Organizational Social Capital: Ties Between HRD, Employee Voice, and CEOs

2018 ◽  
Vol 17 (2) ◽  
pp. 199-221 ◽  
Author(s):  
Denise M. Cumberland ◽  
Meera Alagaraja ◽  
Brad Shuck ◽  
Sharon A. Kerrick
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Human Resource Development ◽  
Employee Voice ◽  
Voice Behavior ◽  
Research And Practice ◽  
Organizational Social Capital ◽  
Work Related ◽  
Underlying Mechanisms

Growing employee voice increases the likelihood that employees will engage in discretionary efforts to share potentially useful information, express opinions, or concerns about work-related issues to their supervisors and other leaders in the organization. We develop a conceptual model and a series of propositions to examine and analyze the underlying mechanisms that enhance employee voice. Specifically, we identify linkages and connections between human resource development (HRD) practices, organizational social capital (OSC), and the role of CEOs as facilitating environmental or situational mechanisms that have implications on voice behavior. HRD can play a key role in helping employees foster social capital, leading to employee voice in the organization. When CEOs extend their existing internal social networks, and engage in conversations with workers, this dialogue serves as a visible artifact and reverberates across the organization. Our propositions move beyond framing employee-related voice outcomes as a result of either HRD practices or CEO influence. Rather, we postulate an outcome of their interdependent interactions. Implications for HRD research and practice are discussed.

The Role of Guanxi, Ubuntu, and Wasta in Shaping Workplace Leadership and Culture

2017 ◽  
pp. 54-75
Author(s):  
Anne Namatsi Lutomia ◽  
Ping Li ◽  
Raghida Abdallah Yassine ◽  
Xiaoping Tong
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Leadership Styles ◽  
Human Resource Development ◽  
Cultural Practices ◽  
Cross Cultural ◽  
Cultural Dimensions ◽  
Future Research ◽  
Cultural Leadership

Social networks are taking center stage in organizations for the ways they shape and inform workplace leadership. Hofstede's cultural dimensions and social capital provide a framework for enabling better cross-cultural discussion about leadership in general and understanding how leaders in globalized workplace settings tap onto existing cultural practices and values vis-à-vis social networks. In China, Kenya, and Lebanon, these cultural practices and values include Guanxi, Ubuntu, and Wasta, respectively. Responding to calls for more studies comparing social network and on cross-cultural leadership, this chapter seeks to examine how Guanxi, Ubuntu, and Wasta shape workplace leadership and culture in the three respective countries. It discusses leadership styles, reviews the way Guanxi, Ubuntu, and Wasta informs workplace leadership respectively and their intersections, generates a conceptual framework, offers recommendations, suggests future research possibilities, and provides implications for human resource development.

The Mediating Role of Organizational Identification in the Relation between Organizational Social Capital, Perceived Organizational Prestige, Perceived Employability and Career Satisfaction

2021 ◽  
Vol 24 ◽  
Author(s):  
Karina Peña-González ◽  
Gabriela Nazar ◽  
Carlos-María Alcover
Keyword(s):  
Social Capital ◽  
Career Development ◽  
Organizational Identification ◽  
Career Satisfaction ◽  
Mediation Effect ◽  
Organizational Social Capital ◽  
Mediating Role ◽  
Perceived Employability ◽  
The Impact

Abstract In career development, a variety of personal, organizational and labor market variables challenge employees and organizations, in particular those in dynamic working environments, such as higher education (HE) institutions. This study examines the association between work history, organizational social capital (OSC) and perceived organizational prestige (POP) as antecedent variables, and perceived employability (PE) and career satisfaction (CS) as outcome variables, as well as the mediating role of organizational identification (OI) in these relations. A sample of 283 workers in Chilean HE institutions filled out an on-line questionnaire, and hypotheses were tested using a mediation model. Results indicated a significant mediation effect of OI, abt = 0.363, 95% CI [0.181, 0.576] abt/c = 31.98%, to explain the relationship between internal perceived employability (IPE) and its predictor variables POP, abpo = 0.102, 95% CI [0.056, 0.160], abpo/c = 9.01%, and OSC, abcsoc = 0.101, 95% CI [0.053, 0.183, abcsoc/c = 8.89%. Promoting a positive image of the organization and its social capital, strengthened by OI, emerge as strategies for HR management oriented toward workers’ career development, with consequent implications for commitment, intention to leave and ultimately for organizational results. The study provides a deeper understanding of the complexity of careers and explains the importance of identification with the organization when the impact of organizational attributes on one’s career is analyzed.

