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

Authors: Jibril, Kassem | Safari, Ali | Shahin, Arash | Hamdan, Mahmoud

Article Type: Research Article

Abstract: PURPOSE: This study aims to bridge the literature gap and provide a comprehensive and clear vision of managing Human Capital risk through an easy-to-apply risk management methodology. In addition, to provide an integrated process to manage Human Capital risks. METHODOLOGY: This paper conducted a mixed-method approach; risks were gathered by analyzing 14 semi-structured interviews with corporate leaders and HR expertise in 14 ICT companies in Isfahan. In the quantitative phase, variables were assessed by two methods; FMEA and Fuzzy analysis in 14 companies. FINDINGS: Results show that despite realizing the importance of human capital in achieving …goals and competitiveness, companies are not ready to mitigate the Human Capital risks. Detected Risks are divided into behavioural and attitudinal risks. The Employees’ demotivation, Leaving work after receiving the required training, and Lack of commitment to the delivery time or quality are the most urgent risks that should be mitigated as prior in the ICT companies in Isfahan. ORIGINALITY: This paper is one of the few studies that holistically dealt with Human Capital risks by providing practical and managerial strategies and recommendations to mitigate the risk exposure. This paper is also one of the leading studies in introducing the FMEA method in measuring this type of risk. Show more

Keywords: Human capital risk, human resource risks, behavioral risks, FMEA, fuzzy

DOI: 10.3233/HSM-211597

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-17, 2022

Authors: Waheed, Abdul | Shehzad, Faisal | Arif, Farrah | Abbas, Anjam Aziz | Mehmood, Zahid | Usman, Muhammad

Article Type: Research Article

Abstract: BACKGROUND: COVID-19 is an ongoing virus disease also recognized as a coronavirus pandemic that propelled the world to rethink organizational strategies during this unprecedented challenge. Although research on CSR has broadly been done over the past decades; nonetheless, how CSR can contribute a leading role in engaging the stakeholders such as customers during this pandemic period and post-pandemic is an important research gap that ought to be uncovered. OBJECTIVES: This study explores the impact of CSR on external stakeholders like customers and how organizations can dramatically sustain the relationships during the COVID-19 period. First, this study investigates the …relationships between CSR and customer satisfaction (CS). Second, this study explores the relationships between CSR and customer retention (CR). Finally, the moderating impact of gender and education were examined among the proposed relationships. METHODS: Using the survey of 500 respondents, this study prospected the linkages among CSR, CS, and CR from China using a convenience sampling approach. The questionnaires were disseminated to 700 Chinese online shoppers between Jan 2020 and March 2020 and explored using SEM model. RESULTS: It found that customers are more attached and satisfied with those organizations that are socially responsible and value their stakeholders, especially during uncertain situations like COVID-19 since presently revealed a positive relationship between CSR and CS. Second, it is found that there is a positive influence of CSR on CR as well. Finally, the study affirmed the positive nexus of gender and education as the moderators among CSR, CR, and CS. CONCLUSION: CSR is always on the front line blending social and environmental goals into business operations, especially during uncertain times and challenges. Undeniably, the COVID-19 pandemic is not only a global health emergency but is also leading to a major global challenge that drives organizations to revisit policies to sustain the relationships with their stakeholders. This study concluded the positive nexus of CSR and affirmed the positive role in sustaining relationships with customers during distinct uncertainties like COVID-19. Show more

Keywords: Corporate social responsibility, COVID-19, stakeholders’ engagement, customers’ retention, customers’ satisfaction

DOI: 10.3233/HSM-211564

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

Authors: Wu, Jinnan | Guo, Shanshan | Zhang, Wenpei | Shin, Donghee | Son, Mengmeng

Article Type: Research Article

Abstract: BACKGROUND: While the intensive work-related use of information and communication technologies after working hours have led to increased techno-invasion, much less is known regarding whether and for whom techno-invasion influences job satisfaction. OBJECTIVE: Drawing on the conservation of resources theory and person-environment fit theory, this study examined the relationship between techno-invasion and decreased job satisfaction. Specific attention was paid to the moderating effect of boundary preference for segmentation and its joint influence with marital status on this relationship. METHODS: Questionnaire data were collected by an online survey of a nationwide and diverse sample of 472 employees …from China. Data were analyzed using descriptive statistics, confirmatory factor analysis and hierarchical regression analysis. RESULTS: We found that techno-invasion negatively correlated with job satisfaction, which was strengthened by boundary preference for segmentation. Furthermore, the results of a three-way interaction effect suggested that the moderating role of boundary preference for segmentation on the relationship between techno-invasion and job satisfaction is stronger for unmarried employees than it is for married ones. CONCLUSIONS: The effect of techno-invasion on employees’ job satisfaction can be strengthened or weakened by their boundary preference for segmentation and marital status. Show more

