HR technologies and HR-staff technostress: an unavoidable or combatable effect?

2019 ◽  
Vol 41 (5) ◽  
pp. 1120-1144 ◽  
Author(s):  
Gary Walter Florkowski
Keyword(s):  
Job Satisfaction ◽  
Collective Efficacy ◽  
Structural Equation ◽  
Explanatory Power ◽  
Organizational Factors ◽  
Equation Modeling ◽  
Top Management ◽  
Management Support ◽  
Content Type ◽  
Innovation Climate

Purpose Drawing on the job demands-resources and IS literatures, the purpose of this paper is to identify organizational factors that mitigate technostress in the HR department; and to evaluate how technostress and techno-insecurity affect technology’s impact on job satisfaction. Design/methodology/approach This research draws on a web-based survey of 169 US and Canadian firms targeting HR executives as key informants. An HR-context-specific, technostress model was tested with structural equation modeling. Exploratory factor analysis evaluated the structural properties of all multi-item scales and supported their usage. Moderated regression analysis further assessed whether the age and scope of technology portfolios affected certain relationships. Findings As predicted, department work stress was less likely to increase when there was HR technology (HRT) governance involvement and top management support for this class of technologies. Heightened techno-insecurity had the opposite effect, another anticipated outcome. HR’s IT-knowledge actually increased technostress, a counterintuitive result. In turn, HRTs were less likely to improve job satisfaction when technostress and techno-insecurity were high. Top management HRT support and an HR innovation climate better enabled portfolios to enhance satisfaction. Moderating influences were detected as well. As hypothesized, techno-insecurity had a stronger negative effect on job-satisfaction impact for younger portfolios, while innovation climate had a weaker relationship with techno-insecurity where portfolios were limited in scope. Research limitations/implications External validity would be strengthened by not only increasing sample sizes for the USA and Canada, but also targeting more nations for data collection. In addition, incorporating more user-oriented constructs in the present model (e.g. group potency, collective efficacy) may enhance its explanatory power. Practical implications These findings underscore the need to consider HR-staff attitudes in technology rollouts. To the extent HR technologies generate technostress, they at a minimum are impediments to department satisfaction, which may have important ramifications for usage and service. The results further establish that initiatives can be taken to offset this problem, both in terms of the ways portfolios are internally supported and how they are managed. Originality/value This is the first study to formally assess how collective work-attitudes in the HR department are affected by HR technologies. Prior research has focused on user-reactions to HRT features or their wider influence on stakeholder perceptions. It is also the first investigation to empirically test potential technostress inhibitors in HR settings.

HR technology goal realization: predictors and consequences

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gary W. Florkowski
Keyword(s):  
Organizational Support ◽  
Structural Equation ◽  
Positive Impact ◽  
Explanatory Power ◽  
Equation Modeling ◽  
Management Support ◽  
Local Conditions ◽  
Content Type ◽  
Innovation Climate ◽  
Goal Realization

PurposeDrawing on the HR technology (HRT) and information systems (IS) literatures, this study seeks to identify macro-level factors that influence the performance of HRT systems. A second objective is to assess the relative contribution that HRT goal realization makes to organizational satisfaction with HR services.Design/methodology/approachThis investigation draws on a web-based survey of 169 US and Canadian firms targeting HR executives as key informants. Structural equation modeling (SEM) tested the roles that organizational support, capabilities and aspects of the environment play in technology goal attainment and collective satisfaction with HR services. Exploratory factor analysis (EFA) evaluated the properties of several key scales and supported their usage. Moderated regression analysis further assessed whether HRT age influenced certain relationships.FindingsAs predicted, system goal realization was positively related to the level of support from an HRT champion and an HR innovation climate, while being negatively related to HRT mimetic isomorphism. HR service satisfaction, in turn, was positively related to HRT goal realization, the HR innovation climate and HR environmental munificence. It also was determined that HRT champions had a stronger positive impact on goal realization for younger technology portfolios. This too was expected.Research limitations/implicationsExternal validity would be strengthened by not only increasing sample sizes for the USA and Canada, but also targeting more nations for data collection. The model's explanatory power may also be enhanced by improving the measurement of several predictors (e.g. top management support, absorptive capacity), as well incorporating constructs that focus on users (e.g. group potency, collective efficacy).Practical implicationsThese findings underscore the need to proactively screen and structure the surrounding environment to facilitate portfolio success. Greater emphasis must be placed on (1) identifying and empowering HRT champions, (2) fostering an innovation climate in the HR function and (3) conditioning HRT purchases on “mindful” adoption. Doing so should not only increase the prospects of realizing goals, but also elevate satisfaction with HR services.Originality/valueThis is the first study to formally assess the effects that organizational and environmental context have on overall HRT systems performance. Prior research has focused on linking the local conditions of individual users to their perceptions and usage of HR technologies.

