Volume 6 Issue 2, December 2019

https://journals.sagepub.com/toc/HRM/current

 

Research Articles

Relationship Between Organizational Injustice and Work Interference with Family: The Role of Social Support

Aneel Kumar, Ghulam Ali Arain and Khalil Ahmed Channa

https://journals.sagepub.com/doi/full/10.1177/2322093719828889

Abstract

This study investigates the moderating role of social support (i.e., supervisor, co-workers and the family) in the relationship between organizational injustice (i.e., distributive and procedural) and work interference with family (WIF; i.e., strain and behaviour based). Quantitative data were collected from employees working in public sector health-care organizations of Pakistan through survey questionnaires (N = 255). This study finds significant effects of distributive and procedural injustice in engendering the negative experiences of strain- and behaviour-based WIF, in the employees of health-care organizations. The moderating effect of co-worker and family support provided mixed results. The supervisory social support was not found as a moderator.

Findings of this study suggest that health-care organizations should pay serious attention to the ineffective work family policies and procedure to develop a family-friendly work environment. The supervisors should be given a role in work family policies and procedure development. The mitigating effect of co-workers’ support showed that the employees should be provided with proper knowledge on the policies and procedures of their organizations. The support of family members can also be either benign or harmful.

 

Development of the Person–Family Fit Construct: An Extension of Person–Environment Fit into the Family Domain

M. K. Dinithi Padmasiri, Pavithra Kailasapathy and A. K. L. Jayawardana

https://journals.sagepub.com/doi/full/10.1177/2322093719830807

Abstract

This article defines a person’s environment as a combination of work and family environments by extending the person–environment fit theory to include the family domain. The study extends the person–environment fit construct by including person–job fit, person–organization fit, person–group fit, person–supervisor fit (all in work environment) and person–family fit (family environment). In the two studies that were carried using operational-level employees from various industries, we empirically develop a scale for the new concept person–family fit, validated person–family fit scale and the person–environment fit construct. This study makes several theoretical contributions including defining person–family fit construct, developing a scale to measure the same and confirming its inclusion into the person–environment fit construct. Managerial implications are provided to ensure person–job fit, person–group fit, person–supervisor fit and person–family fit in the working environment.

 

Linking Employer Brand Image and Work Engagement: Modelling Organizational Identification and Trust in Organization as Mediators

Vaneet Kashyap and Richa Chaudhary

https://journals.sagepub.com/doi/full/10.1177/2322093719844644

Abstract

Based on the theories of resource-based view, social exchange, social identity and social information processing, the current research propounds a model that investigates the role an employer’s brand image plays in influencing organizational identification, trust in organizations and work engagement. Data were collected from 508 employees serving in Indian public and private sector companies. Hypotheses were tested using regression analyses. Results suggest that work engagement is influenced directly by employer brand image, as well as indirectly through trust in organizations and organizational identification (mediators). Thus, it is logical that if an organization creates and maintains a unique employer brand image, then employees’ identification and trust with organizations would likely to increase and impact work engagement. Implications for theory and practice are discussed in this article.

 

An Examination of Attributions, Performance Rating and Reward Allocation Patterns: A Comparative Study of China, India, Tanzania and the United States

Nagarajan Ramamoorthy, Chun-Sheng Yu, Subodh P. Kulkarni, Amit Gupta and Thadeus Mkamwa

https://journals.sagepub.com/doi/full/10.1177/2322093719849970

Abstract

In this study, using a sample of 191 individuals with significant work and supervisory experience from four countries (China and Tanzania—highly collectivistic, India—moderately collectivistic and the United States—highly individualistic), we examined whether cultural orientations of individualism and collectivism predicted performance ratings, internal attributions made to the poor performing employee and adherence to equity norm in reward allocations. Multiple regression analyses indicated that collectivist Chinese and Tanzanian raters provided more lenient performance ratings to a poor performing employee than individualistic Americans with the Indian raters providing more lenient ratings than Americans but more stringent ratings than Chinese or Tanzanians. Further, American raters made greater internal attributions than Tanzanians or Chinese. Chinese raters made relatively greater internal attributions to the employee than Tanzanians though both cultures are collectivistic cultures. Americans adhered to the equity norm the most and Indians adhered to equity norm but to a lesser extent than Americans but more than Tanzanians and Chinese. Implications are discussed.

