Modelling post‐acquisition employee behavior: typology and determining factors

1998 ◽  
Vol 20 (1) ◽  
pp. 73-91 ◽  
Author(s):  
Dimitris Bourantas ◽  
Irene I. Nicandrou
Keyword(s):  
Human Resource ◽  
General Framework ◽  
Future Research ◽  
Employee Behavior ◽  
Determining Factors ◽  
Employee Behaviors ◽  
Employee Reactions ◽  
The Relationship ◽  
Employee Responses

Understanding employee reactions to acquisitions is important in assessing the dynamics of acquisitions and their possible success or failure. Proposes a typology of employee behaviors in acquisitions. Moreover, describes the general framework for studying employee responses, by showing the relationship between the factors contributing to the formation of attitudes which can lead to a certain behavior. Finally, discusses directions for future research regarding human resource issues.

scholarly journals Literature Review on Good Governance in the Organizations through Human Resource Management: A Corporate Level Analysis

2016 ◽  
Vol 9 (8) ◽  
pp. 14 ◽  
Author(s):  
Anthonypillai Anton Arulrajah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Good Governance ◽  
Future Research ◽  
Economic Basis ◽  
Effectiveness And Efficiency ◽  
The Relationship ◽  
Corporate Level ◽  
Level Analysis

<p>The objective of this review is to analyze the contribution of human resource management (HRM) in creating good governance in the organizations. A theoretical framework concerning the characteristics of good governance and the contribution of human resource management based on those characteristics were developed. The relationship between human resource management and creating good governance in the organizations, which is based on social, ethical, democratic, and economic basis, involves some important aspects concerning people management aspects such as participation, consensus orientation, accountability, transparency, responsiveness, effectiveness and efficiency, equity and inclusiveness, and following the laws and regulations. The integration of characteristics of good governance with possible approaches and practices of HRM leads to developing a model which underpins the contribution of HRM to create and practice good governance in the organizations. Based on this model, propositions and recommendations for future research on this theme are presented.</p>

An Empirical Study of the Effect of Communication Visibility on Innovation Behavior

2021 ◽  
pp. 089331892110538
Author(s):  
Liang Liang ◽  
Xue Zhang ◽  
Guyang Tian ◽  
Yezhuang Tian
Keyword(s):  
Regulatory Focus ◽  
Positive Association ◽  
Underlying Mechanism ◽  
Employee Behavior ◽  
Voice Behavior ◽  
Enterprise Social Media ◽  
Employee Behaviors ◽  
Outcome Behaviors ◽  
The Relationship ◽  
Innovation Behavior

The effect of communication visibility on employee behaviors has garnered attention for the widespread use of enterprise social media; yet, this research has rarely considered the typical employee behavior of innovation behavior. This paper explores the relationship between communication visibility and innovation behavior. In addition, the underlying mechanism and boundary conditions are examined drawing on communication visibility theory, regulatory focus theory, and voice literature. Data were collected in a field experiment from a Chinese enterprise. It was found that communication visibility was positively associated with innovation behavior, and the positive association was mediated by voice behavior. Meanwhile, the positive indirect effect of communication visibility on employee innovation behavior was strengthened by promotion regulatory focus. Our research expands our understanding of the outcome behaviors of communication visibility and provides valuable management implications by shedding light on measures to promote innovation behavior.

scholarly journals Locus of control in relation to flow

2006 ◽  
Vol 32 (3) ◽  
Author(s):  
Celeste M Taylor ◽  
J M Schepers ◽  
F Crous
Keyword(s):  
Locus Of Control ◽  
Human Resource Management ◽  
Human Resource ◽  
Optimal Experience ◽  
Future Research ◽  
Internal Locus Of Control ◽  
Second Year ◽  
Management Students ◽  
The Relationship ◽  
Experience Of Flow

The principal objective of the study was to examine the relationship between locus of control and optimal experience (flow) in carrying out work and/or study activities. Two questionnaires measuring the aforementioned constructs were administered to a group of first and second-year Human Resource Management students (n=168) between the ages of 16 and 30. The results suggest that more frequent experience of flow is positively correlated with Autonomy and Internal Locus of Control. Limitations, lines of future research, implications and further contributions are discussed.

scholarly journals The Relationship between Human Resource Management Ambidexterity and Talent Management: The Moderating Role of Electronic Human Resource Management

2016 ◽  
Vol 9 (6) ◽  
pp. 80 ◽  
Author(s):  
Mostafa Mohamed Ahmed AlKerdawy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Talent Management ◽  
Future Research ◽  
International Banks ◽  
Managerial Implications ◽  
The Relationship ◽  
Moderating Role

