Human Systems Management - Volume 40, issue 6

Authors: Zeleny, Milan | Trunk Širca, Nada

Article Type: Editorial

DOI: 10.3233/HSM-219007

Citation: Human Systems Management, vol. 40, no. 6, pp. 751-752, 2021

Authors: Girard, Luigi Fusco

Article Type: Research Article

Abstract: BACKGROUND: Local governments are fundamental for achieving the ecological transition of our societies/cities. Also COVID-19 has shown that many of the barriers and bottlenecks in implementing public top-down initiatives are not technical (financial, economic, administrative, etc.) but cultural. They generate a lack of consensus with the risks of reducing the effectiveness of public interventions and investments. OBJECTIVE: The paper proposes the profile of a “circular governance” (i.e. that assumes the model of the circular economy) that is also “human centered”, capable of reducing inequalities, enhancing the processes of real participation in the construction of a desirable future for …cities, through its capacity to regenerate material and no-material components/values. This perspective intersects with the cultural/educational dimension to which the new governance should devote much greater attention. CONCLUSION: A critical test is the transformation of abandoned urban spaces into attractive places for activities, investments and people. These disused spaces, which have often become repulsive waste deposits, are especially abundant in port cities. They are most often included in areas of particularly high landscape and cultural value. The paper suggests the elaboration of prototypes of “circular heritage symbiotic ecosystems” that are able to respect some general conditions (or principles). Suitable and effective assessment tools must be available to public, private and social actors to verify the proposal consistency and then to build new win-win-win partnerships. But it is also necessary to strengthen the educational perspective in the activities of the new governance, because preferences, values and needs should not be considered as already “given”, but should be constructed, thus nourishing the critical spirit of citizens so that they can creatively combine private interests and common good, thus becoming “artist of citizenship/civic engagement”. Show more

Keywords: Circular economy, circular city, adaptive reuse, symbiosis, circular ecosystems, self-sustainability

DOI: 10.3233/HSM-211218

Citation: Human Systems Management, vol. 40, no. 6, pp. 753-775, 2021

Authors: Rassameethes, Bordin | Phusavat, Kongkiti | Pastuszak, Zbigniew | Hidayanto, Achmad Nizar | Majava, Jukka

Article Type: Research Article

Abstract: BACKGROUND: Transition into Industry 4.0 has had many significant impacts. Customization symbolizes leanness, flexibility, adaptability, and agility. A business operator needs to recognize the factors that contribute to better utilization of the talents of its workforce and more effective workplace learning. OBJECTIVE: The study aims to provide a construct which highlights effective workplace learning. In this context, a construct represents a broad view of various interrelated ideas and concepts which can point to academic and practical implications. METHODS: The study applies action research which is suitable when observing a transformative change. The study intends to observe …and notice how the environmental factors have changed and try to predict their impacts on human capital development. To help verify the suitability of these impacts, a comparison with similar studies or findings is made. Focuses on literature reviews which look at the impacts from Industry 4.0 (on a need to tackle the waste of the talents in a workplace), recent developments of learning (on an emerging importance of informal learning), and survey’s data (on a shift in a workplace’s expectation on the workers). RESULTS: Workplace learning has gradually replaced training and education. The proposed construct can help tackle the underutilization of the talents in a workplace as the workers are nowadays expected to perform the tasks and learn at the same time. CONCLUSIONS: Sustaining learning in a workplace needs to understand behavior, motivation, emotion, and workplace engagement. Informal learning, which reflects the individualization of learning, can enable an organization to deal with workplace learning. Show more

Keywords: Construct, industry 4.0, eight wastes, workplace learning, informal learning

DOI: 10.3233/HSM-211533

Citation: Human Systems Management, vol. 40, no. 6, pp. 777-787, 2021

Authors: Boutmaghzoute, Hajar | Moustaghfir, Karim

Article Type: Research Article

Abstract: BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman’s stakeholders model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of …a theoretical framework that has the potential to advance both research and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in the CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization’s strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study’s findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building. Show more

Keywords: Corporate social responsibility, job satisfaction, organizational identification, employee motivation, employee retention, employee commitment, employee engagement

