scholarly journals Supervisor-Subordinate Age Dissimilarity and Its Impact on Supervisory Ratings of Employability: Does Supportive Learning Context Make a Difference?

2021 ◽  
Vol 12 ◽  
Author(s):  
Dora Scholarios ◽  
Beatrice Van der Heijden
Keyword(s):  
Older Workers ◽  
Training And Development ◽  
Learning Climate ◽  
Age Difference ◽  
Supervisory Relationship ◽  
Learning Context ◽  
Supervisory Ratings ◽  
Social Organizational ◽  
The Relationship

Status incongruence resulting from a supervisor who is younger than their subordinate potentially leads to age stereotyping of employees. This article investigates the relationship between age difference and supervisory ratings of five competence-based measures of subordinate employability (Occupational Expertise, Anticipation/Optimisation, Personal Flexibility, Corporate Sense, and Balance). In addition, we consider the buffering role of a supportive learning context which allows older workers access to learning resources. Learning context is represented by duration of the supervisory relationship, perceived organizational learning climate and participation in, and application of, training and development. Using 295 dyads of employees and their direct supervisors in a Dutch building company, findings show that age dissimilarity reflecting status incongruence was related to lower supervisory ratings of Occupational Expertise (job-related competence) and Corporate Sense (social/organizational competence) regardless of learning context. Longer duration relationships exacerbated, rather than buffered, the age difference effect on some types of supervisory ratings. The implications of these findings for age stereotyping with regard to employability are considered.

Work-family enrichment and well-being: the role of occupational future time perspective

2018 ◽  
Vol 23 (6/7) ◽  
pp. 542-556 ◽  
Author(s):  
Hélène Henry ◽  
Donatienne Desmette
Keyword(s):  
Emotional Exhaustion ◽  
Work Engagement ◽  
Older Workers ◽  
Time Perspective ◽  
Well Being ◽  
Future Time Perspective ◽  
Content Type ◽  
Work Family ◽  
The Relationship

Purpose In the context of workforce aging, the purpose of this paper is to investigate the mediating role of occupational future time perspective (OFTP) in the relationship between work–family enrichment (WF-E) and two well-being outcomes (i.e. work engagement and emotional exhaustion). In addition, the moderating role of age on the relationship between WF-E and OFTP, and consequently, on the indirect effects of WF-E on work engagement and emotional exhaustion through OFTP, will be examined. Design/methodology/approach Cross-sectional survey research (n=263) was conducted in a public sector company in Belgium. Structural equation modeling and bootstrap analyses were performed to investigate the hypothesized relationships. Findings The dimension “remaining opportunities” of OFTP mediated the positive relationship between WFE and work engagement, and the negative relationship between WFE and emotional exhaustion. Chronological age moderated the positive relationship between WFE and the dimension “remaining time” of OFTP, with stronger effects among older workers. Research limitations/implications This research has confirmed that OFTP is influenced by WFE and that WFE matters, especially for older workers. Future research should continue to study the effects of the work–family interface on older workers. Practical implications Age management practices should take WFE into consideration when managing an aging workforce. In particular, older workers may benefit from WFE to increase their perception of remaining opportunities at work, which, in turn, increase well-being. Originality/value This study contributes evidence for the role of personal resources (i.e. remaining opportunities) in the relationship between WF-E and well-being at work.

scholarly journals The Impact of Training and Development and Supervisor Support on Employees Retention in Academic Institutions: The Moderating Role of Work Environment

2018 ◽  
Vol 20 (1) ◽  
pp. 113 ◽  
Author(s):  
Palwasha Bibi ◽  
Ashfaq Ahmad ◽  
Abdul Halim Abdul Majid
Keyword(s):  
Work Environment ◽  
Supervisor Support ◽  
Training And Development ◽  
Faculty Members ◽  
Path Modeling ◽  
Pls Path Modeling ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

This study investigated the impact of training and development and supervisors support on employees retention. Furthermore, the current study also investigates the moderating effect of the work environment on the relationship between training and development, supervisors support, and employees’ retention. A survey was undertaken to collect data from 250 faculty members working in public sector universities in Pakistan. PLS path modeling was employed to analyze the data. The results revealed that training and development and the support of the supervisors had a significant relationship with the retention of employees. Similarly, the results also revealed that the work environment moderated the relationship between training and development, supervisors support, and employees’ retention. Finally, the implications, limitations and recommendations for further research were discussed.