<p>This study investigates the moderating role of electronic human resource management (e-HRM) in the relationship between human resource management ambidexterity (HRMA) and talent management (TM) using data collected from 430 managers working in 10 international banks in Egypt. e-HRM was found to be an important moderator of the relationship between HRMA and TM. The more dependence on e-HRM in executing human resource policies in banks, the greater influence of HRMA on TM. The results referred also a positive and significant influence of both HRMA and e-HRM on TM. This study concludes by discussing managerial implications and the limitations should be addressed in future research.</p>

scholarly journals Drivers Human Resources 4.0: Technological, Organisational & Environmental of Human Resources 4.0 at Malaysian Private Companies

2021 ◽  
Vol 12 (1) ◽  
pp. 306-318
Author(s):  
Muhammad Shabir Shaharudin ◽  
Wahida Najiha Zulkifli ◽  
Anderes Gui ◽  
Yudi Fernando
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Convergent Validity ◽  
Organizational Factors ◽  
Mean Value ◽  
Environmental Drivers ◽  
Future Research ◽  
Private Companies ◽  
Value Analysis ◽  
The Relationship

This study aims to evaluate and measure the Driver of Human Resources 4.0: Technology, Organization and Environment. Besides that, the study also suggests the better Driver Human Resources 4.0 to increase at the company in future. Meanwhile, these research objectives were found 1) to identify the relationship between technological drivers with Human resource 4.0. 2) To investigate the relationship between organisational drivers with Human resource 4.0. 3) to analyse the relationship between environmental drivers and Human resource 4.0. The theoretical model used was the Technology-organization-environment (TOE) Theory. The methodology for this research that has a quantitative method using a questionnaire survey by google form with has five (5) Likert scales. The questionnaire surveys by google form were sent to Malaysian private companies. This research used descriptive statistical analysis convergent validity and mean value analysis, correlation testing, which have been automatically generated by Smart PLS software version 3.3.2 statistical software to test the hypothesis for this research. From the tests that have been conducted, Driver Human Resources 4.0: Technology, Organization and Environment are the variables that affect the Human Resources in happening in Malaysian Public Companies. At the end of the study, the research questions were answered, and specific recommendations were made for the case technology. The most efficient recruiting networks have been identified as a result of this research, the most appropriate selection strategies have been suggested, and adequate retention techniques have been explored. In addition, some additional ideas have been given for future research for example the sense of accelerating the pace of transition, organizational factors may play a major role in the creation of an environment conducive for learning and innovation in a company nowadays.

High commitment human resource practices and employee behavior: a multi-level analysis

2018 ◽  
Vol 39 (5) ◽  
pp. 674-686 ◽  
Author(s):  
Jungmin Nam ◽  
Hwansoo Lee
Keyword(s):  
Human Resource ◽  
Social Exchange ◽  
Hierarchical Linear Modeling ◽  
Positive Impact ◽  
Human Resource Practices ◽  
Employee Behavior ◽  
Content Type ◽  
Hrm Practices ◽  
Multi Level ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between high commitment human resource practices (HCHRPs), conceptualized at the workplace level and employees’ attitudes, including affective commitment (AC) and turnover intention (TI). The study also tests the moderating role of cooperative labor–management relations (CLMR) between HCHRPs and organizational trust (OT). Design/methodology/approach Based on social exchange theory and trust commitment theory, the authors build a research model that explains employee behavior and empirically prove the model by using samples of 407 employees from South Korea. This study uses hierarchical linear regression and cross-level hypotheses based on hierarchical linear modeling. Findings The results demonstrate the positive impact of HCHRPs on an AC and TI, through OT. However, no moderating effect of CLMR between human resource management (HRM) practices and OT is observed. Originality/value Few theory-based studies test the direct linkage between HRM practices and outcomes. This study is designed with a multi-level research method to provide a conceptually comprehensive and deeper understanding of how HRM practices work in an organization by testing the relationship between organizational practices and employees’ outcomes.

Job Crafting and Performance: Literature Review and Implications for Human Resource Development

2018 ◽  
Vol 17 (3) ◽  
pp. 277-313 ◽  
Author(s):  
Jae Young Lee ◽  
Yunsoo Lee
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Empirical Studies ◽  
Resource Development ◽  
Theory And Practice ◽  
Work Design ◽  
Job Crafting ◽  
Future Research ◽  
And Performance ◽  
The Relationship

Although work design is a significant theoretical foundation of human resource development (HRD), it has garnered little attention from researchers in the HRD field. To help remedy this oversight, we review job crafting, which is one of the most recent and significant work design theories. After reviewing 28 empirical studies examining the relationship between job crafting and performance, we discuss future research possibilities and implications for HRD theory and practice. As job crafting has been shown to have a positive relationship with performance, we encourage HRD researchers and practitioners to extend their understanding and application of job crafting.

