scholarly journals Job insecurity and performance over time: the critical role of job insecurity duration

2019 ◽  
Vol 25 (3) ◽  
pp. 325-336 ◽  
Author(s):  
Maike E. Debus ◽  
Dana Unger ◽  
Cornelius J. König
Keyword(s):  
Job Performance ◽  
Job Insecurity ◽  
Critical Role ◽  
Future Research ◽  
Appraisal Theory ◽  
Stress Reactions ◽  
Content Type ◽  
Dynamic Perspective ◽  
Over Time

Purpose Research on the relationship between job insecurity and job performance has thus far yielded inconclusive results. The purpose of this paper is to offer a more dynamic perspective on the effects of job insecurity on job performance. Design/methodology/approach Drawing from cognitive appraisal theory, research on critical life events, and stress reactions as well as more general theorizing around the role of time, this paper proposes that individuals’ job performance reactions to job insecurity will be dynamic over time. Findings Adopting a person-centered perspective, this paper suggests that there are seven subpopulations that differ in their intra-individual job performance change patterns over time. Research limitations/implications This paper presents potential predictors of subpopulation membership and presents an agenda for future research. Originality/value We contribute to the literature by introducing a dynamic perspective to the study of job performance in the context of job insecurity. Delineating a set of open questions that follow from the presented theoretical arguments, the authors also hope to stimulate future research in the context of job insecurity and job performance.

Cognitive and affective predictors of occupational stress and job performance: the role of perceived organizational support and work engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Junça Silva ◽  
Cannanda Lopes
Keyword(s):  
Job Performance ◽  
Occupational Stress ◽  
Work Engagement ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Mediating Effect ◽  
Future Research ◽  
Cross Sectional ◽  
Content Type

PurposeThis study aimed to (1) analyze whether the perceived organizational support (POS) was a significant predictor of performance and stress and (2) explore the mediating role of engagement in these relations.Design/methodology/approachTo test the hypotheses, the authors collected data with 200 working adults in a mandatory quarantine due to COVID-19 pandemic crisis.FindingsThe results showed that the POS contributed to increase engagement, and consequently, job performance. These relations also proved to be significant for stress, because when the POS increased, the work engagement also increased, and as a result decreased occupational stress.Research limitations/implicationsThis study relied on a cross-sectional design. Therefore, future research should consider a daily design to replicate this study and analyze daily fluctuations. Overall, the authors can conclude that work engagement is an affective process through which POS decreases stress and increases performance.Originality/valueThis study tests the mediating effect of work engagement on the link between POS, stress and performance, and its theoretical and practical implications of these findings are discussed.

scholarly journals Fresh perspectives on customer experience

2015 ◽  
Vol 29 (6/7) ◽  
pp. 430-435 ◽  
Author(s):  
Janet R. McColl-Kennedy ◽  
Anders Gustafsson ◽  
Elina Jaakkola ◽  
Phil Klaus ◽  
Zoe Jane Radnor ◽  
...  
Keyword(s):  
Research Agenda ◽  
Design Methodology ◽  
Customer Experience ◽  
Future Research ◽  
Dynamic Nature ◽  
Content Type ◽  
Research Questions ◽  
Advance Theory ◽  
Over Time

Purpose – The purpose of this paper is to provide directions for future research on: broadening the role of customers in customer experience; taking a practice-based approach to customer experience; and recognizing the holistic, dynamic nature of customer experience across all touch points and over time. Design/methodology/approach – The approach is conceptual identifying current gaps in research on customer experience. Findings – The findings include a set of research questions and research agenda for future research on customer experience. Originality/value – This research suggests fresh perspectives for understanding the customer experience which can inspire future research and advance theory and managerial practice.

Metaphors we manage and develop quality by

2020 ◽  
Vol 12 (4) ◽  
pp. 405-416
Author(s):  
Johan Lilja ◽  
Pernilla Ingelsson ◽  
Kristen Snyder ◽  
Ingela Bäckström ◽  
Christer Hedlund
Keyword(s):  
Quality Management ◽  
Literature Review ◽  
Design Methodology ◽  
Dynamic Properties ◽  
Critical Role ◽  
Critical Discussion ◽  
Future Research ◽  
Content Type ◽  
Selection Of

Purpose Metaphors are a powerful and human way of understanding and experiencing one kind of thing in terms of another. In quality management (QM), several metaphors are used to describe and bring to life the often-abstract QM concepts and systems. These metaphors are of great importance for how QM is understood, communicated and practiced. However, the metaphors of QM have seldom been systematically screened or put in focus, neither the topic of a critical discussion. The purpose of this paper is hence to contribute with a screening of the metaphors currently used, within QM literature and in practice among QM leaders, and then elaborate on their potential for improvement and development. Design/methodology/approach The paper is based on a literature review combined with interviews of QM leaders. Findings The paper highlights that the current QM metaphors provide intuitive associations to properties such as stability, shelter, and structure, but not to the important dynamic properties of QM, such as learning, or to the critical role of people in QM. What can be seen as core properties of QM are communicated by texts or labels added on to metaphors with properties that often are in sharp contrast to them. The paper also provides suggestions for further improvements and development. Originality/value The paper highlights the area of metaphors within QM as an important area for future research. It also provides insights concerning the successful use and selection of metaphors in future QM practice.

