Vertical fit of HR practices and organizational culture: a case of a large-sized Korean conglomerate

2017 ◽  
Vol 5 (2) ◽  
pp. 122-138 ◽  
Author(s):  
Hwanwoo Lee ◽  
Joon Hyung Park ◽  
Shing-Chung Ngan ◽  
T. Siva Tian
Keyword(s):  
Organizational Commitment ◽  
Performance Appraisal ◽  
Training And Development ◽  
Cultural Factors ◽  
Research Literature ◽  
Employee Perceptions ◽  
Data Driven ◽  
Content Type ◽  
South Korean ◽  
Hr Practices

Purpose The purpose of this paper is to contribute to the human resources (HR) literature by using exploratory network analysis (ENA), a data-driven technique. This technique was employed to discover how the perceived effectiveness of HR practices interrelate with employee perceptions on organizational cultural factors to enhance organizational commitment. Design/methodology/approach The authors used data from 1,459 employees of a large South Korean conglomerate and studied how individual HR practices could be enhanced by specific organizational cultural factors. The data were analyzed using ENA, which is an inductive approach. Findings The authors found that organizational commitment is associated with the positive perceptions of employees on the effectiveness of HR practices, such as performance appraisal, training and development, and compensation. Results show that when both HR practices and organizational cultural factors are considered, they appear to influence organizational commitment independently. Research limitations/implications Data were collected from a large conglomerate. The authors were limited by the use of the scales developed by a consulting firm. Therefore, readers should be cautious about the generalizability of the findings. Originality/value The application of a data-driven technique (ENA) highlights the potentially fertile methodological grounds for HR research. Literature on strategic HR management may benefit from inductive approaches, wherein data serve as primary foundation for the design and development of new theories.

Line management involvement in performance appraisal work

2020 ◽  
Vol 42 (3) ◽  
pp. 818-844
Author(s):  
Daniel Tyskbo
Keyword(s):  
Performance Appraisal ◽  
Local Context ◽  
Line Managers ◽  
Content Type ◽  
Local Adaptations ◽  
Hr Practices ◽  
Hr Managers ◽  
Line Management ◽  
Management Involvement

PurposeTwo research questions are asked in this paper: RQ1. How does line management involvement in PA work unfold in practice? RQ2. How does line management involvement contribute toward any divergence arising between intended and implemented PA work?Design/methodology/approachAn in-depth case study from a multi-actor perspective based on interviews with HR managers, line managers and employees, and organizational documents.FindingsThe findings illustrate how line managers faced three types of complexities during implementation, i.e. dilemmas, understandings, and local adaptations. These jointly contributed to a divergence arising between the PA as intended and the PA as implemented. This divergence became associated with how line management involvement was restricted to the local context and the initial stages of the PA process, highlighting how HR practices can contain both devolved and non-devolved elements.Originality/valueWe respond to calls for more in-depth qualitative studies of how line managers are involved in HR work; this is done specifically by conceptualizing the complexities line managers face in practice when implementing HR practices. As such, we add to the understanding of HR practices as relational and social in nature. We also contribute to the processual understanding of HRM by highlighting how HR practices can contain both devolved and non-devolved elements. By stressing the limitations of binary conceptualizations of HR devolution, we add to the understanding of HR devolution as more complex and multifaceted than traditionally assumed.

Workplace model for physical therapists and occupational therapists

2014 ◽  
Vol 28 (3) ◽  
pp. 290-314 ◽  
Author(s):  
Joan I.J. Wagner ◽  
Sharon Warren ◽  
Greta Cummings ◽  
Donna L. Smith ◽  
Joanne K. Olson
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Physical Therapists ◽  
Small Sample Size ◽  
Specific Model ◽  
Research Literature ◽  
Small Sample ◽  
Exploratory Research ◽  
Content Type ◽  
Healthy Work Environments