DOI: 10.3233/HSM-211202

Citation: Human Systems Management, vol. 40, no. 6, pp. 789-801, 2021

Authors: Ochnik, Dominika | Arzenšek, Ana

Article Type: Research Article

Abstract: BACKGROUND: Work engagement and corporate volunteering increasingly draw the attention of researchers and practitioners because they significantly and positively contribute to individual and organizational outcomes. However, it is not clear whether employee age and financial satisfaction contribute to higher levels of employee engagement and volunteering. OBJECTIVE: The aim of this study was to investigate the mediating role of corporate volunteering between financial satisfaction and work engagement, and to explore work engagement and financial satisfaction relations with regard to age and corporate volunteering. METHODS: The study encompassed 1,109 multi-occupational employees of business and public sector in Poland. …Work engagement (UWES), corporate volunteering and financial satisfaction measures were applied online. We investigated work engagement, corporate volunteering, and financial satisfaction interaction by means of two-way analysis of variance (ANOVA) and straightforward mediation analysis using PROCESS. RESULTS: Our results indicate the importance of corporate volunteering as a mediator between financial satisfaction and work engagement: employees participating in corporate volunteering had higher levels of financial satisfaction than those not participating. CONCLUSIONS: Firstly, corporate volunteering should be included in job design to increase work engagement; and secondly, organisations should increase employee financial satisfaction to facilitate corporate volunteering. Show more

Keywords: Work engagement, corporate volunteering, financial satisfaction, age, multi-occupational employees, Poland

DOI: 10.3233/HSM-201038

Citation: Human Systems Management, vol. 40, no. 6, pp. 803-812, 2021

Authors: Murtaza, Ghulam | Roques, Olivier | Talpur, Qurat-ul-ain | Khan, Rahman

Article Type: Research Article

Abstract: BACKGROUND: The current work describes the relationship between workplace incivility and counterproductive work behaviours as moderated by religious-inspired ethics. Drawing from conservation of resources theory, we consider workplace incivility a type of workplace stressor draining the cognitive and psychological resources of employees that make them effective and productive. We posit that individuals’ religious beliefs and work ethics based on these beliefs provide resources to employees to counter, balance, or offset the loss of productive psychological resources. OBJECTIVE: We investigate the buffering effects of Islamic work ethics on the relationship between workplace incivility and counterproductive work behaviours. …METHODS: The sample includes 251 employees working in the healthcare sector in Pakistan. Hierarchical moderated multiple regression analysis was used to explore the relationships between workplace incivility, counterproductive work behaviours and Islamic work ethics. RESULTS: Our study results show that workplace incivility positively covaries with counterproductive work behaviours. However, Islamic work ethics negatively moderate this relationship. CONCLUSION: Theoretically, this study contributes by examining religious beliefs (Islamic work ethics) as a key resource that moderates the relationship between workplace incivility and counterproductive work behaviours. Furthermore, evidence regarding the different impacts of incivility on CWB-I and CWB-O in the Pakistani context agrees with the existing literature. Show more

Keywords: Workplace incivility, counterproductive work behaviours, Islamic work ethics

DOI: 10.3233/HSM-200993

Citation: Human Systems Management, vol. 40, no. 6, pp. 813-823, 2021

Authors: Lee, Chao-Hsing | Chen, Chien-Wen

Article Type: Research Article

Abstract: BACKGROUND: Financial rewards might not the only way to keep employees’ stay and to have high performance. We attempt to introduce the perspective of psychological contract (PC) to study the employment relationship. OBJECTIVE: This study is based on the Chinese private enterprise context to explore the effect of psychological contract violation (PCV) and explore whether there are generational differences in the organization. METHODS: We adopt PLS-SEM for empirical research evaluation. A total of 313 valid sample questionnaires were taken. RESULTS: The statistical analysis results show that the psychological contract violation has a significant positive …impact on turnover intentions. Psychological contract violation also has significant negative effects on in-role performance and organizational citizenship behavior. In the analysis of generational differences for generation Y employees and generation X employees, when facing psychological contract violations, generation Y employees are more likely to have a stronger turnover intention, lower in-role performance, and less organizational citizenship behavior than generation X employees. CONCLUSIONS: The revised psychological contract violation model is confirmed in the Chinese context. There are significant differences in the influence of generational factors on the psychological contract violation model. Show more

Keywords: Psychological contract violation, turnover intention, generational difference, job performance, OCB