Principals' intentions and anticipated challenges in implementing nutrition education

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Fozia Ahmed Baloch ◽  
Shaik Abdul Malik Mohamed Ismail ◽  
Nazir Ahmed Jogezai
Keyword(s):  
Secondary School ◽  
Nutrition Education ◽  
School Principals ◽  
Secondary School Principals ◽  
Critical Role ◽  
Future Research ◽  
Content Type ◽  
Roles And Responsibilities ◽  
Mixed Method Design

PurposeThis study aimed to know principals' intentions of implementing nutrition education (NE) and explore the challenges they may anticipate while implementing NE in their respective schools.Design/methodology/approachThe study employed a sequential mixed-method design using a questionnaire and interviews to collect data. The quantitative data were collected from 378 secondary school principals, while 16 school principals were interviewed.FindingsThe study found principals with positive intentions towards implementing NE. The results also highlighted challenges related to capacity building, resources (both human and physical), policies and plans, roles, and responsibilities of the implementers (teachers and principals), support from higher authorities, community participation and teachers' unions. This study concludes that principals' intentions remain central to the implementation of NE in schools. However, it is necessary to overcome those challenges before its implementation.Research limitations/implicationsThe study sought to ascertain principals' intentions rather than their actual behaviour of NE implementation and hence remains limited in this area, which future research may consider. Furthermore, the research is limited to the principals' opinions on the anticipated challenges associated with NE implementation. The study did not solicit the opinions of other stakeholders, such as education managers, policymakers, teachers and communities.Originality/valueThe article is significant in terms of NE being implemented in schools to improve students' physical and academic wellbeing. The critical role of principals has been investigated by determining their intentions and the anticipated challenges associated with implementing NE. The authors declare the originality of the data.

Testing a dynamic model of the impact of psychological capital on work engagement and job performance

2018 ◽  
Vol 23 (1) ◽  
pp. 33-47 ◽  
Author(s):  
Guido Alessandri ◽  
Chiara Consiglio ◽  
Fred Luthans ◽  
Laura Borgogni
Keyword(s):  
Job Performance ◽  
Work Engagement ◽  
Psychological Capital ◽  
Equation Modeling ◽  
Dynamic Nature ◽  
Content Type ◽  
And Performance ◽  
The Impact ◽  
Over Time

Purpose Psychological Capital (PsyCap), consisting of hope, efficacy, resilience, and optimism, is a positive state associated with attitudes, behaviors and performance. The purpose of this paper is to investigate a dynamic mediational model posing work engagement as the mediator of the longitudinal relation between PsyCap and job performance. Design/methodology/approach Data came from all white collar employees who responded to this study’s variables (n=420) from a comprehensive data set drawn from a large communications service company over two consecutive years. Job performance was rated at the end of each year by the direct supervisor as part of the organizational appraisal system. Findings Structural equation modeling analysis found that both absolute levels and increases in PsyCap predicted subsequent work engagement increases which in turn predicted job performance increases. Moreover, the mediating role of the changes in work engagement between previous PsyCap and performance change was confirmed over time. Research limitations/implications There is much to gain in conceptualizing the relations among PsyCap, work engagement and job performance as dynamic, rather than static. The results support the conservation of resources theory, in which employees are motivated to acquire, protect and foster their valued (psychological) resources to attain successful performance outcomes, in order to create a gain cycle of resources (Salanova et al., 2010). Moreover, it provide further empirical validation for the idea that processes, like work engagement, are sustained by personal resources, and that these latter exerts mostly an indirect effect on organizational behavior outcomes (Xanthopoulou et al., 2009b). Practical implications These results are important from a practical point of view, because they point to the importance of training interventions aimed at developing and sustaining PsyCap as an important determinant of workers’ motivation and behavior within the organization. Considerable literature offers practical insights and guidelines for developing PsyCap (Luthans et al., 2006, 2015; Luthans and Youssef-Morgan, 2017). Originality/value Despite the demonstrated state-like, dynamic nature of PsyCap, its relationship with performance has mainly been statically analyzed and the role of possible mediating mechanisms largely ignored. This study begins to fill this research gap by investigating the dynamic nature of PsyCap in relation to work engagement and job performance and whether over time engagement mediates the relationship between PsyCap and job performance.