Effects of Collectivism on Chinese Organizational Citizenship Behavior: Guanxi As Moderator

2017 ◽  
Vol 45 (7) ◽  
pp. 1127-1142 ◽  
Author(s):  
Jaehoon Rhee ◽  
Xiaofei Zhao ◽  
In Jun ◽  
Choonghyun Kim
Keyword(s):  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Future Research ◽  
Full Time ◽  
Moderating Effects ◽  
Study Results ◽  
The Relationship

We conducted a survey to verify the relationship between vertical and horizontal collectivism and Chinese organizational citizenship behavior (Chinese OCB) with a focus on the moderating effects of guanxi. Data were collected through emails and an online survey from 432 full-time Chinese employees. The findings of the study indicated that collective orientation was positively related to Chinese OCB, and that guanxi moderated only the relationship between vertical collectivism and Chinese OCB. Our findings help strengthen the understanding of the dimensions of Chinese OCB. Theoretical contributions are discussed; in particular, possible reasons for the nonsignificant moderating effects of guanxi on horizontal collectivism and Chinese OCB are given. Study results provide not only practical implications for existing employers or human resource managers, but also for start-up entrepreneurs in their human resource management practices and innovative policies. Limitations of the study are pointed out and topics for future research are suggested.

scholarly journals Multilevel Linking Service Innovation, Service Sweethearting, and Brand Association: The Moderating Role of Sustainable Human Resource Management

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402098552
Author(s):  
Meng-Hsiu Lee ◽  
Chan Wang ◽  
Tzu-Jung Wu ◽  
Ming-Yu Yen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Service Innovation ◽  
Future Research ◽  
Unique Contribution ◽  
Brand Association ◽  
Paired Samples ◽  
The Individual ◽  
The Relationship

This study investigated the effects of incremental service innovation on customer brand association and further explored the multilevel mediating and moderating variables underlying this link. Multilevel analyses of the data were conducted using 374 valid questionnaires from employee–customer paired samples in 68 hospitality companies in China. The research results showed that incremental service innovation (supervisor-reported) explained significant variance in customer brand association (customer-reported). The service sweethearting (employee-reported) fully mediated the relationship between incremental service innovation and brand association. Furthermore, sustainable human resource management (supervisor-reported) positively moderated the relationship between incremental service innovation and brand association. This study originally represents a unique contribution to combine the individual and organizational perspectives of service innovation and further confirms the multilevel-moderating effect of sustainable human resource management that enhances the relationship between service sweethearting and customer brand association. Managerial implications and future research suggestions are presented.

Multiple commitments and behaviors: a mixed concept approach

2017 ◽  
Vol 26 (2) ◽  
pp. 190-203 ◽  
Author(s):  
Daniel Hoppe
Keyword(s):  
Mixed Model ◽  
Empirical Support ◽  
Spillover Effects ◽  
Citizenship Behavior ◽  
Future Research ◽  
Care Hospital ◽  
Employee Behavior ◽  
Differentiation Potential ◽  
Content Type ◽  
Employee Behaviors

Purpose The purpose of this paper is to investigate the interrelationships between different foci of commitment, namely, department commitment (DC) and corporate brand commitment (CBC), and their relationship toward favorable employee behavior on the same level of aggregation. Design/methodology/approach A survey at a maximum care hospital in Germany was conducted (N = 366). Findings Integrating two contrasting frameworks (“key mediating concept” and “compatibility concept”) into a mixed model by using the accessibility-diagnosticity framework, support for the predictive nature of DC on CBC was found. Based on the compatibility principle, relationships between DC and department citizenship behavior (DCB) as well as between CBC and brand citizenship behavior (BCB) are empirically supported. Negligible spillover effects were found. Research limitations/implications Understanding the relationship between DC and CBC shows new ways to strengthen CBC, as the generation of DC has synergetic effects on favorable employee behaviors. DC facilitates employee behavior supporting the department and has an indirect impact on BCB, which is extremely important in service sectors with limited differentiation potential. Originality/value This paper provides a new theoretical reasoning to derive relationships between different foci of commitments applicable for future research. Additionally, it is the first implementation of CBC in a multi-foci framework of commitments and favorable employee behaviors. Moreover, it is the first application of the BCB construct in a healthcare context. Finally, empirical support for a mixed concept approach over past models in a multi-foci framework is provided.

Sign in / Sign up

Export Citation Format

Share Document