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

Authors: Solangi, Rukhman | Afshan, Gul | Siyal, Saeed | Shah, Samar Batool

Article Type: Research Article

Abstract: BACKGROUND: Given the importance and issues about the hospitality industry, commitment has remained a significant concern for human resource managers and researchers. This paper aims to develop the insights by assessing perceptions of training and work engagement as predictors of commitment among hospitality employees in Pakistan. OBJECTIVE: Following social exchange theory, this study investigated the relationship between five training perceptions: perceived access to training (PAT), motivation to learn (MLT), perceived benefits (PBT), perceived supervisory support (PSST), and coworker support (PCST) and the affective commitment via work engagement. METHOD: Employing survey-based data, this study analyzed 239 responses …from the front-line employees in Pakistan’s hospitality industry. RESULTS: Smart-PLS results reveal that only PAT and PCST significantly predicted affective commitment out of five training perceptions. Similarly, work engagement was found to mediate the relationship between training perception and affective commitment except for MLT. The study also found that work engagement had the most substantial mediating effect between PSST and affective commitment. CONCLUSION: Organizations invest a lot of money in training and developing their employees to derive desired organizational outcomes. Therefore, it is important to consider perceptions of training while designing and delivering training. For organizational commitment, it is important that employees feel motivated to contribute to the organization and reciprocate with engagement and commitment with the organization. Show more

Keywords: Training, coworker support, affective commitment, supervisory support

DOI: 10.3233/HSM-211189

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-18, 2021

Authors: Girard, Luigi Fusco

Article Type: Review Article

Abstract: BACKGROUND: Local government is 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. Pre-press, no. Pre-press, pp. 1-23, 2021

Authors: Elsaied, Mervat Mohammed

Article Type: Research Article

Abstract: OBJECTIVE: The purpose of this paper is to investigate the effect of empowering leadership (EL) on work passion by developing a moderated mediation model. The model focuses on the mediating effect of intrinsic motivation (IM) in the relationship between EL and work passion, as well as the moderating effect of role clarity (RC) in influencing the mediation. METHODS: Data were obtained from a sample of 515 workers, who work in 17 five-star hotels in Sharm El-Sheikh. RESULTS: Findings reveal that IM fully mediates the positive relationship between EL and work passion. It also concluded that RC …moderated the mediated relationship between EL and work passion via IM, with individuals with higher RC benefiting more from the mediation. CONCLUSION: The findings have far-reaching implications for both employees and leaders. Furthermore, they add to our understanding of self-determination theory and cognitive evaluation theory in terms of consolidating employees’ work passion. Show more

Keywords: Empowering leadership, Intrinsic motivation, Role clarity, Work passion

DOI: 10.3233/HSM-211516

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

Authors: Stor, Marzena | Haromszeki, Łukasz

Article Type: Research Article

Abstract: BACKGROUND: Competency management (CM) is one of the basic subfunctions of HRM, which can significantly affect the results achieved by organizations. This is because the competencies of employees have become the key capital of enterprises and a factor of their success. Research on the relationships between CM and organizational performance results in Polish MNCs creates a research gap due to the object and subject of research. OBJECTIVE: The main goal of the article is to identify the potential regularities that may exist between the advancement level of CM and its composing activities and the company financial performance results. …Of particular interest are the relationships that may appear between the studied variables in the context of their relationships with other subfunctions of HRM and the significance of human capital as a competitive factor. METHODS: The research sample includes 200 non-financial business entities with Polish capital, whose headquarters are in Poland, and local subsidiaries are located outside the country. The research was conducted using CATI and CAWI methods. Descriptive and correlation statistics were used to analyze the collected empirical data. RESULTS: Two fundamental regularities are observable. It turns out that the higher the advancement level of activities within CM, and in particular its links with other HRM subfunctions, the better the financial results of enterprises. CONCLUSIONS: The empirical research results lead to the conclusion that human capital is treated as a company’s competitive factor, and CM is of significant meaning to the financial results of the organization. Show more

Keywords: Competency management, financial results, multinational company, human factor, competitive factor

DOI: 10.3233/HSM-211515

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-13, 2021

Authors: Nadeem-Uz-Zaman, | Ahmed, Tariq | Ramayah, Thurasamy | Khalid, Zeeshan | Asad, Mohammad