Enterprise social network (ESN) systems and knowledge sharing: what makes it work for users?

2019 ◽  
Vol 50 (2) ◽  
pp. 305-327
Author(s):  
Abhishek Kalra ◽  
Rupashree Baral
Keyword(s):  
Social Network ◽  
Knowledge Sharing ◽  
Structural Equation ◽  
Least Squares Method ◽  
Equation Modeling ◽  
Top Management ◽  
Management Support ◽  
Cross Sectional ◽  
Content Type ◽  
Enterprise Social Network

Purpose Enterprise Social Network (ESN) systems have emerged as the technology of choice to bolster and support organizational efforts for harnessing embedded knowledge. However, a lack of understanding about it limits the optimization of its potential. Hence, this paper aims to assess the role of hedonic motivation, network externalities (NE) and top management support in conjugation with the unified theory of acceptance and use of technology theory to understand ESN’s usage for knowledge sharing. Design/methodology/approach Data were collected from 187 ESN users through a survey questionnaire and subsequently analyzed using variance-based structural equation modeling using the partial least squares method. Findings ESNs are used both for utilitarian and hedonic purposes. Furthermore, the results also bring out the importance of externalities arising from an extensive network of users and complimentary services, as well as support regarding resources and recognition from the top management toward reinforcing the benefits of using ESNs. Research limitations/implications This study advances earlier knowledge by assessing the actual usage of ESNs for knowledge sharing. It takes into consideration multiple input variables, namely, performance expectancy, effort expectancy, NE amongst others to best resonate with the key factors driving its adoption and usage by an individual. However, because of the cross-sectional research design, causality can only be inferred. Practical implications The organizations are recommended to have in place the measures for attaining optimal usage of ESNs, and in turn, witness knowledge moves around in ways unfathomable. Steps should be taken to develop tools and ecosystems to provide users affordances for both increasing productivity, as well as opportunities for gaining pleasure. Originality/value This study is one of its kind effort to synthesize the knowledge about the ESNs in an Indian context. It provides fascinating insights into the determinants of intention and usage of ESNs for knowledge sharing.

Top management support, inter-organizational relationships and external involvement

2014 ◽  
Vol 114 (4) ◽  
pp. 526-549 ◽  
Author(s):  
Taiwen Feng ◽  
Gang Zhao
Keyword(s):  
Structural Equation ◽  
Equation Modeling ◽  
Prior History ◽  
Top Management ◽  
Management Support ◽  
Organizational Relationships ◽  
Content Type ◽  
Top Management Support ◽  
Customer Involvement ◽  
Supplier Involvement

Purpose – The purpose of this paper is to examine the effects of top management support (TMS) and inter-organizational relationships (IORs) on external involvement (EI), and their differences across different ownerships. Design/methodology/approach – To test the research hypotheses, structural equation modeling was conducted using data from 176 Chinese manufacturing firms. Findings – TMS enhances relationship with customers and relationship with suppliers. Relationship with customers increases the degree of customer involvement, while relationship with suppliers increases the degree of supplier involvement. In addition, TMS improves customer involvement while does not improve supplier involvement directly. A further analysis reveals that the relationship between TMS and supplier involvement is partially mediated by relationship with suppliers in Chinese-controlled firms, whereas it is completely mediated by relationship with suppliers in foreign-controlled firms. Moreover, the effect of relationship with suppliers on supplier involvement is stronger in foreign-controlled firms than in Chinese-controlled firms. Research limitations/implications – This study employed perceptual data from a single respondent in each firm. In addition, the data used in this study were collected from one side of the dyad: the manufacturers. Practical implications – Both Chinese-controlled and foreign-controlled firms should get support from top management and develop close relationship with customers and suppliers to improve EI. Originality value – This study extends our knowledge in the field by examining how TMS and prior history of IORs can improve the degree of EI.