Getting inside the black box

2014 ◽  
Vol 43 (4) ◽  
pp. 490-514 ◽  
Author(s):  
Nizar Mansour ◽  
Emna Gara ◽  
Chiha Gaha
Keyword(s):  
Human Capital ◽  
Organizational Commitment ◽  
Firm Performance ◽  
Organizational Performance ◽  
Critical Role ◽  
Black Box ◽  
Future Research ◽  
Financial Industry ◽  
Content Type

Purpose – The purpose of this paper is to explore, and eventually unlocking, the “black box” problem by addressing the potential mediating role of human capital and organizational commitment in the relationship between high performance work systems (HPWS) and perceived firm performance in the Tunisian financial industry. Design/methodology/approach – Based on the strategic human resource management (SHRM) theory, the authors developed a model that links HPWS to perceived organizational performance through human capital and employee organizational commitment. Data collected from 351 respondents was considered. Multiple regression analysis was then used to assess the research hypotheses. Findings – Data collected from 351 respondents suggest that HPWS positively affect perceived firm performance through first, enhancing the firms’ human capital; and second, developing positive organizational commitment attitude among employees. In addition, a direct relationship between HPWS and firm performance was found. Research limitations/implications – The research focussed on the perceived performance of the organization rather than financial measures. Also, because data were collected from a sample of Tunisian financial companies, results of this study are not generalizable. Originality/value – More than two decades after the earliest contributions, the SHRM scholars believe that the “black box” problem is still accurate and, therefore, needs to be addressed in an effective way. At a general and broad level, the authors believe this study contributes to the SHRM literature by successfully addressing two critical “black box” elements, i.e. human capital and organizational commitment. Also, since there is a lack in such research in Tunisia, an icon country of the Arab spring, this paper provides theoretical basis for future research and managerial implications for Tunisian business leaders and HR managers. Finally, this research is extending the current empirical SHRM literature by addressing the critical role of HRM in the largely understudied field of financial services industry.

scholarly journals What matters in business incubation? A literature review and a suggestion for situated theorising

2014 ◽  
Vol 21 (4) ◽  
pp. 602-622 ◽  
Author(s):  
Nicholas Theodorakopoulos ◽  
Nada K. Kakabadse ◽  
Carmel McGowan
Keyword(s):  
Situated Learning ◽  
Success Factors ◽  
Theoretical Perspective ◽  
Critical Role ◽  
Critical Assessment ◽  
Future Research ◽  
Business Incubation ◽  
Content Type ◽  
Critical Success

Purpose – The purpose of this paper is twofold: first, to provide a critical assessment of the literature on business incubation effectiveness and second, to submit a situated theoretical perspective on how business incubation management can provide an environment that supports the development of incubatee entrepreneurs and their businesses. Design/methodology/approach – The paper provides a narrative critical assessment of the literature on business incubation effectiveness. Definitional issues, performance aspects and approaches to establishing critical success factors in business incubation are discussed. Business incubation management is identified as an overarching factor for theorising on business incubation effectiveness. Findings – The literature on business incubation effectiveness suffers from several deficiencies, including definitional incongruence, descriptive accounts, fragmentation and lack of strong conceptual grounding. Notwithstanding the growth of research on this domain, understanding of how entrepreneurs and their businesses develop within the business incubator environment remains limited. Given the importance of relational, intangible factors in business incubation and the critical role of business incubation management in orchestrating and optimising such factors, it is suggested that theorising efforts would benefit from a situated perspective. Originality/value – The identification of specific shortcomings in the literature on business incubation highlights the need for more systematic efforts towards theory building. It is suggested that focusing on the role of business incubation management from a situated learning theory perspective can lend itself to a more profound understanding of the development process of incubatee entrepreneurs and their firms. Theoretical propositions are offered to this effect, as well as avenues for future research.

Service gifts, collective social connection and reciprocity

2020 ◽  
Vol 54 (10) ◽  
pp. 2477-2500
Author(s):  
Yihui (Elina) Tang ◽  
Christian Hinsch ◽  
Donald J. Lund ◽  
Husni Kharouf
Keyword(s):  
Field Experiments ◽  
Critical Role ◽  
Empirical Work ◽  
Future Research ◽  
Social Connection ◽  
Content Type ◽  
Moderating Role ◽  
Insight Into ◽  
Research Show

