Intergenerational workplace knowledge sharing: challenges and new directions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jiayang Tang ◽  
Jorge Tiago Martins
Keyword(s):  
Knowledge Sharing ◽  
Human Resource ◽  
Older Workers ◽  
Retail Banking ◽  
Theory And Practice ◽  
Human Resource Practices ◽  
Content Type ◽  
Ageing Workforce ◽  
Managerial Practices ◽  
Big Four

PurposeDrawing on theories pertaining to knowledge sharing, ageing at work and human resource practices for ageing workers, this article explores knowledge sharing challenges arising from the interaction between an increasingly ageing workforce and younger employees.Design/methodology/approachContextually, the authors focus on China, where the pace of demographic transformations offers a unique opportunity to investigate knowledge sharing practices in their socio-economic context. Empirically, the authors analyse knowledge sharing behaviours and practices of retail banking professionals in a Chinese big four bank.FindingsThe encouragement of knowledge sharing between younger and older workers should be incorporated into organisations' human resource strategies. The availability of development, maintenance, utilisation and accommodative human resource practices signals to older workers that they are valuable and are worth investing in.Originality/valueThe authors’ contribution to theory and practice is twofold: starting with the identification of perceived knowledge sharing challenges, the authors’ analysis offers important contextually grounded insights into what types of managerial practices are relevant in eliciting successful knowledge sharing within organisations faced with an ageing workforce.

Knowledge-sharing mechanisms: human resource practices and trust

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Huajiang Yu ◽  
Yoshi Takahashi
Keyword(s):  
Human Resource Management ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Training And Development ◽  
Employee Perceptions ◽  
Human Resource Practices ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

PurposeThis study sought to examine the detailed mechanism of employee perceptions of commitment-based human resource practices (CBHRPs) to employee knowledge-sharing behavior (i.e. knowledge collection and knowledge contribution) by unveiling the “black box” of trust in the workplace.Design/methodology/approachBased on data from 383 employees in China's Top Innovators in 2016, path analysis was used to test six hypotheses.FindingsEmployee perceptions of CBHRPs, namely, selection, incentives and training and development, were positively related to employees' trust in coworkers, supervisors and the organization, which in turn was positively related to employees' knowledge collection and contribution behavior. Trust in the workplace fully mediated the relationship between employee perceptions of CBHRPs and employee knowledge sharing. Among CBHRPs, training and development practices had the strongest effects on employees' knowledge-sharing behavior. Among trust, trust in coworkers was found to be the closest related to knowledge-sharing behavior. Knowledge contribution was more related to CBHRPs through trust than knowledge collection was.Practical implicationsOrganizations can employ CBHRPs to enhance trust in the workplace and encourage employees to contribute toward and collect knowledge. Organizations need to pay more attention to employees' long-term investment, such as employee training and development. Organizations can perform human resource practices consistently and ensure that all employees are aware of practices in use to enhance employees' understanding of these practices.Originality/valueThis study provides a detailed understanding of the relationship between human resource management and knowledge sharing. It also presents new empirical evidence in the research fields of human resource management and knowledge management, with implications for the development of employees' knowledge-sharing behavior.

Human resource practices, employee competencies and firm performance: a 2-1-2 multilevel mediational analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sukhpreet Kaur ◽  
Gurvinder Kaur
Keyword(s):  
Firm Performance ◽  
Human Resource ◽  
Large Scale ◽  
Human Resource Practices ◽  
Related Factors ◽  
Firm Level ◽  
Content Type ◽  
Mediational Analysis ◽  
Academic Qualification ◽  
Employee Competencies

PurposeThis study aims to understand the role of employee competencies in terms of the relationship between Human Resource Practices (HRPs) and firm performance.Design/methodology/approachA sample of 60 HR managers and 546 employees from large-scale food processing firms were considered for the study. The study presents a 2-1-2 multilevel mediational analysis in which HRPs and firm performance are measured at the firm level (Level-2) and employee competencies are measured at employee level (Level-1).FindingsPositive relationship was found between HRPs and firm performance, which was partially mediated by employee competencies.Practical implicationsThe study highlights the importance of employee-related factors by focusing on the wider dimensions of human capital (e.g. academic qualification, job experience) in HRPs–performance relationship.Originality/valueThe study undertakes a 2-1-2 multilevel mediational analysis, which is rarely applied in HRM studies; however, this interaction between macro- and microlevel effects will create a better understanding of organization studies from an integrated and multilevel context.