Age-inclusive HR practices and the thriving of older workers: the mediating role of occupational future time perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eduardo Oliveira
Keyword(s):  
Surface Analysis ◽  
Older Workers ◽  
Time Perspective ◽  
Future Time Perspective ◽  
Future Time ◽  
Content Type ◽  
Hr Practices ◽  
The Relationship ◽  
Remaining Time

PurposeDrawing on social exchange theory and socio-emotional selectivity theory, this paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers.Design/methodology/approachA two-wave cross-sectional design was adopted with bootstrapped parallel multiple mediation analyses. In addition, polynomial regression with response surface analysis was used to examine the extent to which combinations of focus on opportunities and remaining time relate to thriving at work. Data were collected from 310 older workers working in 13 companies located in Portugal.FindingsAIHRP have direct effects on OFTP dimensions (i.e. focus on opportunities and remaining time), and indirect effects on the two thriving dimensions (i.e. learning and vitality) via focus on opportunities. The positive relationship between AIHRP and learning was mediated by remaining time, while no significant mediating effect on vitality through remaining time was found. Additionally, surface analysis showed that overall thriving and learning increase more sharply when focus on opportunities is higher than remaining time, rather than vice versa.Originality/valueThis paper contributes to the literature by showing the importance of personal resources like OFTP in the relationship between AIHRP and the thriving of older workers. It also provides further support for the distinctiveness of the two OFTP dimensions as remaining time was not linked to vitality, whereas focus on opportunities was linked to both thriving dimensions.

Study of banking sector in Ghana shows importance of HRD training practices in developing employee effectiveness through the mediating role of employee competencies

2020 ◽  
Vol 28 (5) ◽  
pp. 23-24
Keyword(s):  
Human Resource Development ◽  
Organizational Effectiveness ◽  
Banking Sector ◽  
Training And Development ◽  
Content Type ◽  
Impact Performance ◽  
Mediating Role ◽  
Employee Competencies ◽  
The Relationship

Purpose The purpose was to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach Data were collected through questionnaire from 550 employees of the selected banks. The author tested four hypotheses Findings The results confirmed Hypothesis One, indicating training and development have a big influence on employee competencies. There was also support for Hypothesis Two, revealing employee involvement influences employee competencies. But the results did not support Hypothesis Three, which stated that career development has a significant influence on employee competencies. Finally, there was support for Hypothesis Four, which said HRD practices influence organizational effectiveness through the mediating role of employee competencies. Originality/value The author chose to focus on the banking sector because of its significance to a country’s economy. A further justification was that similar studies have focused on Western banks and there is a paucity of research into HRD practices in the West African banking industry. More broadly, there have been very few studies of the mediating processes through which HR practices impact performance.

Enhancing perceived employability

2015 ◽  
Vol 44 (6) ◽  
pp. 866-882 ◽  
Author(s):  
Monique Veld ◽  
Judith Semeijn ◽  
Tinka van Vuuren
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Management Practices ◽  
Training And Development ◽  
Capital Theory ◽  
Content Type ◽  
Perceived Employability ◽  
Interactionist Perspective ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the moderating role of employees’ willingness to invest in training and development and willingness for mobility on the relationship between human resource (HR) management practices and employability. As such, the study takes an interactionist perspective, building on human capital theory and social exchange theory. Investigating possible interaction effects is highly relevant as little is known yet on how organizational efforts (i.e. policies and activities) and individual effort of employees might strengthen each other in their aim of enhancing employability. Design/methodology/approach – Analyses were based on a sample of 1,346 respondents from 91 primary school locations in the Netherlands. Hypotheses were tested using regression analyses controlling for nesting of the data. Findings – The results indicate that HR activities and employees’ willingness are positively related to employability. Furthermore, only employees’ willingness for mobility strengthens this relationship, not their willingness for training and development. These results indicate that both organizations and employees are responsible for enhancing employability. Practical implications – Both HR activities and employee willingness appear to play a significant and interactive role for enhancing employability. Therefore, explicit cooperation between employee and organization in light of optimizing employability seems warranted. Originality/value – This study extends current research on enhancing employability, by theorizing and testing the combined efforts of organizations and employees from an interactionist perspective.

scholarly journals Unravelling the HRM practices and performance link in Malaysian SMEs: The role of organizational innovation

2021 ◽  
pp. 1111-1120 ◽  
Author(s):  
Nazlina Zakaria ◽  
Francis Chuah Chin Wei ◽  
Nor Azimah Chew Abdullah ◽  
Rushami Zien Yusoff
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Organizational Innovation ◽  
Strong Relationship ◽  
Training And Development ◽  
Linkage Data ◽  
Hrm Practices ◽  
And Performance ◽  
The Relationship

Many studies have focused on direct link between HRM practices and organizational performance. There is a strong relationship between these two variables that driven further research to identify the mechanism through which such relationship exists. Following resource-based view (RBV), the aim of this research was to investigate the indirect effect of organizational innovation on HRM practices-performance linkage. Data was collected from owners/managers of manufacturing SMEs in West Malaysia. 331 (60.5%) distributed questionnaires were received and analyzed through PLS-SEM. Out of six hypotheses on mediation, only one hypothesis was rejected. The findings strongly supported the RBV theory when organizational innovation significantly mediated the relationship. These results clearly indicate that organizational innovation plays an intermediate role between HRM practices (i.e. communication and information sharing, compensation, selection, performance appraisal, and training and development) and organizational performance of SMEs.