Purpose This study aims to investigate the process of service gifting (i.e. unexpected upgrades or benefits) and examine why service gifts do not always result in firm-beneficial reciprocal behaviors from consumers. Design/methodology/approach Through a series of three studies including both scenario-based and game-theory-based experiments, this research proposes and empirically validates a conceptual model that examines the effect of service gifts on firm-beneficial reciprocal behaviors, and the role of collective social connection and norm of positive reciprocity (NPR) in this process. Findings The findings of this research show that the consumer’s feelings of collective social connection mediate the link between the provision of service gifts and firm-beneficial outcomes. Furthermore, an individual’s adherence to NPR moderates this process. Specifically, individuals with a strong adherence to NPR do not display increases in collective social connection following the receipt of a service gift. Those who are low in NPR follow the expected pattern of increased collective social connection leading to reciprocation. Research limitations/implications Future research may further generalize the model to other situations such as high vs low context cultures. Longitudinal field experiments can be used to further investigate collective versus relational social connection, which can be either a by-product or a primary benefit derived from service delivery. Practical implications The results of this research reveal the critical role of collective social connection which has been largely ignored in service gifting research. It encourages managers to use service gifting to directly boost consumers collective social connection. Furthermore, it offers managers insight into why service gifts do not always result in firm-beneficial outcomes because of the moderating role of NPR. Originality/value The roles of social connection and the norm of reciprocity have been under-studied in both theoretical and empirical work on service gifting. This paper demonstrates that, contrary to traditional thought, those typically expected to reciprocate the most (i.e. high in NPR) may not realize increased collective social connection leading to reciprocation following receipt of a service gift.

The mediating role of organizational identification in the relationship between qualitative job insecurity, OCB and job performance

2016 ◽  
Vol 35 (6) ◽  
pp. 735-746 ◽  
Author(s):  
Antonino Callea ◽  
Flavio Urbini ◽  
Antonio Chirumbolo
Keyword(s):  
Job Performance ◽  
Organizational Identification ◽  
Job Insecurity ◽  
Team Work ◽  
Self Report ◽  
Content Type ◽  
Organizational Attitudes ◽  
Mediating Role ◽  
The Relationship

Purpose – Employees need to feel secure to perform their job effectively, therefore job insecurity has an effect on organizational citizenship behaviour (OCB) and job performance; however, some organizational attitudes may reduce these negative effects. The purpose of this paper is to investigate the mediating role of organizational identification (OID), as a process underlying the relationship between qualitative job insecurity, OCB and job performance. Design/methodology/approach – Using social exchange theory (SET) and social identification theory (SIT), this study reports the responses of 201 white and blue collar Italian employees. Data were collected through a self-report questionnaire that used standard scales on qualitative job insecurity, OID, OCB and job performance. Findings – Results of structural equation modelling revealed that the effect of job insecurity on OCB and job performance was completely mediated by OID. Fit indices of mediated model are very good and indirect effects, by bootstrapping, are significant. Research limitations/implications – The research design was cross-sectional, and thus, cause-effect relationships cannot be discerned. Practical implications – Organizations may address HRM policies to reduce job insecurity (e.g. through actions to organizational communication), and to increase OID (e.g. involving workers to the decision-making process and promoting team work). Originality/value – For the first time in a Western context, OID was tested as mediator in order to explain the relationship between job insecurity, OCB and job performance. Furthermore, Drawing on SET, this study tried to integrate SIT to explain behavioural responses to job insecurity.

Cross-level effects of HRM bundle on employee well-being and job performance

2017 ◽  
Vol 11 (3) ◽  
pp. 520-537 ◽  
Author(s):  
Fang Liu ◽  
Irene Hau-Siu Chow ◽  
Dan Xiao ◽  
Man Huang
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Cultural Context ◽  
Affective Commitment ◽  
Longitudinal Design ◽  
Well Being ◽  
Psychological Ownership ◽  
Future Research ◽  
Content Type

Purpose The purpose of this paper is to examine the mediation role of psychological ownership for the organization (PO-O) in the relationships between human resource management (HRM) bundle and job satisfaction, affective commitment and job performance. Design/methodology/approach Based on multilevel data analysis, 705 employees from 162 small- and medium-sized enterprises in China, this study adopted an empirical design. Findings PO-O mediates the relationships between HRM bundle and job satisfaction, affective commitment and job performance. Research limitations/implications These findings highlight the importance of HRM bundle to contribute to employees’ feelings of ownership for the organization and their well-being and job performance. Longitudinal design and multiple sources at multi-stage for data collection in future research would be required for the further understanding of the relationships between the variables of this study. A single organizational and cultural context is not sufficient; broader testing in different organizational and cultural contexts is required. Practical implications Managers should develop employees’ feeling of ownership by using HRM bundle. They can thus gain a competitive advantage by enhancing employees’ skills, knowledge and abilities, as well as improving their well-being and performance. Originality/value This study extends the current literature by providing theoretical and empirical explanations of the mediating role of psychological ownership in the HRM bundle-employee outcomes relationship using a cross-level research design.

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