An exploratory survey measuring burnout among academic librarians in the southeast of the United States

2020 ◽  
Vol 41 (8/9) ◽  
pp. 703-715
Author(s):  
Monica Colon-Aguirre ◽  
Katy Kavanagh Webb
Keyword(s):  
United States ◽  
Human Resource ◽  
Maslach Burnout Inventory ◽  
The United States ◽  
Academic Librarians ◽  
Sample Population ◽  
Human Resource Practices ◽  
Personal Factors ◽  
Academic Institutions ◽  
Content Type

PurposeThe main purpose of this work is to uncover and identify the issues that academic librarians consider important in the attainment of work–life balance. This work will focus on exploring their experiences with different dimensions of burnout.Design/methodology/approachThe topic of burnout is explored by analyzing the results of a survey based on the Maslach Burnout Inventory (MBI), which was distributed among librarians at a group academic institutions that are members of the Association of Southeastern Research Libraries (ASERL).FindingsThe findings of this study do not demonstrate evidence of burnout among the sample population. However, the results do present plenty of opportunities for further exploration such as the relationship between burnout and personal factors, including LGBTQA + status and race or ethnic minority status.Research limitations/implicationsFurther exploration of the topic of burnout should be followed up with more qualitative studies, especially those employing interviews.Practical implicationsImprovement of human resource practices, which reduces the incidence of burnout among academic librarians, is something that can only be accomplished at the organizational level. Human resource practices can create a work environment that enhances productivity by improving the quality of life of employees.Originality/valueThis work explores and assesses academic librarian burnout, among those working in academic institutions in the southeastern United States. To date, no study has been undertaken that looks at burnout across broad types of work performed by academic librarians and librarians at different institutions.

Providing an interpretive structural model of agile supply chain practices

2019 ◽  
Vol 15 (2) ◽  
pp. 661-684 ◽  
Author(s):  
Akbar Rahimi ◽  
Abbas Raad ◽  
Akbar Alem Tabriz ◽  
Alireza Motameni
Keyword(s):  
Supply Chain ◽  
Organizational Structure ◽  
Human Resource ◽  
Defense Industry ◽  
Theory And Practice ◽  
Equation Modeling ◽  
Content Type ◽  
Agile Supply Chain ◽  
Supply Chain Agility ◽  
The Relationship

Purpose Nowadays, the defense industry is considered a significant part of the manufacturing industries. Military products in the world have a high level of diversity, delivery speed and appropriative operational functionality. Therefore, various producing, high quality and high-speed delivery of military products are of great importance in enhancing Iran’s defensive power. Defense industries’ supply chain agility is a response to how to produce military products with these features. Therefore, the purpose of this paper is to provide a model for the agile supply chain of defense industries to show the relationship between agile practices and their hierarchy. Design/methodology/approach First, the authors identify the most important supply chain agility practices by expert’s questionnaire. Then, using factor analysis, practices are categorized and validated based on structural equation modeling (SEM). SEM showed a meaningful relationship between agile supply chain practices. Finally, using interpretative structural modeling, a model is presented to show the logical relationships and hierarchy between these practices. Findings The results show that out of a total of 62 practices introduced in the previous research for the agile supply chain, 37 practices in the agility of the supply chain of defense industries are effective. The 4 new agility practices were identified in this research. These 41 practices were classified into 8 categories including supplier relationship, workshop level management, organizational structure improvement, human resource management, product designing, improve and integrate the process, application of information technology and customer relationship. Improvement of organizational structure was at the highest level of the model. Therefore, managers first should focus on it. Research limitations/implications Given the confidentiality of information in the defense industry, the distribution of questionnaires and their collection was one of the most important limitations. A variety of defense products in land, air and sea areas, and a large number of industries in each sector, forced the authors to select the only land area. Although the results of this research can be used in the air and sea areas, but cannot be said that the implementation of this study presented model will fully lead to the defense industries’ supply chain agility in air and sea sectors. Originality/value This is the first research on the supply chain agility of Iran’s defense industry that bridges the gap between theory and practice. The classification of 41 practices in the form of 8 measures and examining the relationship between them is a new and practical approach for understanding the relationships between different variables that affect supply chain agility. This study introduces four new agility practices including the use of new technology and equipment, human resource balance, the use of expert human resources, training and employee empowerment, which can be considered in many industries of developing or less developed countries. Considering the specific situation of defense industry supply chain in comparison with other industries, the results of this research can be used by other defense industries of similar countries.

scholarly journals Conceptualizing human resource management in the gig economy

2019 ◽  
Vol 34 (4) ◽  
pp. 214-232 ◽  
Author(s):  
Jeroen Meijerink ◽  
Anne Keegan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Design Methodology ◽  
Theory And Practice ◽  
Future Research ◽  
Novel Ecosystem ◽  
Content Type ◽  
Employment Relationships ◽  
Gig Economy

Purpose Although it is transforming the meaning of employment for many people, little is known about the implications of the gig economy for human resource management (HRM) theory and practice. The purpose of this paper is to conceptually explore the notion of HRM in the gig economy, where intermediary platform firms design and implement HRM activities while simultaneously trying to avoid the establishment of employment relationships with gig workers. Design/methodology/approach To conceptualize HRM in the gig economy, the authors offer a novel ecosystem perspective to develop propositions on the role and implementation of HRM activities in the gig economy. Findings The authors show that HRM activities in the gig economy are designed to govern platform ecosystems by aligning the multilateral exchanges of three key gig economy actors: gig workers, requesters and intermediary platform firms, for ensuring value co-creation. The authors argue that the implementation of HRM activities in the gig economy is contingent on the involvement and activities of these gig economy actors. This means that they are not mere recipients of HRM but also actively engaged in, and needed for, the execution of HRM activities. Originality/value The study contributes to research by proposing a theoretical framework for studying the design of HRM activities, and their implementation, in the gig economy. From this framework, the authors derive directions for future research on HRM in the gig economy.