Empirical investigation of the relationship between organizational factors and organizational commitment in service organizations

2018 ◽  
Vol 11 (3) ◽  
pp. 418-431
Author(s):  
Safayet Rahman ◽  
Md. Zahidul Islam ◽  
Annie Dayani Ahad Abdullah ◽  
Wardah Azimah Sumardi
Keyword(s):  
Organizational Commitment ◽  
Service Sector ◽  
Explanatory Power ◽  
Organizational Factors ◽  
Service Organizations ◽  
Top Management ◽  
Management Support ◽  
Content Type ◽  
Top Management Support ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the influence of organizational factors such as culture, leadership, structure and top management support on organizational commitment in Bangladeshi service sector.Design/methodology/approachThis study is based on empirical findings administered on 217 managerial personnel in the service organizations based in Bangladesh.FindingsFindings of this study reveal that among the variables that are hypothesized in this study; team orientation, stability, transformational leadership, transactional leadership, decentralization, formalization and top management support have an influence on organizational commitment.Research limitations/implicationsThis study has identified and integrated factors that can influence organizational commitment in Bangladeshi service sector. Larger sample size including multiple country or culture may bring more explanatory power, comparability and increased generalizability.Practical implicationsThe outcome of this study will help business managers to identify and understand the organizational factors that can influence organizational commitment.Originality/valueThis study extends current research on organizational commitment by identifying and integrating the organizational factors and providing a simplistic model for the relationship between organizational factors and organizational commitment in the context of Bangladeshi service organizations.

An empirical assessment of the antecedents of electronic-business implementation and the resulting organizational performance

2016 ◽  
Vol 26 (3) ◽  
pp. 661-688 ◽  
Author(s):  
Mahmoud Mohammad Migdadi ◽  
Mohammed Khair Saleem Abu Zaid ◽  
Omar Salameh Al-Hujran ◽  
Anas Mustafa Aloudat
Keyword(s):  
Knowledge Management ◽  
Organizational Performance ◽  
Structural Equation ◽  
Organizational Factors ◽  
Organizational Capabilities ◽  
Equation Modeling ◽  
Future Research ◽  
Management Support ◽  
Unified Framework ◽  
Content Type

Purpose – The purpose of this paper is to propose and empirically test a unified framework that captures the antecedents of e-business implementation, that is; organizational factors which is decomposed into organizational capabilities (training availability, technical expertise, knowledge level), knowledge management capabilities (knowledge acquisition, application, and sharing), adhocracy culture, and top management support, e-business implementation, and organizational performance (efficiency, sales performance, customer satisfaction, relationship development). Design/methodology/approach – Data from a survey of 258 top managers in Saudi Arabian enterprises were collected to empirically test the proposed research model. Additionally, the statistical techniques employed included a confirmatory factor analysis to examine the reliability and validity of the measurement model, and structural equation modeling using AMOS is utilized to test the hypotheses. Findings – The findings of this study suggest that organizational factors influence e-business implementation. Moreover, e-business implementation affects organizational performance. Research limitations/implications – This study did not investigate all organizational factors and knowledge management processes. Future research could assess the influence of additional factors such as technology and environment contexts on e-business implementation. Practical implications – Owners/managers considering e-business implementation would be best to focus on internal (organizational) factors and their interaction within and beyond the organization, rather than focussing exclusively on technological considerations. Originality/value – This study is significant for at least two reasons: it determines the key antecedents to successful business implementation based on organizational factors and it helps to understand the effects of e-business implementation on organizational performance.

