Human Systems Management - Volume Pre-press, issue Pre-press

Authors: Lahlouh, Khaled | Oumessaoud, Aïcha | Sreedharan, V. Raja

Article Type: Research Article

Abstract: BACKGROUND: During the last decades, much research has been accomplished on the antecedents of bridge employment. Nevertheless, there is limited investigation into the influence of person-environment fit levels on retirement intentions. OBJECTIVE: This study’s purpose was to examine the interactive effect of person-environment fit levels on the intention to pursue bridge employment. More specifically, the authors investigated the mediator and moderator roles of person-organization fit on the relationship between person-vocation fit and the intention to pursue bridge employment within the same organization. METHODS: Data from 246 older executives working in the French banking sector were used …to test the hypotheses. RESULTS: The results indicated the existence of a positive and significant relationship between person-vocation fit and the intention to pursue bridge employment within the same organization. Further, the findings confirmed the mediating and moderating roles of person-organization fit on this relationship. CONCLUSIONS: The results of this study have theoretically and empirically extended person-environment fit theory, continuity, and role theories to shed light on the underlying mechanisms through which person-vocation fit impact bridge employment intention. The findings of this study can be used by career counsellors and managers to design more effective actions to retain older workers. Show more

Keywords: Person-vocation fit, person-organization fit, bridge employment, retirement, machine learning

DOI: 10.3233/HSM-211534

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-13, 2022

Authors: Wang, Gaixia | Zhang, Jian

Article Type: Research Article

Abstract: BACKGROUND/OBJECTIVE: This paper aims to explore the effects of customers’ psychological ownership of shared products on customer citizenship behaviour in the sharing economy. This study hypothesizes that customer-company identification can increase consumers’ psychological ownership of shared products in the absence of legal ownership, thereby promoting customer citizenship behaviour. This study asserts that psychological ownership plays a mediating role in the relationship between customer-company identification and customer citizenship behaviour based on social identity theory. We explore the moderating role of consumers’ proactive personalities in the sharing economy. METHODS: A questionnaire including the following was constructed: customer-company identification, psychological ownership, …customer citizenship behaviour, and proactive personality. We administered the online consumer questionnaire in China to investigate the factors that affect consumer behavioural intentions in the sharing economy. RESULTS: First, based on a sample of 326 participants, the results suggest that both customer-company identification and psychological ownership are positively related to customer citizenship behaviour. Second, psychological ownership partially mediates the relationship between customer-company identification and customer citizenship behaviour. Third, proactive personality moderates the relationship between customer-company identification and customer citizenship behaviour. CONCLUSIONS: These findings highlight the importance of psychological ownership in promoting customer citizenship behaviour in the sharing economy. Show more

Keywords: Customer-company identification, sharing economy, psychological ownership, proactive personality, customer citizenship behaviour

DOI: 10.3233/HSM-211512

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-15, 2022

Authors: Chang, Christina Ling-Hsing

Article Type: Research Article

Abstract: BACKGROUND: Due to the significant role of IT personnel (ITP) in the 21th century, how to retain the qualified ITP should now be considered as a critical issue in the e-era. Career planning has been a critical issue for the turnover rate of the ITP. IT researchers have identified many anchors among the ITP, but these career anchors are too difficult to manage. Although Wils et al. [1 ] provides a model which has classified these career anchors into different categories; however, whether it can be suitable to ITP, and expect the management to easily manage the career anchors …of the ITP emphasized anchors. OBJECTIVE: This study expects to provide a suitable Category of Career Anchors to ITP, and management to easily manage the career anchors of the ITP emphasized anchors. METHODS: This study conducted a multiple-case study as the research strategy, and followed a positivist process while allowing sufficient evidence to suggest additional relationships. Therefore, a qualitative study involving 16 ITP was conducted to validate the propositions. RESULTS: The results have provided these new propositions: (1) The quadrants relationship of a circumplex career anchor model of Wils et al. [1 ] is not appropriate to an ITP, hence, this study provides three new sub-propositions (P1 - 1new , P1 - 2new , and P1 - 3new ); (2) management should provide the ITP desired and complementary anchors, as it is a way to increase their job/career satisfaction (P2new ). CONCLUSIONS: This study has explored the different results from Wils et al. (2016) [1 ], and it should mention that scholars and experts in different professional fields could have a different aggregated way of career anchors. Organizations should provide career anchors that not only are desired by ITP, but also are complementary anchors for the ITP, instead of opposite anchors for increasing their job/career satisfaction. Thus, this study provides a correct and valuable direction for future study, and both academic and practice can refer to it. Show more

Keywords: Career anchor, category of career anchors, career satisfaction, job satisfaction

DOI: 10.3233/HSM-211546

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-15, 2021

Authors: Al-Hemyari, Zuhair A. | AlSarmi, Abdullah M.

