A Path Model of Innovative Customer Orientation and Company Performance with the Moderating Influence of Company Training

This study used a sample of salespeople at various companies to substantiate a path model of innovativeness, customer orientation, and performance; thus, it offers a multi-disciplinary framework. Results indicated a moderating influence of company training programs on the relationship between customer orientation and performance, which can have several implications for human resource managers and sales contact employees. Two features, testing the influence of training activities and measuring customer orientation from the employees' perceptions, distinguish this study from previous studies.

Safety of Women Journalists in Nigerian News Media

In recent decades, women journalists' professional safety has attracted an enormous research attention globally and in Nigeria. Interestingly, often similar findings are likely generated by most of the studies highlighting stiff gender-based challenges. This chapter investigated the safety experiences of Nigerian women journalists to identifying the typology of gender-based discriminations and coping strategy affected women journalists used to manage to work in a male-dominated media industry. Employing a semi-structured interview approach, 37 participants (25 women journalists, 10 men journalists, and 2 human resource managers) were interviewed from 12 broadcast media organisations in Northern Nigeria. The data were analysed using thematic analysis and the findings showed that Nigerian women journalists experience different types of gendered unsafety including discrimination in newsgathering and production and sexual harassment; most of the affected women used risky coping strategies such as ignoring; most media organisations lacked policies and frameworks to handle such cases.

Applying Metaheuristics to Minimize Work-Related Musculoskeletal Disorders

This article covers the topic of planning and organization of work, which is one of the biggest problems is to establish the most appropriate allocations between human and technical resources, according to the characteristics that define and characterize each individual. These adjustments to decision-making regarding the characteristics of a new larger workforce is a challenge for human resource managers and researchers working to provide well-being and quality of life improvements for employees. The problem of work-related musculoskeletal disorders, coupled with the aging of the active population, may increase the number of citizens with permanent disabilities. Given the complexity and uniqueness of the problems, a decision support system that uses some metaheuristic approaches is presented. The result is a hybrid approach that gives the best solution according to several parameters defined by the decision-maker. Computational results of real problem instances are presented, proving that in most cases, the optimal solution is achieved.

Specific Human Resource Practices Towards Middle Managers and Their Effects on Their Strategic Roles

This research focuses on the contribution of human resource managers to activate and develop the potential of middle managers in a strategy development process. Precisely, the attention is directed on specific practices used by human resource managers and their effects on strategic roles of middle managers in emerging market companies. A survey questionnaire was distributed to 350 CEOs of large Tunisian companies participating in the Industrial Upgrading Program. The results of the application of structural equation methods show the existence and significant and positive effects of specific human resource practices on strategic roles of middle managers. Participation in the decisions and team/group incentives are used by middle managers and influence all strategic roles of middle managers. However, pre-employment training is used towards middle managers, but it has no effect on all strategic roles of middle managers.

Disability-inclusive workplaces provide greater value for the hospitality industry