Purpose – The purpose of this paper is to test a model linking physical therapy (PT) and occupational therapy (OT) practitioners’ perceptions of resonant leadership, structural empowerment and psychological empowerment to their experiences of spirit at work (SAW), job satisfaction and organizational commitment within the Canadian workplace. Design/methodology/approach – The authors tested the model using LISREL 8.80 and survey data from 101 OTs and 169 PTs, randomly selected by the Alberta professional licensing associations. Content analysis of responses to the open-ended comments section provided additional depth and insight. Findings – Analysis of results culminated in minor modifications to the original theoretical model, creating separate PT and OT models. Both models revealed a good fit with the observed data. Several SAW concepts accounted for moderate to large amounts of variance in both PT and OT models, indicating that SAW is a comprehensive workplace outcome. Research limitations/implications – Theory was derived from business and nursing research literature due to limited rehabilitation research literature. Discussion of OT results must consider the small sample size. This study is initial exploratory research. Practical implications – Each discipline-specific model provides professionals, health care leaders and policy makers with a rich body of information upon which to base beneficial workplace decisions. SAW will guide leaders in the holistic development and enrichment of the work environment. Originality/value – This research contributes to the substantive knowledge of the OT and PT disciplines, particularly in the areas of leadership, workplace structural organization and indicators of healthy work environments such as SAW, empowerment, job satisfaction and organizational commitment.

SME employee performance appraisal formalization and trust in leadership change

2019 ◽  
Vol 28 (2) ◽  
pp. 434-456 ◽  
Author(s):  
Carrie Anne Belsito ◽  
Christopher Ray Reutzel
Keyword(s):  
Procedural Justice ◽  
Performance Appraisal ◽  
Social Exchange ◽  
Employee Performance ◽  
Ordinary Least Squares ◽  
Employee Perceptions ◽  
Least Squares Regression ◽  
Content Type ◽  
Trust In Leadership ◽  
Study Results

Purpose This study aims to examine the influence of employee performance appraisal (PA) formalization on changes to one component of the employee–leadership social exchange relationship within the context of small and medium-sized enterprises (SMEs). Specifically, it builds upon extant research on human resource management within SMEs, performance appraisals and social exchange theory to consider the role of performance appraisal formalization in effecting change in the level of trust employees have in their leaders. Design/methodology/approach To test study hypotheses, this study analyzes responses to two survey waves completed by employees of a US-based SME operating within the commercial construction industry. This SME formalized the PA process in between the administration of the first and second surveys. Study data were analyzed using hierarchical ordinary least squares regression. Findings The results of this study suggest that the formalization of PA has a positive effect on change in trust in leadership (TIL). Study results also suggest that employee perceptions of PA utility, procedural justice and satisfaction with the PA process are positively related to changes in TIL. This study also found that the effects of employee perceptions of PA utility and procedural justice on changes in TIL are mediated by employee satisfaction with the PA process. Research limitations/implications As a consequence of study design, the results found in this study may be limited with respect to their external validity. Researchers and practitioners are encouraged to use caution before generalizing study findings to other contexts. Practical implications This study suggests that PA formalization represents a means of increasing employee trust. Moreover, study results suggest that SME leaders hoping to increase employee TIL should be thoughtful about how they implement the PA process, paying particular attention to the usefulness of the feedback they provide and ensuring that the process of PA is viewed as being fair by employees. In doing so, SME leaders will enhance their employees’ satisfaction with the PA process, thereby increasing the trust they place in SME leadership. Originality/value This study extends research by considering the consequences of PA formalization with respect to changes in SME employee TIL. In doing so, this study heeds calls for additional research on the consequences of PA within SMEs, as well as sheds light on how PA formalization shapes the relationship between SME employees and leaders.