The role of supervisors on employees’ voice behavior

2019 ◽  
Vol 40 (1) ◽  
pp. 85-96 ◽  
Author(s):  
SuJin Son
Keyword(s):  
Social Information Processing ◽  
Employee Voice ◽  
Hierarchical Regression ◽  
Voice Behavior ◽  
Content Type ◽  
Social Information Processing Theory ◽  
Processing Theory ◽  
Moderating Factors ◽  
The Relationship

PurposeDrawing on social learning theory and social information processing theory, the purpose of this study is to examine how perceived supervisor’s voice behavior relates to employees’ own voice behavior both directly and indirectly through trust in supervisor. In particular, this study also investigates the moderating role of gender in the relationship between trust in supervisor and employee voice behavior. Further, this study proposes that gender moderates the indirect effect of perceived supervisor’s voice behavior on employee voice behavior via trust in supervisor.Design/methodology/approachThe proposed hypothesis was tested by using hierarchical regression analyses and Hayes’ PROCESS macro.FindingsThe results show that perceived supervisor’s voice behavior is positively related to an employee’s own voice behavior and trust in supervisors. In particular, trust in supervisors mediates the relationship between perceived supervisor’s voice behavior and employee’s own voice behavior. Additionally, the relationship between trust in supervisor and employees’ voice behavior was stronger for female employees.Originality/valueThe current study investigates employees’ perception of immediate supervisor’s voice behavior that encourages employees to speak up, thereby providing a more nuanced understanding of the factors that facilitate employee voice behavior. In particular, this study advances the understanding of how and why employees’ perception of supervisors’ voice behavior relates to employees’ voice behavior by examining the mediating and moderating factors.

scholarly journals The Mediating Role of Employee Voice Behaviour in the Relation between Despotic Leadership and Employee Outcomes

sjesr ◽  
2020 ◽  
Vol 3 (4) ◽  
pp. 362-373
Author(s):  
Mir Aimal Kasi ◽  
Prof. Dr Zainiab Bibi ◽  
Prof. Dr Jahanvash Karim
Keyword(s):  
Turnover Intention ◽  
Positive Impact ◽  
Mediation Effect ◽  
Dark Side ◽  
Employee Voice ◽  
Voice Behavior ◽  
Employee Outcomes ◽  
Mediating Role ◽  
The Impact

Leaders play an essential role in the success and failure of the organization. In the past, studies examined positive leadership characteristics and behavior and their impacts on employee outcomes. The purpose of this study was to investigate the impact of despotic leadership on employee creativity and turnover intention with the mediating role of employee voice behavior. The sample consisted of 344 faculty members of Teacher Training Institutions in Pakistan. SPSS-25 software was used to evaluate the collected data. The results demonstrated that despotic leadership hurts employee voice behavior and creativity and has a positive impact on turnover intention. Further, the results also revealed that the voice behavior of employees has no mediation effect in the relationship between despotic leadership and employee outcomes (creativity and turnover intention). The study highlighted the importance of the topic and explored the research gap by focusing on the dark side of leadership and examined how despotic leadership harms the creativity and turnover intention of employees.

The role of social capital in augmenting strategic renewal of SMEs: does entrepreneurial orientation and organizational flexibility really matter?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Samar Hayat Khan ◽  
Abdul Majid ◽  
Muhammad Yasir ◽  
Asad Javed ◽  
Hassan Ahmed Shah
Keyword(s):  
Social Capital ◽  
Entrepreneurial Orientation ◽  
Developing Economies ◽  
The Body ◽  
Cross Sectional ◽  
Organizational Flexibility ◽  
Content Type ◽  
Strategic Renewal ◽  
Organizational Social Capital

PurposeThe objective of this study is to evaluate the key issues that how social capital augments the initiation of strategic renewal through the mediating role of entrepreneurial orientation and the moderating role of organizational flexibility. In the context of Small and Medium Enterprises (SMEs) of developing economies, the study developed and tested the theoretical model of strategic renewal for analyzing its major outputs.Design/methodology/approachThis study utilized cross-sectional design and employ quantitative approach. The data were collected from the owner, managers and executive directors of pharmaceutical SMEs of Pakistan. The study used statistical analysis of correlation and regression for the analysis of data.FindingsThe study discovered that entrepreneurial orientation mediates the positive relationship of social capital and strategic renewal. Moreover, high organizational flexibility strengthens the association between social capital and strategic renewal of SMEs.Originality/valueThis research contributes to the body of knowledge by providing empirical evidence that how to thrive the mechanism of strategic renewal. The study further provides understanding of the effects of organizational social capital, entrepreneurial orientation and organizational flexibility on strategic renewal.