The EU Home and Home-Host Dilemma

2020 ◽  
pp. 53-92
Author(s):  
Dalvinder Singh
Keyword(s):  
Home Country ◽  
Supervisory Relationship ◽  
Administrative Discretion ◽  
Potential Threat ◽  
Recovery Planning ◽  
Starting Point ◽  
Conflicting Interests ◽  
The Relationship ◽  
The Eu

This chapter analyses the issues from the perspective of home country control and host responsibilities, and the role of the ECB as a single supervisor to minimize the potential conflicts between home and host participating Member States. From a cross-border dimension, the use of consolidated supervision is traditionally the starting point to configure the relationship between home and host, and in the EU context it is clearly positioned on home country control. However, it is evident that there is a potential threat with the lack of reciprocity within the consolidated supervisory relationship. This is particularly acute for those supervising group subsidiaries where the criteria for cooperation is not as clear as it is for branches. It is argued that this can potentially lead to conflicting interests between the parent and the subsidiary since risks on either side may not be visible to each other. Supervisory colleges and recovery planning are principal mechanisms to form a consensus for group perspectives and host perspectives. However, the level of administrative discretion that exists within the current mechanisms can lead to home country bias. Since the ECB is in the shoes of the group consolidated supervisor, it will really need to demonstrate that it truly reflects both sides.

The relationship between work–life balance and job satisfaction: moderating role of training and development and work environment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alex Aruldoss ◽  
Kellyann Berube Kowalski ◽  
Miranda Lakshmi Travis ◽  
Satyanarayana Parayitam
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Job Stress ◽  
Training And Development ◽  
Hierarchical Regression ◽  
Content Type ◽  
Job Commitment ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to investigate the relationship between work–life balance (WLB) and job stress, job commitment and job satisfaction. Further, the role of work environment and training and development as moderators in the relationship between WLB and its consequences is investigated.Design/methodology/approachUsing a structured survey instrument, this paper gathered data from 331 respondents working in a transportation company in southern part of India. After checking the psychometric properties of the structured survey instrument, the authors analyzed data using hierarchical regression and structural equation modeling.FindingsThe hierarchical regression results indicated that WLB is (1) negatively related to job stress, (2) positively related to job satisfaction and (3) positively related to job commitment. The results also indicated that (1) job stress is negatively related to job satisfaction, and (2) job commitment is positively related to job satisfaction. The results also support that work environment is a moderator in the relationship between (1) WLB and job stress, and (2) WLB and job satisfaction. Results also documented that training and development is a moderator in the relationship between (1) job stress and job satisfaction, and (2) job commitment and job satisfaction.Research limitations/implicationsSince the present research is based on self-report measures, the limitations of common method bias and social desirability are inherent. However, the authors have taken sufficient care to minimize these limitations. The research has implications for managers in work organizations.Practical implicationsThis study contributes to both literature on human resource management and practicing managers. The study suggests that employers need to be aware of the importance of WLB and invest moneys into training and development programs. Results also suggest maintaining congenial work environment to help employees maintain balance between work and life.Social implicationsThe study is expected to contribute to the welfare of the society in terms of identifying the consequences of WLB.Originality/valueThis study provides new insights about the consequences of WLB through moderating role of training and development and work environment. To the authors’ knowledge, this is a conceptual model developed and tested and first of its kind in India.

Age-inclusive HR practices and the thriving of older workers

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Indirect Effects ◽  
Older Workers ◽  
Time Perspective ◽  
Future Time Perspective ◽  
Content Type ◽  
Hr Practices ◽  
The Relationship ◽  
Remaining Time ◽  
Practical Implications

Purpose The paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers. Design/methodology/approach The author collected data in two waves three months apart. He obtained 310 valid surveys from workers aged between 50 and 70 with an average age of 56. There were 120 males and 190 females. Nearly three quarters were in a relationship and 59pc had attended higher education Findings The results showed that AIHRP were positively related to thriving and learning, as well as vitality. The relationship between AIHRP and OFTP dimensions were also positive and statistically significant, and there were significant indirect effects of AIHRP on overall thriving via a focus on opportunities and also via remaining time. Meanwhile, there were positive indirect effects of AIHRP on learning through focus on opportunities and through remaining time. For the link between AIHRP and vitality, focus on opportunities mediates the effect of AIHRP on vitality, but remaining time was not related to vitality. Originality/value The results have both theoretical and practical implications. For researchers the paper demonstrates the importance of personal resources like OFTP and is one of the few studies to distinguish between the motivational role of each OFTP dimension in the relationship between HR practices and thriving older workers. For organizations, the lessons are to design HR practices to demonstrate that the organization cares about older workers being successful.

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