The effect of organizational culture and HR practices on female managers’ commitment and job satisfaction

2020 ◽  
Vol 44 (2/3) ◽  
pp. 105-120
Author(s):  
Sunyoung Park ◽  
Min Young Doo
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Structural Equation ◽  
Equation Modeling ◽  
Content Type ◽  
Female Managers ◽  
Hr Practices ◽  
Using Data

Purpose The purpose of this study is to investigate the structural relationships among organizational culture, human resources (HR) practices and female managers’ organizational commitment and job satisfaction in South Korea. Design/methodology/approach Using data obtained from the Korean Women Manager Panel, 230 responses were analyzed using structural equation modeling. Findings The findings indicated that organizational culture directly affected HR practices and indirectly affected job satisfaction and organizational commitment. In addition, HR practices directly influenced job satisfaction and organizational commitment and indirectly affected organizational commitment through job satisfaction. Finally, job satisfaction had a direct and significant effect on organizational commitment. Originality/value The authors provide an empirical analysis of how organizational culture and functional factors influence organizational commitment and job satisfaction for female managers in the Korean context. The findings of this paper are expected to encourage scholars to pay more attention to the connection between organizational support and HR interventions to improve female managers’ commitment and satisfaction within organizations by emphasizing the alignment between organizational culture and HR practices.

Effective ways to improve the well-being of employees

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Design Methodology ◽  
Abusive Supervision ◽  
Well Being ◽  
Employee Perceptions ◽  
Content Type ◽  
Hr Practices ◽  
Pertinent Information ◽  
Different Dimensions ◽  
The Impact ◽  
Harmful Effects

Purpose Use of various discretionary HR practices can enable a firm to positively influence employee perceptions of the different dimensions of well-being. The impact of such practices can be enhanced further when organizations take appropriate steps to eliminate abusive supervision and its harmful effects. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Use of various discretionary HR practices can enable a firm to positively influence employee perceptions of the different dimensions of well-being. The impact of such practices can be enhanced further when organizations take appropriate steps to eliminate abusive supervision and its harmful effects. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

scholarly journals The mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public sector

2017 ◽  
Vol 36 (5) ◽  
pp. 626-643 ◽  
Author(s):  
Fathi Mohamed Al Damoe ◽  
Kamal Hamid ◽  
Mohmad Sharif
Keyword(s):  
Organizational Climate ◽  
Organizational Performance ◽  
Performance Appraisal ◽  
Training And Development ◽  
Mediating Effect ◽  
Content Type ◽  
Hrm Practices ◽  
Recruitment And Selection ◽  
The Relationship ◽  
And Training

Purpose Despite the fact that previous studies have identified a possible mediator (organizational climate) in the HRM practices-HR outcomes link, the role of organizational climate as a mediator has, however, not been accorded the respect it deserves in the HRM practices-HR outcomes relationship. Moreover, studies on organizational climate are still scarce and have often focused on western organizations. The purpose of this paper, among others, is to examine the direct effect of HRM practices on the HR outcomes within the context of Libyan organizations. It further investigates whether organizational climate mediates the influence of HRM practices on the HR outcomes within the context of Libyan organizations. Design/methodology/approach This paper uses multiple regression analysis on a sample of Libyan organizations. Findings Regarding the findings, first, the paper finds that organizations that adopt HRM practices, such as performance appraisal, compensation and rewards and HR planning achieve significant HR outcomes. The finding also indicates that recruitment and selection and training and development are not good predictors of HR outcomes in the organization. Finally, the study reveals that the influence of HRM practice dimensions such as performance appraisal, compensation and reward and HRP on organizational performance is mediated by the presence of organizational climate; on the other hand, organizational climate fails to mediate the influence of both recruitment and selection and training and development on the HR outcomes. This study suggests that not all HRM practices are influenced by organizational climate of the organizations in Libya, and this may be due to the present environmental situation in Libya. Originality/value The study is deemed as an initial attempt to investigate the mediating effect of organizational climate on the relationship between HRM practices and HR outcomes in the Libyan public organizations. This finding acts as a springboard for further research and a wake-up call to the organizations in Libya to evaluate the importance of organizational climate in achieving HR outcomes in a volatile environment.

scholarly journals Exploration of Human Resources (HR) Practices Based on Local Cultural Values in Cooperatives in Bali