Participation in Social Networks as Feral Information Systems

2014 ◽  
pp. 209-226
Author(s):  
Enrico Franchi ◽  
Agostino Poggi ◽  
Michele Tomaiuolo
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Information Systems ◽  
Social Networking ◽  
Virtual Teams ◽  
Work Place ◽  
Business Systems ◽  
Online Networks ◽  
Networks Of Practice

Social networking systems blur the distinction between the private and working spheres, and users are known to use such systems both at home and at the work place, both professionally and with recreational goals. In fact, several traditional information systems have been modified in order to include social aspects. However, in the vast majority of cases, social networking platforms are used without corporate blessing, maintaining their status as feral systems. This chapter provides some background notions about theories of participation in social networks. In particular, it reviews the notion of social capital, which may be important both for the individuals that are able to accumulate large amounts and for organizations. Subsequently, it shows the role of social capital in the participation in online social networking activities, in the various cases of virtual organizations, virtual teams, and online networks of practice. Finally, it describes the present situation and some possible prospects where social elements are being increasingly introduced into more traditional business systems, such as CRMs and ERPs, with great promises and mixed initial results.

Participation in Social Networks as Feral Information Systems

2015 ◽  
pp. 1947-1962
Author(s):  
Enrico Franchi ◽  
Agostino Poggi ◽  
Michele Tomaiuolo
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Information Systems ◽  
Social Networking ◽  
Virtual Teams ◽  
Work Place ◽  
Business Systems ◽  
Online Networks ◽  
Networks Of Practice

Social networking systems blur the distinction between the private and working spheres, and users are known to use such systems both at home and at the work place, both professionally and with recreational goals. In fact, several traditional information systems have been modified in order to include social aspects. However, in the vast majority of cases, social networking platforms are used without corporate blessing, maintaining their status as feral systems. This chapter provides some background notions about theories of participation in social networks. In particular, it reviews the notion of social capital, which may be important both for the individuals that are able to accumulate large amounts and for organizations. Subsequently, it shows the role of social capital in the participation in online social networking activities, in the various cases of virtual organizations, virtual teams, and online networks of practice. Finally, it describes the present situation and some possible prospects where social elements are being increasingly introduced into more traditional business systems, such as CRMs and ERPs, with great promises and mixed initial results.

Online Sisterhood

2016 ◽  
pp. 208-227 ◽  
Author(s):  
Ariane J. Utomo
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Social Media ◽  
Developing Countries ◽  
Middle Class ◽  
Social Networking ◽  
Social Networking Sites ◽  
Personal Income

Across developing countries, the role of social networks and social capital in facilitating women's access to income is well documented. However, less is known about how networks facilitated by social networking sites (SNS) may transform women's economic opportunities in these regions. In this chapter, I draw upon a relatively recent phenomenon of the use of SNS as a medium of trade in urban Indonesia. In 2010, I conducted preliminary interviews to examine the dynamics of Facebook-facilitated trade among urban middle-class married women residing in Jakarta, the capital of Indonesia. The interviews highlighted beneficial links between social media, social capital, and productivity – by means of increased personal income. However, this effective link between SNS and income-generating social capital is likely to be a rather distinctive example, as it depends largely on the class, gender, and cultural specificities that shape the nature of online and offline social interactions among my target group.

Interpersonal antecedents to employee upward voice: mediating role of psychological safety

2018 ◽  
Vol 67 (9) ◽  
pp. 1510-1525 ◽  
Author(s):  
Sriji Edakkat Subhakaran ◽  
Lata Dyaram
Keyword(s):  
Structural Equation ◽  
Psychological Safety ◽  
Employee Voice ◽  
Equation Modeling ◽  
Voice Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Manager Behavior ◽  
The Impact

Purpose Despite the increasing prominence of employee voice in organizational innovation and productivity, employees continue to struggle to influence matters that affect them at work. The purpose of this paper is to model work group context and manager behavior as the predictors of employee upward voice. Further, a mediating role of employee psychological safety is examined in this link. Design/methodology/approach With data from 575 employees representing various technology firms in India, the authors test the hypothesized relationships using covariance-based structural equation modeling. Findings Results indicate coworkers upward voice and manager pro-voice behavior to significantly impact employee upward voice with a mediating impact of psychological safety. This implies that perceived psychological safety plays a significant role in explaining the impact, coworkers and manager behavior would have on regulating employee upward voice. Originality/value This study contributes to the employee voice literature from an Indian context, where upward communication is culturally discouraged.

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