Article Type: Research Article

Abstract: BACKGROUND: HEIs implement different techniques for the problem of assessing the progress towards the notified goals or the achievements, which is the only way to ensure that the HEIs are functioning properly along the right way or not. OBJECTIVE: The aim of this paper is to propose a model for assessing the performance, which may be of interest to institutions, partners, society and students. METHODS: In this paper, the technique of performance-related goals of HEIs, and a statistical approach are proposed. The methodology of this paper will manage briefly the issues of the applicability of the …technique, how to derive the “goals” for HEI’s, taking into consideration the indicators of the Intellectual Capital (Human, Organizational, and Relational), and how to collect the data from HEIs successfully. The processes of assuring the technique of performance-related goals, deriving and implementing the goals, and the acquisition and testing of data are developed. RESULTS: The findings of this paper are in two directions, i.e. in the proposing of a performance model for HEIs which is based on the goals of HEIs; and in the application side, i.e. in the practical results of the evaluation of HEIs and how to clarify the performance of institutions and how to compare between them. The findings show that the practical results are significant, and reliable. CONCLUSIONS: This paper develops a significance model for performance appraisal of HEIs, how we can compare between the performance of HEIs, and to rank their performance. The practical results of the model are both accurate and significant. Show more

Keywords: Quality management, performance improvement, data modelling, goal, intellectual capital

DOI: 10.3233/HSM-211193

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-17, 2021

Authors: Turja, Tuuli | Krutova, Oxana | Melin, Harri

Article Type: Research Article

Abstract: During COVID-19, telework has become a new form of work for broader groups of workers who were not teleworking prior to the pandemic. In this study, we ask what we will be returning to after COVID-19, if teleworking will become a new norm or if most workplaces will merely return to the old forms of work. The main research question of this study was to estimate the role of telework in perception of workload. More specifically, to gain an understanding of the stakes involved when reorganizing work after the pandemic, we analysed the relationship between perceived workload and opportunities to …telework. Multilevel analysis utilized representative national data of wage earners in Finland (N = 4091). The findings showed that the opportunity to telework is associated with lower perceived workload in the capital area but not in the rural areas. More specifically, increasing telework opportunities among different-level workers, particularly in educational and social work in the capital area, would be beneficial in terms of increasing well-being at work. There could be good reasons for organizations to reject returning to the status quo ex ante after COVID-19 and to consider the new norm, where opportunities to telework are offered to wider worker groups. Show more

Keywords: COVID-19 exit, telework, well-being, workload

DOI: 10.3233/HSM-211567

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-5, 2021

Authors: Glińska-Neweś, Aldona | Barabasz, Adela | Escher, Iwona | Fu, Yusheng

Article Type: Research Article

Abstract: BACKGROUND: Top managers are heavily exposed to strong negative emotions due to the difficult decisive situations that they experience and the persistent pressure of time and uncertainty. At the same time, the relationships they build within TMTs shape their decisions, experiences and reactions at work. The paper refers to defence mechanisms as relatively persistent means of individual response to unwanted emotions and affects. OBJECTIVE: The aim of the paper is to examine the defence mechanisms of TMT members as antecedents of perceived trustworthiness of other team members and positive relationships in the team. METHODS: The empirical …study was conducted in a sample of 123 members of top management teams representing furniture industry companies in Poland. RESULTS: The results show that defence mechanisms determine TMT members’ perception of trustworthiness of other team-members and that perceived trustworthiness mediates the relation between the defence mechanisms of TMT members and their evaluation of relationships within a team. CONCLUSIONS: The study explains links between individual characteristics of TMT members and processes within the teams. It contributes to upper echelon theory and literature on trust and positive relationships at work. It also contributes to the line of research introducing unconscious processes and emotions to management studies. Show more

DOI: 10.3233/HSM-211562

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-15, 2021

Authors: Nikolić, Domagoj | Dermol, Valerij

Article Type: Research Article

Abstract: BACKGROUND: Systemic Constellations Work (SCW) is a non-conventional method of dealing with organizational development and change that has been gaining popularity since the 1990s. OBJECTIVE: The goal of this study was to understand how kinesthetic and spatial sensations gained through SCW translate into knowledge with a particular focus on the longer-term organizational effects. METHODS: We performed semi-structured interviews and used triangulation of sources (constellator and clients) and methods (inductive, deductive coding and ethnographic approach). RESULTS: The study identified a phase model of SCW process revolving around organizational trauma enmeshed in the context of personal, …organizational and social systemic fields. CONCLUSIONS: The results imply that SCW is a valid method of trauma healing and prevention. Show more

