resistance and expansion of the space for ethical practice
Reaching Across Family Boundaries: A Study on The Role of Relationships Between Nonfamily Managers and Family Successors in Family Businesses from the Social Exchange Perspective
No full textFamily businesses constitute two thirds of all businesses, contribute to 70-90% of the GDP and provide between 50-70% jobs globally. Yet only 30% of them survive the second generation of leadership and less than 10% make it into the fourth generation. Unsurprisingly, succession is a critical event in the life of family businesses, which impacts their longevity, and is the most explored topic by family business scholars. This study examines a critical yet relatively unexplored aspect of succession. Nonfamily employees in family firms have a large impact on the performance of the business. Relationships of family successors with these employees is important from the perspective of transferred loyalty, respect, and tacit knowledge and are critical for a successful succession; yet there are no empirical studies examining these relationships. This multi-level qualitative study explores relationships between nonfamily employees and family successors, through 64 interviews with stakeholders in 13 family firms across India, examining the impact of relationships (individual level) on leadership succession (organizational level). I use the between-case method, taking Social Exchange Theory (SET) as the theoretical umbrella and adopting the critical realist approach. The findings show how these relationships influence a successful family business succession and how these relationships are impacted by Indian collectivistic cultural setting. I also provide advice to family business owners on cultivating these relationships from early childhood of the successors to the time they join the business and, to the time they take over leadership. This study also includes a systematic literature review of research on social exchange relationships (SERs) in family businesses, providing directions for future research. I offer an extension to SET explaining how SET can be applied to relationships with nonfamily employees, which have been described by scholars as inherently agentic in nature. Thus, I contribute to a finer grained understanding of successions in family businesses, provide ways forward for future research, make academic contributions to theory, and provide implications for practice and policy. The findings show how these relationships influence a successful family business succession and how these relationships are impacted by Indian collectivistic cultural setting. I also provide advice to family business owners on cultivating these relationships from early childhood of the successors to the time they join the business and, to the time they take over leadership. This study also includes a systematic literature review of research on social exchange relationships (SERs) in family businesses, providing directions for future research. I offer an extension to SET explaining how SET can be applied to relationships with nonfamily employees, which have been described by scholars as inherently agentic in nature. Thus, I contribute to a finer grained understanding of successions in family businesses, provide ways forward for future research, make academic contributions to theory, and provide implications for practice and policy
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