A5006046178- Job Satisfaction and Organizational Behavior
- Labor Movements and Unions
- Employment and Welfare Studies
- Environmental Sustainability in Business
- Human Resource and Talent Management
- Innovation and Knowledge Management
- Management and Organizational Studies
- Organizational Downsizing and Restructuring
- Gender Diversity and Inequality
- Corporate Social Responsibility Reporting
- International Student and Expatriate Challenges
- Entrepreneurship Studies and Influences
- Human Resource Development and Performance Evaluation
- Emotional Labor in Professions
- Employer Branding and e-HRM
- Customer Service Quality and Loyalty
- Higher Education Governance and Development
- Psychological Well-being and Life Satisfaction
- Nonprofit Sector and Volunteering
- Work-Family Balance Challenges
- Workplace Health and Well-being
- Workaholism, burnout, and well-being
- Service and Product Innovation
- Family Business Performance and Succession
- Social Capital and Networks
University of Otago
2015-2024
Purpose To test the relationship between HRM practice and employee work‐related attitudes examine whether different approaches to measurement of gives results. Design/methodology/approach was measured in three ways: additive measures numbers practice, employer reports strength practices. Employee were using organisational commitment, job satisfaction fairness scales. Matched data sets tested relationships. Findings Statistically significant results obtained attitudes, but only when used...
Abstract This research extends our understanding of productivity by examining features managerial practice and culture within university departments. Adopting a robust comparative design, capturing both interview survey data sourced from multiple stakeholders New Zealand universities, we seek to identify factors associated with superior performance. The findings show that autonomy egalitarianism, along strong cultural ethos supporting achievement individualism are characteristics high...
HRM appears to both believe that unitarism already exists in employment relationships and, at the same time, sees itself as means achieving through introduction of systems 'high commitment management' (HCM) workplace. The primary goal HCM is empirical unitarism, achieved by implementation a system practices aimed aligning interests and objectives managers workers. Not surprisingly these taken-for-granted values beliefs about have stirred debate literature, with many suggesting this flawed...
An emerging source of competitive advantage for service industries is the knowledge, skills and attitudes their employees. Indeed, achievement a 'service quality' culture, considered imperative in organisations, supposedly results from use best practice human resource management (HRM), strategic approach to implementation. This paper empirically explores these dimensions HRM as advantage. It finds high-performing organisations actively engage practices across areas recruitment selection,...
Although human capital has been widely recognized as a valuable asset that helps firms to develop core competences achieve competitive advantage, little is known about how HR (human resource) practices enhance employee capabilities in small and medium-sized enterprises (SMEs). Building upon the resource-based view of HRM resources management) proactivity literature, we explore effects system an integration bundles on capability explain this relationship SME context. Using survey data...
Abstract Sustainable human resource management is gaining importance in organizations due to its role developing a sustainable work environment and well‐being. This paper discusses the relationship between employee perceptions of job satisfaction 54 countries. We propose that HRM positively associated with but this moderated by employees' identification organization country‐level individualism–collectivism. Thus, we suggest national culture functions as second‐level moderator organizational...
The more recent focus on the link between HRM practice and organisational systems has been potential benefits of mutuality in employment relationships. key to this notion is connection worker well-being performance. Although a common area study for psychology, relationship received limited attention from scholars. However, these initial endeavours have raised some concerns about measurement. First, there appears little consensus which particular facet most crucial determining performance...
Interest in workers' well-being is mounting – a key driver being the growing recognition that linked to performance. Utilizing transformative service research (TSR) agenda, this study examines how people management practices impact of hospitality and retail workers. Comparing experiences permanent precarious workers, we find it not employment per se promulgate feelings insecurity inferiority; rather, attributions ascribed them. This has practical implications. Most notably, some deleterious...
Purpose The purpose of this empirical study is to develop an understanding how human resource (HR) managers employed by organizations with explicit sustainability agenda view employees as stakeholders, and explore such views are operationalized in HR policies practices. Design/methodology/approach An interpretive approach using data from 35 semi-structured interviews was adopted for study. Data were transcribed analyzed the Gioia methodology. Findings Comparison approaches sustainable...