Keywords: Organizational systemic constellations, organizational trauma, grounded theory, semi-structured interviews, combined research

DOI: 10.3233/HSM-211570

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-19, 2021

Authors: Tu, Chiang-Kuo | Huang, Shan

Article Type: Research Article

Abstract: BACKGROUND: Employee’s expression of voice needs cognitive and emotional resources to express the constructive challenge. Leader humility, with the characteristics of openness to new ideas and feedback, may provide employees with psychological resources to express their voice. This study considers work engagement and cognitive emotion regulation strategies as psychological resources and examines their mediating effects. OBJECTIVE: Referring to the conservation of resources theory and affective events theory, this study aims to examine the mediating effects of work engagement and cognitive emotion regulation strategies on the relationships between leader humility and employees voice behaviors. METHODS: This study …conducted a questionnaire survey on managers and employees at travel enterprises in China. Based on a survey of 837 valid questionnaires, participants provided their perception for the proposed research model. RESULTS: The results show that enhancing work engagement and controlled emotion regulation strategies and reducing automatic emotion regulation strategies partially mediate the relationships between leader humility and employee’s prohibitive voice. CONCLUSIONS: Enhancing work engagement and reducing automatic emotion regulation strategies have the mediating effects. However, controlled emotion regulation strategies and promotive voice need much psychological resources, employee adopting controlled emotion regulation doesn’t affect promotive voice and have mediating effects significantly. Show more

Keywords: Leader humility, employee voice behavior, work engagement, cognitive emotion regulation strategies

DOI: 10.3233/HSM-211501

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-16, 2021

Authors: Aftab, Saima | Waheed, Ajmal

Article Type: Research Article

Abstract: BACKGROUND: Negative impact of abusive leadership has always been the focus of attention for researchers, however, the asymmetrical relationship of abuse with its outcomes has never been studied. OBJECTIVE: Drawing on Affective Events Theory (AET), this study investigates the moderating role of family motivation (FM), a prosocial intent, in yielding positive behavioural reactions among individuals facing workplace abuse. Negative emotions (NE) are taken as a unique mediating factor between abusive leadership (AL) and proactive behaviours (PB). METHODS: Data were collected from 309 employees of Pakistani manufacturing organizations. SEM is used for studying the proposed relationships and …Smart PLS is used for data analysis. RESULTS: Results of the study suggest that negative emotions mediate the indirect relationship between abusive leadership and proactive behaviours. Family motivation strongly moderates and strengthens the positive direct relationship of negative emotions and proactive behaviours, concluding that it has a strong influence in altering behavioural reactions in response to negative triggers. CONCLUSIONS: This research study adds to the body of knowledge in suggesting FM as a strong intrinsic factor to be considered while creating synergy between organizational and human resource strategies. Show more

Keywords: Abusive leadership, negative emotions, emotions, proactive behaviours, family motivation

DOI: 10.3233/HSM-211545

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-14, 2021

Authors: Stankevičiūtė, Živilė | Kunskaja, Svetlana

Article Type: Research Article

Abstract: BACKGROUND: Recently, quite a number of employees have been asked to choose remote work or even have been forced into it as a result of the COVID-19 pandemic. Notwithstanding the benefits suggested by remote working, e.g. saving on commuting time and expenses working from home generates numerous challenges for employees, including the blurred line between the roles of working and private life. While, previous studies have demonstrated that work-life balance, which refers to the ability of every individual to coordinate work and family obligations successfully, has a significant impact on employee well-being and organisational performance, ways for maintaining the …balance under crisis remain underexplored. OBJECTIVE: Trying to narrow the gap, the paper aims at revealing the antecedents of work-life balance while working remotely during the COVID-19 pandemic. METHODS: A quantitative survey has been conducted in Lithuania (pilot study). The data have been collected from the employees working only remotely. RESULTS: The results provided evidence that employees struggled with work-home balance while working remotely. In line with the results, work and family demands served as detrimental factors for work-home balance, while manager support, co-workers support, job autonomy, and job control increased work-home balance. CONCLUSIONS: Thus, the research results expand the knowledge on the antecedents of work-life balance in a crisis situation. Moreover, the findings have significant implications for employers demonstrating that organisations need to carefully plan and implement new strategies and practices for work-home balance improvement for the employees who work from home. Show more

Keywords: Work-life balance, remote work, COVID–19, crisis situation, work-life balance antecedents

DOI: 10.3233/HSM-211511

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-15, 2021