Keywords: Boundary preference for segmentation, conservation of resources, job satisfaction, person-environment fit, techno-invasion

DOI: 10.3233/HSM-211595

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-16, 2022

Authors: Mittal, Ella | Kaur, Navneet

Article Type: Research Article

Abstract: BACKGROUND: Supervisory support enhances employee retention and also improves the psychological empowerment of employees and generates organizational citizenship behavior. Employees feel more optimistic as they get the necessary support and adequate resources to perform their duties efficiently. Hence, empowered employees are more likely to stay in the organization for a more extended period. Similarly, employees receiving high supervisory support may exhibit a higher level of OCB that will ultimately lower the turnover rate and elevate employee retention. OBJECTIVE: This study aims to analyze the mechanism to enhance employee retention (ER) through supervisory support (SS). The study also examines …the indirect influence through the serial mediation of psychological empowerment (PE) and organizational citizenship behaviour (OCB). METHODS: The serial mediation approach was used to test the proposed model of the study. The data was collected through a self-administered structured questionnaire filled by 428 banking employees of North India. The model hypotheses of serial mediation were tested by applying Hayes PROCESS Model 6. RESULTS/CONCLUSION: The relationship between SS and ER of banking employees through serial mediation of PE and OCB was unprecedented. The results reveal that supervisory support positively contributes to enhance employee retention among private sector banking employees. Additionally, the study has outlined that PE and OCB play noticeable mediation roles for employees to stay in the organization. Implications are also discussed. Show more

Keywords: Employee retention, organisational citizenship behavior, private banks psychological empowerment, supervisory support

DOI: 10.3233/HSM-211560

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

Authors: Dinc, Muhammet Sait | Zaim, Halil | Hassanin, Mohaned | Alzoubi, Yehia Ibrahim

Article Type: Research Article

Abstract: BACKGROUND: This study examines the relationship among transformational leadership dimensions, perceived organizational support, and organizational identity in the banking sector which has been scarce theoretically and tested empirically in a Turkish context. OBJECTIVE: The purpose of this study to explore the impact of transformational leadership on perceived organizational support and organizational identity. It is predicted that transformational leadership will stimulate organizational identity of employees working in banking sector through their perceived organizational support. METHODS: Using the survey method, 227 responses were collected from employees. A partial least squares structural equation model was constructed to test the …reliability and validity of the measurement and the structural model. RESULTS: The study results show that inspirational motivation and individual consideration dimensions of transformational leadership are found to influence employees perceived organizational support whereas perceived organizational support has a strong effect on employees’ organizational identity. However, perceived organizational support is found to mediate the relationship between inspirational motivation dimension of transformational leadership and organizational identity. The study also found a significant impact of individual consideration dimension of transformational leadership on employees’ organizational identity. CONCLUSIONS: We believe that strong genuine organizational identity should result in organizational commitment. In the long run, we need to keep caring and addressing the maturity of individual consideration in the relationship between the employee and the organization within transformational leadership model. Show more

Keywords: Transformational leadership, perceived organizational support, organizational identification, banking sector

DOI: 10.3233/HSM-211563

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-18, 2022

Authors: Kanchana, Rapee | Phusavat, Kongkiti | Pastuszak, Zbigniew | Hidayanto, Achmad Nizar | Majava, Jukka

Article Type: Research Article

Abstract: BACKGROUND: Overcoming the disengagement feeling in a human- centric environment such as a workplace or a school is essential. In fact, the disengagement in a workplace or at school is one of the major challenges today. Lack of meaningful engagement contributes to this feeling. OBJECTIVE: It is to assess the impacts of external feedback on learning and development. External feedback reflects engagement with the disengaged learners. METHODS: Two schools where the students are generally viewed as disengaged have been involved since 2016. Foreign business communities have worked closely with teachers, and disengaged learners as an external …feedback provider. The feedback design is based on the Double-loop Learning. The survey is used to assess the impacts of external feedback. RESULTS: External feedback significantly contributes to more positive feeling on safety, belonginess, and happiness which is essential for learning and development. Based on the findings, external feedback helps overcome the feeling of disengagement in a human-centric environment. CONCLUSIONS: The proper use of external feedback in a human-centric environment shows tangible benefits, especially when dealing with the disengaged learners. External feedback can help re-engage the disengaged learners which can lead to better learning and development. Show more