Development and validation of an instrument for multidimensional top management support

2017 ◽  
Vol 66 (7) ◽  
pp. 873-895 ◽  
Author(s):  
Riaz Ahmed ◽  
Noor Azmi bin Mohamed
Keyword(s):  
Organizational Performance ◽  
Structural Equation ◽  
Online Survey ◽  
Least Square ◽  
Equation Modeling ◽  
Top Management ◽  
Management Support ◽  
Content Type ◽  
Top Management Support ◽  
Development And Validation

Purpose Literature reveals that there is a paucity of instruments to measure multidimensional top management support (TMS). The multidimensionality and the complexity of the TMS cannot be reflected by a single-dimensional construct. The purpose of this paper is to develop and validate an instrument for the measurement of multidimensional TMS. Design/methodology/approach In this cross-sectional study, exploratory and confirmatory factor analyses were performed to check the validity and model fitness based on sample data collected from the PMI community. Ordinary least square and structural equation modeling techniques were used to test the research hypotheses and validate multidimensional TMS. Findings The findings revealed a significant positive correlation among all dimensions of top management and their significant influence on project success, especially on project efficiency and team dimensions. Research limitations/implications Based on the existing knowledge through a coherent and refined process, the development and validation of a top management support questionnaire (TMSQ) made a significant contribution to theories and research methods. Practical implications Multidimensional TMS provides an opportunity to ensure provision of apt assistance throughout the implementation of projects for improving organizational performance across the industries. Originality/value This study targeted a sample size of 300 to develop and validate an instrument, which is in line with previous research studies on the development and validation of a reliable instrument. To operationalize TMSQ, this study adopted an online survey and received 208 responses (69 percent) from the PMI community.

Linking humble leadership and project success: the moderating role of top management support with mediation of team-building

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mudassar Ali ◽  
Zhang Li ◽  
Salim Khan ◽  
Syed Jamal Shah ◽  
Rizwan Ullah
Keyword(s):  
Structural Equation ◽  
Project Success ◽  
Team Building ◽  
Equation Modeling ◽  
Top Management ◽  
Management Support ◽  
Content Type ◽  
Top Management Support ◽  
The Impact ◽  
Humble Leadership

PurposeThis paper aims to examine the impact of humble leadership on project success. The authors propose that such an effect is mediated by team-building, and top management support moderates the direct relationship (humble leadership and project success) as well as an indirect relationship through team-building.Design/methodology/approachData were collected from 337 individuals employed in the information technology sector of Pakistan. A two-step approach consisting confirmatory factor analysis and structural equation modeling was used for analysis. To examine conditional direct and indirect effects, the authors utilized model 8 in PROCESS.FindingsThe results showed that humble leadership is positively related to project success. Furthermore, team-building partially mediates the relationship between humble leadership and project success. Moreover, top management support was anticipated to have a moderating effect on the direct and indirect link (via team-building) between humble leadership and project success.Originality/valueDrawing on the conservation of resources theory, this study found that how humble leadership is vital for project success, and thus, extends the utility of the concept of humble leadership to the project literature.

Cloud manufacturing: a myth or future of global manufacturing?

2020 ◽  
Vol 31 (7) ◽  
pp. 1325-1350
Author(s):  
Muhammad Haris Aziz ◽  
Summyia Qamar ◽  
Mohammad T. Khasawneh ◽  
Chanchal Saha
Keyword(s):  
Structural Equation ◽  
Cloud Manufacturing ◽  
Equation Modeling ◽  
Future Research ◽  
Adoption Process ◽  
Top Management ◽  
Theoretic Model ◽  
Management Support ◽  
Content Type ◽  
Wide Range