Scholars believe that people with disabilities are a largely untapped and under-utilised hospitality-industry employment pool. In 2020, it was estimated that only 22.5% of people with disabilities were in full-time employment, in comparison to 69.3% of people without disabilities [1]. With approximately one in four New Zealanders identifying as living with disability, there is an opportunity for New Zealand’s hospitality industry to realise great value from having disability-inclusive workplaces. Our study aimed to identify the benefits of, and barriers to, employing people with disabilities in the hospitality industry. The research was carried out by undertaking a systematic literature review, which can identify, evaluate and integrate an existing body of relevant scholarly literature [2]. In order to search for literature as widely as possible, keywords relevant to the study were entered into two internet browsers: Mozilla Firefox and Google Chrome. Keywords were then entered into Google Scholar and the Scopus database in order to filter for specific tourism and hospitality journals. In total, our search found 173 journal articles relevant to the topic. The retrieved literature revealed a number of benefits related to the inclusive employment of people with disabilities in the hospitality industry. People with disabilities were found to be loyal employees; it has been shown that they are committed to their employing organisation, minimising their likelihood of leaving, and thus reducing the rate of staff turnover. People with disabilities were also found to be engaged employees; it has been shown that employing people with disabilities increases the level of productivity, efficiency and creativity within the workplace. Lower rates of absenteeism were recorded in comparison to employees without disabilities, as well as higher levels of customer satisfaction and a greater sense of corporate social responsibility. Inclusive employment can highlight an organisation’s dedication to social inclusion and be a key differentiation strategy that is highly regarded by internal and external stakeholders, thus promoting a positive organisational image and reputation. These benefits are achievable given there are few entry barriers to hospitality industry roles that do not require much previous work experience – for example, kitchenhand or housekeeping. Additionally, the nature of the tasks within the hospitality industry are considered more routine and repetitive. A number of challenges and barriers to the employment of people with disabilities were found, mostly related to prejudice and discrimination by human resource managers, general management and existing employees. Documented concerns were related to the perceived skills and abilities of the potential employee with a disability, and whether they had the required knowledge for the role or the industry. Additionally, others in the organisation often (mis)perceived that people with disabilities are costly to accommodate. In fact, the opposite has been found to be true. The literature also revealed limited, or lack of, access to further training or education for human resource managers around how they could better support employees with disabilities. To conclude, our research has revealed a broad and increasing body of scholarship on the employment of people with disabilities, identifying recommendations for the hospitality industry. Of particular note is the social value for hospitality employers of employing people with disabilities; there is a need to look beyond the disability at hand, and to instead view the individual’s abilities and skills, and the positive characteristics that they could bring as a potential employee. The social value of employing people with disabilities includes an increased sense of acceptance, belonging and diversity within the workplace. It was also highlighted that any initial accrued costs from accommodations needed to support the ongoing performance of employees with disabilities would also likely benefit customers with disabilities and future employees with disabilities in the longer term. Moreover, relevant national and international legislation, such as the United Nations Convention of the Rights of People with Disabilities (2006), Human Rights Act (1993), and the Bill of Rights (1990), provides a comprehensive framework that outlines the standard of accessibility and inclusivity that hospitality organisations should aim for, both now and in the future. This research project was funded by an AUT Summer Research Award, 2020. Corresponding author Laura Upson can be contacted at: [email protected] References (1) Statistics New Zealand. Key Provisional Estimates, 2019. https://www.stats.govt.nz/information-releases/tourism-satellite-account-2019 (accessed Nov 1, 2021) (2) Okoli, C.; Schabram, K. A Guide to Conducting a Systematic Literature Review of Information Systems Research. Sprouts: Working Papers on Information Systems 2010, 10 (26), 1–51.

The link between networking behaviours and work outcomes: the role of political skills

PurposeNetworking behaviours are important for a range of work outcomes. Little empirical evidence of how internal vs external networking behaviours influence job commitment and job performance exists and whether political skills moderate these relationships. Using theories of social capital and personal initiative, this study examines the effect of internal and external networking behaviours on job commitment and job performance in the context of political skills.Design/methodology/approachBased on a sequential mixed-method research design with a four-month time lag, Study 1 data on networking behaviours, political skills and work outcomes were collected via a survey of middle managers and their supervisors from ten private sector organisations operating in Sri Lanka. Study 2 data were collected via interviews of a set of middle managers and their supervisors.FindingsStudy 1 findings indicate a positive relationship between internal networking behaviours and both job commitment and job performance. The authors also found a moderating effect of political skills on internal networking behaviours and job commitment. Study 2 findings explained, strengthened and extended results of Study 1.Practical implicationsMiddle managers can use these research findings to understand how internal networking behaviours improve their job commitment and job performance. These managers can use their political skills and internal networking behaviours to improve their job commitment. They can also advance their career through improved job commitment and job performance. Senior managers and human resource managers should facilitate and encourage internal networking behaviours. Training and development managers should develop middle managers' networking behaviours and political skills.Originality/valueThis study provides pioneering evidence of how internal networking behaviours impact middle managers' job performance and job commitment, and how internal networking behaviours improve job commitment for middle managers with high political skills.