Article Type: Research Article

Abstract: PURPOSE: The literature of the field suggests a strong relationship between organizational justice and turnover intentions of employees; however, the applicability of this claim has never been tested across different career stages, therefore, this study attempted to examine if there were any differences in this relationship across different career stages. METHODS: The data was collected from 71 different service sector organizations from both the public and private sectors. Initially, the lists of all the employees were obtained from their respective HR departments. From the main list, three subsidiary lists were generated relating to (1) early-career level employees, (2) …mid-career level employees, and (3) the top-career level employees. RESULTS: It is found that the justice-turnover intentions relationship varied across different career stages. Only distributive justice affected the turnover intentions of early-career employees. At the middle career stage, all three components of justice affected turnover intentions. None of the components of organizational justice influenced turnover intentions at the later career stage. RESEARCH LIMITATIONS/IMPLICATIONS: The current study was only focused on looking for differences in the proposed relationship across different career stages. Future researchers can consider looking for the underlying causes that make up such differences. ORIGINALITY: This study offers a better understanding of employee turnover behavior as a result of their perception of organizational justice at different career levels across diverse organizations, it attempts to contribute to exploring the interaction of different organizational stages concerning Career stage theory (CST). This study further adds new insights into the theories of organizational justice, and turnover intentions. Show more

Keywords: Organizational justice, procedural justice, interpersonal justice, distributive justice, turnover intentions, career stage theory

DOI: 10.3233/HSM-211205

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-18, 2021

Authors: Dermol, Valerij | Mirazchiyski, Eva Klemenčič | Trunk, Aleš | Çayır, Kenan

Article Type: Research Article

Abstract: BACKGROUND: Today, multiculturalism is present in all spheres of life. Teachers are at the forefront to first formally encounter children from different cultures, and as the first ones, children from different cultures will face it in their social life. Teachers are supposed to prepare students to meet and live with people from cultures different from their own. Hence, it is necessary to identify the competencies teachers need to work in an intercultural environment, given the globalising world where different cultures meet more often, coexist, and exchange values and ways of living. OBJECTIVE: This paper discusses the teachers’ competencies …to work in an intercultural environment and presents the results from data collected within the RoMigSc project. These data are analysed to identify the competencies teachers need to work in a multicultural environment. METHODS: In the study, data from the RoMigSc survey were used, where information on the inclusion of migrant students was collected using the survey questionnaire method. All analyses in this paper are on a descriptive level with exploratory purpose. RESULTS: The results show that teachers don’t feel well prepared to support learning or teach human rights, emigration and immigration, shared values and discrimination. They also need more support in teaching in an intercultural and multicultural environment, especially out-of-school support. CONCLUSIONS: In general, teachers find their school and own practices inclusive for migrant and Roma students, but not in all aspects. None of the teachers has participated in a project to raise awareness of Roma issues. Show more

Keywords: Intercultural competencies, cultural diversity, teacher education, migrants, Roma people

DOI: 10.3233/HSM-211206

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-11, 2021

Authors: Nyame, Gabriel | Qin, Zhiguang | Ampomah, Ernest Kwame

Article Type: Research Article

Abstract: BACKGROUND: Knowledge is a source of competitive and strategic resource for many small- and medium-sized enterprises (SMEs). Securing knowledge assets through secured knowledge management systems (KMS) is a critical concern among SMEs. Due to the socio-technical nature of KMS, the security quality of KMS is an influential factor in KMS adoption by SMEs. OBJECTIVE: This study examines the effects of the security quality of KMS and the task-technology fit on KMS adoption among SMEs in Ghana. It further investigates whether or not the security quality of KMS affects the ease of use of KMS among SMEs. …METHODS: Using a structured questionnaire, data were gathered from 281 IT professionals from 67 SMEs in Ghana. We used the technology acceptance model (TAM) to find out how security quality and task-technology fit (TTF) affect users’ acceptance of KMS. To facilitate the data collection process and to strictly focus on small and medium-sized enterprises, we excluded enterprises having 100 or more employees. The analyses used for this study focused on the key constructs and they included correlation, factor analysis, and multiple regression analysis. RESULTS: The study found that both perceived ease of use and perceived usefulness influence users’ behavioral intention to accept KMS. Perceived ease of use has a positive relationship with perceived usefulness. Also, the security quality of KMS was found to affect both perceived usefulness and perceived ease of use. However, the effect of the relationship between the security quality of KMS and perceived ease of use is higher when moderated by TTF. CONCLUSIONS: The security quality of KMS is fundamental to strengthening knowledge as a source of competitive advantage for most enterprises. It is important for managers to recognize security quality as an opportunity rather than a threat to advance and sustain their competitiveness as well as ensuring knowledge-sharing success. Show more

Keywords: Knowledge management systems, technology acceptance model, security quality, task-technology fit