Despite hints of more pluralist undercurrents, workplace values and beliefs have rarely been surfaced to inform our understanding HRM. This paper examines management employee in the national contexts Ireland New Zealand. The findings indicate (a) a divergence managerial at level society their own workplace, (b) an overall orientation among employees. These highlight importance greater sensitivity ideological understandings
Purpose Drawing on the dynamic model of ability, motivation, opportunity (AMO) for human resource research, this study aims to examine how organizational system-level (i.e. high-performance work system (HPWS)) and individual-level AMO affect employees' performance. Specifically, paper proposes that employee task performance is resultant from integration system- factors with contextual Design/methodology/approach A survey design employed data collected 250 employees working in New Zealand's...
Purpose For some years, human resource management (HRM) scholars have sought to understand how the high performance work system (HPWS) impacts performance. Recently, attention has turned developing knowledge about more micro-level aspects of this relationship, with ability–motivation–opportunity (AMO) framework providing a useful lens. Empirically, these studies produced mixed results. This study explores whether context is in explaining anomalous findings. Design/methodology/approach...
Purpose This paper has two objectives. The first is to see whether “shared values” an important intermediary, or part of the “black box” (along with organisational commitment and job satisfaction), between HRM practices firm performance. second assess use multiple levels respondents produces different results compared usual practice using senior managers or, in lieu, another manager. Design/methodology/approach A survey methodology used obtain perceptual data on a variety work‐related...
This study is unique in that it examines both managers' and workers' values beliefs about employment relationships. It found managers consider the relationship their own workplaces unitarist rather than pluralist, but have mixed ideologies when considering society as a whole. Workers are strongly pluralist whole, workplace ideology somewhat unitarist. A modest union impact on perspectives found, little evidence to suggest union's effect commitment employing organization. Workers' personal...
A key premise underlying research efforts about human resource management (HRM) is that it leads to improved performance through bolstering employee attitudes. The value of assessing reactions HRM practices now widely recognised. Using process models strategic HRM, we adopt an employee-centred focus explore the perceptions a sample New Zealand professionals with regard practice, attitudes, and performance. Our findings provide support for some elements in this model, but not all. Although...
Purpose The connection between employees’ well-being and performance, although widely studied in organizational psychology, has received much less attention from HRM scholars. purpose of this paper is to extend the literature by examining impacts multidimensional structure consisting psychological, social health dimensions on task contextual performance. Design/methodology/approach authors collected data 281 employees New Zealand service sector using a questionnaire survey. Factor analysis...
Abstract Introduction and Aims Alcohol use impacts workplace productivity in terms of absence reduced performance by employees. This study's aims were to estimate the cost lost associated with alcohol New Zealand describe quantify its impact on employers. Design Methods An online survey was completed 800 employees 227 employers across a range industries. The costs directly attributable estimated using days off work (absenteeism), hours productive time while at (presenteeism) spent dealing...
Purpose – Using the mutual gains model as a framework, purpose of this paper is to explore important issue mutuality in employment relationships. Design/methodology/approach This study uses sample 215 New Zealand professionals assess relationships between commitment-oriented HRM practice, work intensification, work-life balance (WLB) and task contextual performance. Findings The authors find practice does not intensify experiences professionals, but nor it contribute positively achievement...
Empirical research on human resource management (HRM) practice has mainly assessed and evaluated the activity from an employer's perspective. Concern been expressed about lack of empirical analysis conducted employees' This exploratory study begins to fill this gap in literature by examining current views that 626 New Zealand employees have HRM their organisations. It identified those aspects are important employee employment relationship today, highlighted a number shared concerns practices...
Purpose The purpose of this paper is to extend understanding regarding the basis and foci employee commitment. It does so by exploring direction towards centric rather than an assumed organisation Design/methodology/approach Survey data over 300 employees from a variety organisations in Republic Ireland were collected. Data focussed on worker orientations their Findings findings confirm more pluralistic mixed antecedents commitment, as opposed human resource management unitarist ideology...
Purpose The positive psychology movement suggests organisational behaviourists should accentuate the by increasing attention paid to enhancement of employee wellness. This fits comfortably with ethos human resource management which is rooted in notions social exchange, reciprocity and mutual gain. purpose this paper inject some positivity into HRM research examining mediating role emotions HRM–performance relationship. Design/methodology/approach To examine played relationship between...