 

 

Linking Forgiveness at Work and Negative Affect

Rinki Dahiya and Santosh Rangnekar

https://journals.sagepub.com/doi/full/10.1177/2322093719857348

Abstract

The present study investigates the impact of forgiveness at work (self, others and situations) on negative affect (NA) using age as a moderator. Data, collected from 376 employees working in various Indian manufacturing organizations, were analysed with the help of regression analysis. The results show that forgiveness (self, others and situations) is significantly associated with lower NA and age moderates the relationship between forgiveness (self and others) and NA. The study offers a concrete insight into the complicated play of age in linking forgiveness dimensions and NA, an area that has largely been ignored in organizational research. The study shows that forgiveness significantly reduces the NA on employees and hence, organizations should make positive interventions in order to encourage forgiveness at work. Organizational psychologists and HR counsellors can similarly develop psychological tests and use theme-based interventions to foster intrapersonal and interpersonal development of forgiveness at work.

 

 

Exploring Gamification for Recruitment through Actor Network Theory

Sonal Shree and Ardhendu Shekhar Singh

https://journals.sagepub.com/doi/full/10.1177/2322093719863912

Abstract

This article examines the benefits of applying gamification in the recruitment process. It highlights how it can be effectively leveraged with the right design by involving various stakeholders at varied stages. The Actor Network Theory (ANT) as a theoretical ground has been used as a reference point to take a more detailed look at the ways in which gamification can be effectively deployed for recruitment by organizations. We refer to ANT and the interaction between the human and non-human elements, here, the applicants, the other stakeholders, and the gamification tools, to serve the greater organizational purpose. Questions that interrogate between rules and practices arise, viz. can the game be effectively customized to achieve sophisticated and enhanced selection outcomes. By applying gamification as the reference point within the Actor Network Theory, their associated potential for further research and applications is achieved. A valuable perspective in gaining insights for further understanding of this theory in today’s technologically progressive environment has also been discussed for further reflection.

 

 

Positive Leadership Behaviour and Flourishing: The Mediating Role of Trust in Information Technology Organizations

Sunil Kumar Ramdas and Harold Andrew Patrick

https://journals.sagepub.com/doi/full/10.1177/2322093719870024

Abstract

Leaders across the globe have the accountability of leading their team members, ensuring a high level of trust in workplace (TWP) to flourish and enabling organizations towards goal achievement. These leaders work closely with their employees by recognizing their strengths and appreciating their accomplishment. They empower employees to higher levels of performance, thus creating value for stakeholders. The purpose of this research was to investigate the mediating role of TWP between positive leadership and flourishing. A total of 203 employees from the top 10 information technology (IT) organizations participated in the survey and completed three standardized, valid and reliable instruments. It was found that employees do experience positive leadership, flourishing and TWP to a moderate extent. A significant relationship was found between positive leadership, flourishing and TWP. These two moderately affected employees flourishing at the workplace. A model was developed and tested, it was found to be a good fit. Positive leadership behaviour (PLB) and TWP significantly influenced flourishing of employees. TWP mediated the relationship between PLB and flourishing. Findings of this study suggest that positive leaders are perceived as someone who recognize and focus on the strengths and accomplishments of employees. The research outcome will help develop strategies for leaders to explore and imbibe positive leadership approaches which would aid in developing a positive relationship between the constructs to engage employees better and move towards organizational success. The study is an attempt to examine the relationship between the constructs and contribute towards PLB, TWP and flourishing theory in the Indian IT context.

 

Practitioner Perspectives

Globalization and Its Impact on Business Education in Emerging Economies: A Case of India

Shweta Malhotra Bhatia and Sigamani Panneer

https://journals.sagepub.com/doi/full/10.1177/2322093719838076

Abstract

The article reviews the impact of globalization on the quality of contemporary business education in India. When the Indian government liberalized the business education market in the 1990s, it was assumed that creation of business schools would automatically lead to employment-ready individuals, especially in managerial roles. On the contrary, certain trends suggest that business schools have been producing suboptimally skilled individuals for the industry, leading to an incessantly widening skill–employability gap. The article discusses the plausible reasons for this gap. The article also argues for integrating emotional intelligence (EI) as a key behavioural skill in management education framework.

 

Human Resource Development: Why It Matters in the National Context of Afghanistan

Sami Jabarkhail and Larry M. Dooley

https://journals.sagepub.com/doi/full/10.1177/2322093719886390

Abstract

Afghanistan’s recent history has been shaped largely by conflict. As a developing country transitioning away from its heavy reliance on foreign aid, Afghanistan is facing unprecedented challenges and opportunities in building its untapped treasure, namely human resources. Afghanistan recognizes the need for countrywide human resource development (HRD) efforts since its first national development strategy was devised in 2005. In this article, we explore the status of HRD in the national context of Afghanistan by providing insight into HRD history, identifying challenges and discussing opportunities.

 

Interview

Interview with Dr Kristine Dery: Managing Human Resources in a Digital Age

Mohan Thite, Rajat Vashishtha and Rajiv Sharma

https://journals.sagepub.com/doi/full/10.1177/2322093719883158