Keywords: Human-centric environment, external feedback, disengaged learners, safe learning environment, learning and development

DOI: 10.3233/HSM-220020

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

Authors: Kakavand, Benjamin | Teimourzadeh, Aria | Kakavand, Samaneh

Article Type: Research Article

Abstract: BACKGROUND: Many business organizations have integrated the use of professional social networking sites into their HR practices in order to communicate with and attract qualified candidates as part of their talent acquisition strategy. OBJECTIVE: The aim of this research is to explore some social and behavioral signals on social networking sites that enhance organizational attractiveness. Grounded in the signaling theory, this paper fills the research gap by investigating new types of signals on public professional social networking sites that can affect organizational attractiveness as an employer. METHODS: In this research, a quantitative research methodology was used. …The sample consists of 288 job applicants using Social Networking Sites in Canada. RESULTS: The results highlighted the importance of social and behavioral factors that play a significant role in enhancing organizational attractiveness on professional social networking sites. CONCLUSIONS: The results provide insights and practical value for managers who decide to integrate social networking sites into their practices. Additionally, the findings of this research help the managers to better understand the factors that have an impact on job applicants’ choices of their future job and employer. Show more

Keywords: Social networking, information quality, talent acquisition, signaling theory, organizational attractiveness

DOI: 10.3233/HSM-211592

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-14, 2022

Authors: Nagi, Arsalan Haider | Asad, Muhammad | Khalid, Zeeshan | Bibi, Asia

Article Type: Research Article

Abstract: BACKGROUND: Performance management is pivotal in determining employee outcomes. Firms may face undesired consequences in the absence of an impartial and fair performance appraisal system. Organizational justice theory predicts the negative outcomes of performance appraisal politics that the study examines in the form of mediating and outcome variables. OBJECTIVES: There is a paucity of research regarding the impact of justice/fairness perceptions on employee outcomes in the performance appraisal context. Therefore, the study examines the effect of performance appraisal politics on deviant work behavior with the mediating role of job satisfaction. METHODS: Survey data were collected from …309 employees of banks through a likert type scale questionnaire. Structural equation modeling was used to test the model. RESULTS: The results show that performance appraisal politics is positively related to deviant work behaviors. The mediating role of job satisfaction in the relationship is also substantiated. CONCLUSIONS: The findings confirm the view of organizational justice theory regarding the negative impact of performance appraisal politics. The findings also highlight the need to design effective interventions to mitigate the negative effects of such politics. The study provides fresh insight into the dynamics of the interplay between performance appraisal politics, job satisfaction and deviant work behaviors. Show more

Keywords: Performance appraisal system, performance appraisal politics, deviant work behavior, job satisfaction, organizational justice

DOI: 10.3233/HSM-211565

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-14, 2022

Authors: Ahmed, Shuaib | Qamar, Faisal | Soomro, Suhaib Ahmed

Article Type: Research Article

Abstract: BACKGROUND: The COVID-19 pandemic has displaced millions of people worldwide, forcing them to work from home offices in a situation of “new normal". Many home office workers were pushed to work in less than ideal settings in the pandemic situation. Work from home causes complications for employees related to their home workplaces lacking appropriate support from the employers. OBJECTIVE: This article aims to analyse how pandemic has changed and affected workplace ergonomics. We addressed, amidst the pandemic, how work is being performed, the layout of the workplace, and its effects on an employee at home workplace. …METHODS: In this descriptive study, we used chain referral sampling to collect data from 273 home-based faculty members employed in the universities and HEIs of Pakistan. Finally, we used inferential statistics for our data analysis. RESULTS: Results showed that employees faced problems because they had no prior training for setting up an ergonomically proper workspace. According to the results based on home-based ergonomic examinations, difficulties were associated with using laptops, desktop computers, and nonadjustable seats with no functionalities of flexibility and armrests. CONCLUSIONS: It is vital to employ appropriate instruments and mechanisms, like risk assessment, feedback for the actions performed, and the deployment of adaptive measures (similar to the preventive system of management of occupational safety and health - OSH). These tools must be regularly utilised and/or modified as the scenario changes. Show more

Keywords: Crisis management, Covid-19, ergonomics, human factors, OSH, stay at home

DOI: 10.3233/HSM-211548

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-17, 2022

Authors: AlQudah, Nidal Fawwaz | Mathani, Belal | Aldiabat, Khaled | Alshakary, Kadri | Alqudah, Hamza M