PurposeCloud manufacturing (CMfg) has emerged as a service-oriented paradigm that enables modularization and on-demand servitization of resources in the context of manufacturing. The plethora of studies on CMfg has led the authors to investigate its implementation, as most of the literature is theoretical or simulation-based. Therefore, the purpose of this study is to investigate the reality of the CMfg concept in terms of adoption.Design/methodology/approachA tri-theoretic model is developed using the technology adoption model, diffusion of innovation and technology-organization-environment for hypotheses development. Data are collected from 218 US manufacturers. The data analysis approaches are partial least squares structural equation modeling, while data visualization is done to further analysis.FindingsThe study shows that most of the US manufacturers are reluctant to adopt the CMfg. Further, the statistical findings imply that competitive pressure, top management support, compatibility and trialability play a vital role in its adoption. The success of the CMfg adoption relies on the implementation of the pre-installation stage and the top management decisions.Practical implicationsFor practitioners, the study provides insight on how to supervise the CMfg platform implementation to improve the adoption process. For researchers and academicians, the significance of trialability provides a wide range of research topics on developing the CMfg trials and models.Originality/valueThis paper highlights the concerns of manufacturers about the pros and cons of the CMfg adoption, as this topic has not been given due attention in the literature. This will help to align future research directions according to market concerns and mitigating the factors that are hindering its adoption.

Analyzing the influence of job satisfaction on hostage employee loyalty in Isfahan Province Gas Company

2019 ◽  
Vol 26 (6) ◽  
pp. 1728-1748
Author(s):  
Afshin Jahanbazi Goujani ◽  
Arash Shahin ◽  
Ali Nasr Isfahani ◽  
Ali Safari
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Structural Equation ◽  
Organizational Factors ◽  
Equation Modeling ◽  
Organizational Behavior Management ◽  
Employee Loyalty ◽  
Statistical Population ◽  
Content Type ◽  
Isfahan Province

Purpose The purpose of this paper is to analyze the influence of job satisfaction on hostage employee loyalty in Isfahan Province Gas Company (IPGC). Design/methodology/approach The statistical population of this study included the formal recruited employees of IPGC out of which, 212 employees have been selected using a stratified random sampling method. A questionnaire has been developed and used for data collection regarding job satisfaction and employee loyalty. In this study along with the other studies of the authors, employees of IPGC were classified into four different categories on the basis of loyalty matrix, and the majority (78 percent) of them were located in the hostage category. Structural equation modeling has been used for data analysis. Findings The findings imply that job satisfaction does not have a significant influence on the loyalty of hostage employees. Practical implications Organizations are encouraged to identify the individual and organizational factors and obstacles, take necessary measures to increase job satisfaction and maintain the level of employee loyalty and gradually shift them from the hostage category to the apostle category, which results in an increased number of loyal and satisfied employees. Originality/value This study indicates how the application of the concepts of loyalty matrix, particularly its hostage category, can be expanded in the field of organizational behavior management.

Impacts of computerized maintenance management system and relevant supportive organizational factors on total productive maintenance

2018 ◽  
Vol 25 (7) ◽  
pp. 2230-2247 ◽  
Author(s):  
Hadi Balouei Jamkhaneh ◽  
Javad Khazaei Pool ◽  
Seyed Mohammad Sadegh Khaksar ◽  
S. Mohammad Arabzad ◽  
Reza Verij Kazemi
Keyword(s):  
Structural Equation ◽  
Production Systems ◽  
Organizational Factors ◽  
Maintenance Management ◽  
Equation Modeling ◽  
Management Support ◽  
Manufacturing Companies ◽  
Total Productive Maintenance ◽  
Content Type ◽  
Computerized Maintenance Management System

Purpose The application of automated systems is rapidly increasing in different industries and organizations. In this regard, computerized maintenance management systems (CMMS) using information technology play an important role in the automating production systems. The purpose of this paper is to investigate the impacts of CMMSs and relevant supportive organizational factors on the effectiveness of total productive maintenance. Design/methodology/approach This study is classified as a quantitative survey-based research using structural equation modeling. The scope of the study includes manufacturing companies in Iran. A total of 125 questionnaires from 60 companies were collected from January to March 2014 to help validate the conceptual model and test the hypotheses. Findings The results support the concept CMMSs positively relates to relevant supportive organizational factors (resource allocation, decision-making structure, senior management support, employees’ involvement and effective instruction) on the effectiveness of total productive maintenance. The relevant supportive organizational factors can also be seen as the predictors of CMMSs. Originality/value This study integrates the CMMSs and relevant supportive organizational factors in a robust model to examine the effectiveness of total productive maintenance. This study also examines the impacts of CMMSs and relevant supportive organizational factors on total productive maintenance which seems to not be done previously.

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