DOI: 10.3233/HSM-211227

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-18, 2021

Authors: Petrovčič, Andreja | Erčulj, Vanja | Boštjančič, Eva

Article Type: Research Article

Abstract: BACKGROUND: Past studies have tended to consider the relationships between presenteeism, physical activity and psychosomatic symptoms in a partial manner and not as a whole. OBJECTIVE: This cross-sectional study investigated the relationship between physical activity, psychosomatic symptoms and presenteeism, in order to increase the visibility of presenteeism and promote workplace health. METHODS: Two questionnaires (Patient Health Questionnaire and Work Limitations Questionnaire) and a set of physical activity questions were administered on the sample of 514 employees. RESULTS: The results showed a statistically significant relationship between presenteeism and some variables of physical activity, as well …as between presenteeism and psychosomatic symptoms. Further results showed a statistically significant association between psychosomatic symptoms and some variables of physical activity. General evaluation (adequacy) of physical activity, and general, aerobic physical activity proved to be important predictors of presenteeism, while general, aerobic physical activity also predicted psychosomatic symptoms. Analysis of the results revealed that psychosomatic symptoms moderate the relationship between physical activity and presenteeism. CONCLUSIONS: The article points out that employees with health problems have a lower percentage of productive time than healthy employees. However, developing an active lifestyle can be a cost-effective measure to cope with presenteeism and promote psychophysical health among employees. Show more

Keywords: Presenteeism, somatization, physical activity, occupational stress, workplace health

DOI: 10.3233/HSM-211213

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-11, 2021

Authors: Afshan, Gul | Serrano-Archimi, Carolina | Landry, Guylaine | Javed, Uzma

Article Type: Research Article

Abstract: BACKGROUND: Most leadership theories, such as transformational, ethical, and servant leadership, emphasize the notion that leaders influence their followers’ in-role and extra-role work performance by treating them collectively and similarly. On the other hand, leader-member exchange (LMX) theory challenges this idea and argues that leaders treat followers differently and have high-quality exchange relationships with some followers and low-quality ones with others. However, few studies have examined LMX differentiated relationships in social contexts. OBJECTIVE: This study aims to investigate the role of employee leader-based self-esteem (LBSE) (i.e., employees’ self-evaluation of their worth derived from the quality of the relationship …with their supervisor) in the relationship between LMX and two types of performance: task performance and organizational citizenship behaviour at individual level (OCB-I). Using an integrated theoretical framework of social comparison and self-consistency theories, we develop a moderated mediation model in which the mediating role of LBSE in the LMX-task performance and OCB-I relationships is conditional on the values of LMX social comparison (LMXSC). METHODS: Using a research sample of 298 manager-employee matching dyads working in 43 branches of a leading bank in Pakistan, results of hierarchical multiple regression analyses provided support for our developed model. RESULTS: We found that LMX positively led to LBSE which, in turn, served as a mediator between LMX and both performance types, with a stronger effect on OCB-I. We also found that by moderating the relationship between LMX and LBSE, LMXSC moderated the mediating role of LBSE, which had stronger effect on performance at high values of LMXSC than at low values. CONCLUSIONS: Following these findings, we discuss the contributions that this study offers to LMX and self-esteem literature and its managerial implications. Show more

Keywords: Leader-member exchange, social comparison, leader-based self-esteem, task performance, organizational citizenship behaviour

DOI: 10.3233/HSM-211226

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

Authors: Nyame, Gabriel | Ampomah, Ernest Kwame | Adu-Gyamfi, Mavis

Article Type: Research Article

Abstract: BACKGROUND: Organizations develop knowledge management (KM) strategies with the intention to leverage knowledge across all functional areas. A knowledge management system (KMS) is used to facilitate KM processes such as the creation, storage, and application of knowledge. However, mere adoption and deployment of KMS do not warrant its effective use to facilitate knowledge-sharing efforts. OBJECTIVE: This study investigates the facilitative role of social capital in the use of KMS by considering three social capital dimensions –cognitive (i.e., shared norms), relational (i.e., trust), and structural (i.e., social connectedness). METHODS: A case study strategy was used for this …study. A mixed approach of qualitative and quantitative techniques was used to obtain relevant data for analysis. Instruments used to collect the data were semi-structured interviews and questionnaires. Documents regarding social policy, shared values, and shared goals were also obtained for triangulation purposes. A total of 15 respondents were interviewed while 73 respondents participated in the survey. A simple random sampling technique was used to select the participants and the survey data were analyzed using Pearson’s correlation, factor analysis, and multiple regression analysis. RESULTS: The study found that each of the three dimensions of social capital has a positive and significant relationship with the use of KMS. Specifically, shared norms (i.e., cognitive social capital), trust (i.e., relational social capital), and strong connectedness (i.e., structural social capital) were good predictors of employees’ use of KMS while user attitude and perceived usefulness mediate social capital dimensions in terms of KMS usage for knowledge exchange or transfer in the organization. CONCLUSIONS: The application of social capital theory to KMS context should be a very important consideration by both researchers and practitioners due to the socio-technical nature of KMS and the need to recognize social capital as a mechanism for inducement and opportunity to promote KMS usage for successful knowledge sharing. Show more

Keywords: Social capital, knowledge management system (KMS), knowledge sharing, shared norms, trust, social connectedness

DOI: 10.3233/HSM-211185

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