2021 ◽  
Vol 04 (09) ◽  
Author(s):  
Ni Wayan Sitiari ◽  
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Cultural Values ◽  
Performance Appraisal ◽  
Selection Process ◽  
Training And Development ◽  
Recruitment Process ◽  
Analytical Technique ◽  
Hr Practices ◽  
Process Implementation

The purpose of this study is to find out whether human resources (HR) practices in cooperatives in Bali have adopted Balinese cultural values. How Balinese cultural values are applied to HR practices in cooperatives in Bali has never been studied. The title of this research is Exploration of HR Practices Based on Local Cultural Values in cooperatives in Bali. The number of respondents 79 who are managers of cooperatives in Bali. The analytical technique used is statistical analysis techniques. The results of the study show HR practices in cooperatives in Bali have been implemented based on local Balinese cultural values with high criteria. It can be said that HR practices in cooperatives are in a strong category. The results of the identification of HR practices based on local culture which include (1) Dimensions of performance appraisal, (2) Dimensions of career development, (3) Dimensions of compensation, (4) Dimensions of training and development, (5) Dimensions of the selection process. Implementation of HR practices that are in accordance with Balinese Cultural Values, among others: HR practices contained in the concept of menyamabraya are reflected in the dimensions: performance appraisal, career development, and the selection process. HR practices contained in the concept taksu, namely in the selection and recruitment process, HR practices contained in the concept of jengah: Implemented in selecting and awarding compensation.

Keep them on-board! How organizations can develop employee embeddedness to increase employee retention

2018 ◽  
Vol 32 (4) ◽  
pp. 5-9 ◽  
Author(s):  
Qing Kathy Ma ◽  
Milton Mayfield ◽  
Jacqueline Mayfield
Keyword(s):  
Employee Retention ◽  
Design Methodology ◽  
Training And Development ◽  
Job Embeddedness ◽  
Organizational Practices ◽  
Content Type ◽  
Employee Recruitment ◽  
Hr Practices ◽  
Development Processes ◽  
Practical Model

Purpose This paper aims to examine how companies can increase employee retention through job embeddedness. Design/methodology/approach The authors adopted a job embeddedness perspective to explain how different components of job embeddedness-fit, links, and sacrifice can contribute to employee retention. Findings The authors developed a practical model of employee retention by building job embeddedness into employee recruitment, selection, training, and development processes and provided a variety of easy-to-implement organizational practices. Originality/value This paper introduced job embeddedness as a new way to increase employee retention and developed a practical model for managers to develop HR practices for retaining their top talent.

scholarly journals Impact of Artificial Intelligence on HR practices in the UAE

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Abhilasha Singh ◽  
Apurva Shaurya
Keyword(s):  
Artificial Intelligence ◽  
Performance Appraisal ◽  
Mixed Method ◽  
Training And Development ◽  
Ease Of Use ◽  
Path Modeling ◽  
Structured Interviews ◽  
Social Trends ◽  
Hr Practices ◽  
Mixed Method Design

AbstractSocial trends and information technology are creating pressure, resulting in organizations being forced to update and recreate themselves. Against this backdrop there is an increasing trend to adopt artificial intelligence technologies. This study aims to explore and investigate the effect of Artificial Intelligence (AI) on Human Resources (HR) practices in UAE companies with the help of mixed-method design. A mixed-method design was applied to explore and test the research questions. Semi-structured interviews and survey were conducted, respectively for both the study designs. AI and HR personnel were approached as sample participants for this study. Thematic analysis and PLS-SEM (Partial least squares path modeling) were used to analyze the data, respectively. Positive and significant effects of planned training and development process (0.231→0.021), tactical performance appraisal and integration of AI (0.719→0.000), and integration of AI and efficient HR practices (0.204→0.131) were shown. The moderating role of ease of use on integration of AI and efficient HR practices was negative and insignificant. AI plays an essential role in shifting the HR functions to enter the digitization era. The types of businesses and abilities require some activities such as training and development due to the increased use of technology.

Sign in / Sign up

Export Citation Format

Share Document