DOI: 10.3233/HSM-201073

Citation: Human Systems Management, vol. 40, no. 6, pp. 825-841, 2021

Authors: Tian, Huirong | Zhang, Jian | Jia, Zhenquan | Zhang, Na

Article Type: Research Article

Abstract: BACKGROUND: With the acceleration of the pace of life and the fierce competition for talents, role Conflicts and pressures caused by work and family will not only affect employees’ performance, but also reduce their job satisfaction and subjective well-being. So, as an important field for individuals, workplace factor also has an important impact on individual subjective well-being. OBJECTIVE: In this paper, we explored the relationship between feedback seeking and subjective well-being and the role of career adaptability and P-E fit in this process. METHODS: In this study, we used a moderated mediation approach to test how …employee’s workplace feedback seeking affect their subjective well-being and used a quantitative survey to measure these variables. RESULTS: The results showed that both feedback monitoring and feedback inquiry ultimately improve subjective well-being through positive prediction of career adaptability. In addition, we found the moderation effect of P-E fit, when P-E fit is low, the relationship between feedback seeking and career adaptability becomes stronger. CONCLUSIONS: As the results, feedback seeking has a positive impact on employees’ subjective well-being by increasing their career adaptability. In workplace, employees can actively seek for two kinds of feedback to improve their career adaptability and thus improve their well-being. Show more

Keywords: Feedback monitoring, feedback inquiry, career adaptability, subjective well-being, person-environment fit

DOI: 10.3233/HSM-201101

Citation: Human Systems Management, vol. 40, no. 6, pp. 843-855, 2021

Authors: Afshan, Gul | Serrano-Archimi, Carolina | Lacroux, Alain

Article Type: Research Article

Abstract: BACKGROUND: Given the importance of the roles of psychological contract and voice in organizational life, this study highlights the effect of contract breach on managers and their voice directed at top management members, key representatives of the organization. OBJECTIVE: Drawing on social exchange theory, this study examines the relationship between a psychological contract breach (PCB) and concurrent organizational cynicism resulting in a considerate and aggressive managerial voice behavior. METHODS: Data came from an online survey on PCB and subsequent behaviors from a sample of 336 in-company European and Asian employees with managerial responsibilities working in France. …RESULTS: The results provide partial support for the hypothesized relationships and show the consequences of the bi-dimensionality of aggressive voice behavior (fight and negativity). Moreover, organizational cynicism mediates the relationship between PCB and the negativity dimension of aggressive voice. However, data analysis shows no support for organizational cynicism’s mediating role in the relationship between PCB and considerate voice. CONCLUSIONS: The study results of 336 in-company European and Asian employees having a managerial position, like project managers, middle managers, executives, employs a great insight into managerial voice behavior. This study contributes to the limited research conducted on the managerial voice in response to PCB. The findings have important implications for employers to understand managers’ psychological contracts and related voice behavior. Show more

Keywords: Psychological contract breach, organizational cynicism, considerate voice, aggressive voice, fight, negativity

DOI: 10.3233/HSM-201108

Citation: Human Systems Management, vol. 40, no. 6, pp. 857-869, 2021

Authors: Elsaied, Mervat Mohammed

Article Type: Research Article

Abstract: BACKGROUND: Effective servant leadership affects employee motivation and commitment. It enhances the quality of service provided for customers, customer satisfaction, retention, and makes these institutions more competitive in demanding marketplace. SL is significant for the success of institutions in the hospitality and tourism industry. OBJECTIVES: The paper aims to clarify the relationship between servant leadership (SL) and career commitment (CC). In addition, it aims also to examine the mediating role of Organizational- based self-esteem (OBSE) underpinning this relation. METHODS: The data were collected by a questionnaire from 537 employees, who work in a large Egyptian travel …and Tourism Company, statistical Methods were used such as hierarchical regression, correlation, the bootstrapping test, and so on analyzing the data. RESULTS: The paper provides empirical insights about how SL influenced CC; it suggested that OBSE fully mediated the positive relationship between SL and CC. CONCLUSIONS: The present study expands our understanding of how and under what conditions SL influences career commitment by examining the mediating role of OBSE. Show more

Keywords: Servant leadership, organizational-based self-esteem, career commitment

DOI: 10.3233/HSM-211230

Citation: Human Systems Management, vol. 40, no. 6, pp. 871-884, 2021