ENTREPRENEURSHIP AND ORGANIZATIONAL INNOVATION

O livro reúne seis capítulos escritos por diferentes autores: capítulo 1, Mediating Effect of the HRM on the Relationship Between the SIMS and New Product Radicality (pelos autores M. Martinez-Costa, D. Jimenez-Jimenez, Y. Castro-del-Rosario e Ledian Valle-Mestre); Capítulo 2, Reinventing Human Resource Management to Increase Organizational Efficacy (por José Rebelo dos Santos e Lurdes Pedro); capítulo 3, Employer Branding: Issues of Tailoring Your Message in the Modern Age (por Nick G. Chandler e Tamas Nemeth); capítulo 4, A Qualitative Investigation for Platform Model Conceptualization and Design: Propositions for a New Architecture (por Duygu Toplu Ya¸slıo˘glu, Murat Ya¸slıo˘glu e Aykut Berber); capítulo 5, The Utility of Human Resource Managers’ Action: A Self-centred Perception by Different Organizational Actors (por João Leite Ribeiro, Delfina Gomes e Ana Caria); e capítulo 6, About Competencies, Creativity, and Innovation in the Portuguese Textile and Clothing Sector (por Carolina Feliciana Machado e Rosa Maria Maia Miranda). Os capítulos são independentes entre si, contudo, todos abordam as diferentes facetas da inovação organizacional e dos recursos humanos no contexto moderno.

Research on the Relationship Between High-Commitment Work Systems and Employees’ Unethical Pro-organizational Behavior: The Moderating Role of Balanced Reciprocity Beliefs

Based on the social exchange theory, this paper explores the indirect impact of high-commitment work systems on employees’ unethical pro-organizational behavior. Through the analysis of multisource data from 139 companies (including 139 human resource managers and 966 employees), a multilevel structuring equation model is used to verify the study’s hypotheses. The research results show the following findings: (1) High-commitment work systems are significantly positively related to employees’ unethical pro-organizational behavior. (2) High-commitment work systems have indirect effects on the employees’ unethical pro-organizational behavior through the relational psychological contract. The relational psychological contract plays a mediating role in this process. (3) Employees’ balanced reciprocity beliefs significantly enhance the positive effect of relational psychological contracts on employees’ unethical pro-organizational behavior. It can also positively moderate the mediating effect of high-commitment work systems that affect employees’ unethical pro-organizational behavior via relational psychological contract.

Understanding Job Stress and Organizational Effectiveness of Airline Employees Due to Changes in the Employment Environment under COVID-19—Focusing on the Difference in the GAD-7 of Employees

The purpose of this study was to examine the relationship between the job stress of employees due to changes in the employment environment of airlines under COVID-19 and job burnout and turnover intention. GAD-7 was applied to verify the influence relationship linking job stress, job burnout and turnover intention, using a structural equation model according to anxiety, namely, COVID blues. The results of this study can provide a theoretical basis for the relationship linking job stress, job burnout and turnover intention of employees due to changes in the employment environment resulting from the business crisis of airlines under the COVID-19 pandemic, which has been ongoing since 2020. In addition, it was possible to understand the degree of impact on stress, job burnout and turnover intention by measuring the anxiety disorder of employees, i.e., COVID-19 blues, due to the prolonged pandemic. This study provides basic data on human management measures in the aviation field. Furthermore, according to the results of this study, changes in the employment environment led to job stress in employees, which in turn increased employee job burnout and turnover intention. These results can provide practical implications and help human resource managers to better manage employees, as it was revealed that both changes in the organization of employees and changes in the employment environment of temporary employees increase job stress. Lastly, in the situation where COVID-19 and its associated blues continue, the GAD-7 scale, typically used for patients in hospitals, was applied to airline employees to determine their anxiety levels and psychological state, representing an effective method of lowering intention to leave, job stress and job burnout.

Feeling like a million miles away from home? Well-being at work of expatriates in the resources sector in Indonesia

As the world of business becomes increasingly globalised, there is greater mobility of workers internationally. Prior research has found expatriates (and their families) experience work and cultural stressors when living and working in host countries, and the stressors may be greater when working in remote locations. This research explores perceptions of well-being a of expatriates at work in the resources sector, including how social capital impacts on the well-being of expatriates. The research was undertaken in Indonesia and involved semi-structured in-depth interviews with 43 resources sector expatriates, 8 spouses and 7 human resource managers who provided their perceptions of the well-being of expatriates at work. The findings highlight nine aspects of well-being at work for expatriates in the resources sector in Indonesia, including: social aspect, safety/security, benefits and disadvantages, work aspects, job and other attitudes, eudaimonic aspect, work-life balance, affect and external influences. The findings particularly emphasise the importance of safety, work life balances and external (organisational) influences. The research contributes to expatriate, well-being and social capital literature by providing an understanding of well-being at work for expatriates working in non-standard (often remote) workplaces in the resources sector. While the research was undertaken in Indonesia and includes context-specific examples from this developing country, the conceptualisation of well-being at work has broader application for employees working in non-standard workplaces across many sectors and contexts.