Antecedents and consequences of electronic supply chain management diffusion

2017 ◽  
Vol 28 (2) ◽  
pp. 699-718 ◽  
Author(s):  
Hsiu-Fen Lin
Keyword(s):  
Supply Chain ◽  
Supply Chain Management ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Human Resource ◽  
Research Model ◽  
Chain Management ◽  
Content Type ◽  
Operational Capability ◽  
Antecedents And Consequences

Purpose Grounded in the resource-based view and social exchange theory, the purpose of this paper is to develop a research model that offers a comprehensive understanding of the antecedents and consequences of electronic supply chain management (e-SCM) diffusion. Design/methodology/approach Survey data from 142 managers (in charge of e-SCM projects in their companies) of large Taiwanese firms were collected and used to test the hypotheses using hierarchical moderated regression analysis. Findings The results indicate that information technology deployment capability, operational capability, human resource capability, and knowledge sharing are important antecedents of e-SCM diffusion. In turn, higher levels of e-SCM diffusion lead to greater competitive performance. This study also finds that knowledge sharing plays a moderating role by strengthening the relationship between organizational capabilities (e.g. operational capability and human resource capability) and e-SCM diffusion. Practical implications Managers should recognize that human resource development activities (recruiting, training, and managing valuable e-SCM personnel) are an important source of e-SCM diffusion. Similarly, managers must establish the connection between human resource capabilities and e-SCM diffusion (i.e. “soft-side” e-SCM) such as hiring and retaining skilled e-SCM personnel, training and development for e-SCM personnel, and measuring e-SCM personnel’s global mindset over time. Originality/value Theoretically, this study aims to provide a research model that is capable of understanding the antecedents and consequences of e-SCM diffusion. From the managerial perspective, the findings of this study provide valuable decision guides for practitioners to help them identify and develop firm internal capabilities and social mechanisms that foster e-SCM diffusion.

The effect of socially responsible human resource management (SRHRM) on frontline employees’ knowledge sharing

2019 ◽  
Vol 31 (9) ◽  
pp. 3646-3663 ◽  
Author(s):  
Xingping Jia ◽  
Shudi Liao ◽  
Beatrice I.J.M. Van der Heijden ◽  
Zhiwen Guo
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Organizational Trust ◽  
Frontline Employees ◽  
Socially Responsible ◽  
Content Type

Purpose This study in the hospitality industry aims to explore the underlying mechanisms through which socially responsible human resource management (SRHRM) affects frontline employees’ knowledge sharing, as well as the moderating effects of role conflict and role ambiguity. Design/methodology/approach Two data waves have been collected from one of the largest restaurant chains in China. Using Mplus 7.0, a structural equation modeling model is empirically tested to investigate the hypothesized moderated mediation model. Findings First, SRHRM appears to foster frontline employees’ perceived respect and organizational trust and further stimulates their knowledge sharing. Second, role conflict is found to weaken the relationship between SRHRM and organizational trust, while role ambiguity seems to weaken the strength of the linkage between SRHRM and perceived respect. Practical implications Managers should make SRHRM policies more visible and implement appropriate SRHRM practices to facilitate employees proactively to share knowledge at work. Furthermore, managers should realize the dark side effects of role conflict and role ambiguity, as they might hinder the positive impact of SRHRM on knowledge sharing. Originality/value This study uncovers the meditating roles of perceived respect and organizational trust through which SRHRM impacts on employees’ knowledge sharing. By incorporating the possible moderating roles of role conflict and role ambiguity, this scholarly work also increases the understanding of possible hindrances in this regard.

The mediating effect of meaningful work between human resource practices and innovative work behavior: a study of emerging market

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nishant Singh ◽  
Umesh Bamel ◽  
Veena Vohra
Keyword(s):  
Human Resource ◽  
Emerging Market ◽  
Meaningful Work ◽  
Mediating Effect ◽  
Work Behavior ◽  
Human Resource Practices ◽  
Content Type ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
Performance Based Evaluation

PurposeThis study is aimed at examining the mediating effect of meaningful work (MFW) between human resource practices (HRP) i.e. staffing, training, participation, performance-based evaluation, and reward with innovative work behavior (IWB) of Indian small and medium-sized enterprise (SME) employees.Design/methodology/approachThis is a cross-sectional study with data of 199 respondents collected from the Indian SME sector. The mediation path was analyzed using multiple hierarchical regression analysis and processes.FindingsResults of the study indicate that human resource practices, i.e. staffing, training and participatory decision making, are positively related to IWB; MFW mediates the relationships between these human resource practices and IWB. Interestingly, performance-based evaluation and reward are not found to be related positively to IWB in SMEs.Originality/valueThe study adds value to SME literature on how SMEs may promote innovation amongst their employees. In addition, the findings of the present study add to human resource management (HRM) literature regarding practices in Indian SMEs.

Sign in / Sign up

Export Citation Format

Share Document