Article Type: Research Article

Abstract: BACKGROUND: Innovation is important for companies in order to function and evolve within the competitiveness and uncertainty of economies based on knowledge. Meanwhile, the sources of knowledge and Managers’ self-efficacy are basic building blocks promoting the innovation of managers in organizations, which cannot be neglected especially under different level of Managers’ job satisfaction. OBJECTIVE: This study aims at analysing the influence of both self-efficacy and knowledge sharing on managers’ innovation moderated by job satisfaction. METHODS: The study was conducted at Jordanian public sector, involving 112 managerial managers (respondents) of public institutions and the collected data were …proceed using Partial Least Square (PLS) analysis. RESULTS: The finding shows that self-efficacy and knowledge sharing have a positive direct influence on managers’ innovation. Meanwhile, job satisfaction was able to moderate the influence of self-efficacy on the managers’ innovation, but not the relationship between the knowledge sharing and managers’ innovation. IMPLICATIONS: These research findings provide empirical evidence of the role of self-efficacy and knowledge sharing in enhancing managers’ innovation, as well as, the result confirms on the interaction influence of job satisfaction on the relationship between self-efficacy and managers’ innovation in the Jordanian public sector as one of the developing countries. Finally, considering the importance of the public sector within the economy of Jordanian, the findings are valuable for decision-makers and regulators in suggesting new regulations and legislation to better manage the public sector. Show more

Keywords: Managers’ innovation, moderating effect of job satisfaction, self-efficacy, public sector, PLS

DOI: 10.3233/HSM-210006

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-12, 2022

Authors: Chen, Chunxiao | Zhang, Jian | Bu, Xing | Gao, Jian

Article Type: Research Article

Abstract: BACKGROUND: The internet environment brings many challenges to brands through its intangibility, uncertainty, and information complexity. Inspiring consumers’ brand passion is the key to brand success in the internet environment. OBJECTIVE: Based on the dualistic division of harmonious or obsessive brand passion, this study explores the relationship between online brand experiences and brand passion. This study also examines the mediating effect of customer psychological ownership and the moderating effect of gender in this relationship. METHODS: In this study, we used a quantitative analysis approach to test how online brand experience affects brand passion and Mplus 8.0 …was used for the structural equation model. RESULTS: The results indicate that (1) online sensory experiences and online affective experiences have a significant effect on both harmonious brand passion and obsessive brand passion; online intellectual experiences and online behavioral experiences positively affect harmonious brand passion; (2) customer psychological ownership mediates the relationship between different online brand experiences and harmonious brand passion; (3)Gender moderates the relationship between online affective experience, online intellectual experience and harmonious brand passion such that the relationship is stronger for women than men. CONCLUSIONS: The results of this paper provide some suggestions for marketers to enhance their marketing strategies in an internet environment. Show more

Keywords: Harmonious brand passion, obsessive brand passion, online brand experience, customer psychological ownership, gender

DOI: 10.3233/HSM-211566

Citation: Human Systems Management, vol. Pre-press, no. Pre-press, pp. 1-14, 2022

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: 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: Ren, Dashuai | Xu, Hongtao

Article Type: Research Article

Abstract: BACKGROUND: China’s 14th Five-Year Plan for National Economic and Social Development and the Long-Range Objectives Through the Year 2035 clearly points out that it is necessary to implement innovation driven strategy, promote enterprise technological innovation, and better play the important role of entrepreneurs in enterprise technological innovation. Therefore, it is of great significance to explore the impact of entrepreneurial leadership on enterprises’ technological innovation. OBJECTIVE: From the perspective of technological innovation stream, we divide ambidextrous innovation into mainstream innovation and new stream innovation. Integrating ambidexterity theory, innovation streams theory and cognitive affective personality system theory (CAPS), …we explore the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path, affective path and cognitive-affective compound path. METHODS: Based on the data collected from 254 top managers in 12 provinces in China, we conducted descriptive statistical analysis, reliability and validity analysis, regression analysis and bootstrap mediating effect test on the sample data. RESULTS: Our empirical results revealed that: 1) entrepreneurial ambidextrous leadership positively related with the ambidextrous innovation; 2) organizational paradoxical cognition plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 3) organizational affective conflict plays a partly mediating role between ambidextrous leadership and ambidextrous innovation; 4) organizational paradoxical cognition negatively related with organizational affective conflict; 5) organizational paradoxical cognition and organizational affective conflict play a chain mediating role between entrepreneurial ambidextrous leadership and ambidextrous innovation. CONCLUSIONS: Combined with the cognitive affective personality system theory, our research explores the mediating mechanism of entrepreneurial ambidextrous leadership on ambidextrous innovation from cognitive path and affective path and “cognitive-affective” compound path, which not only have great theoretical contributions, but also have important significance in enterprise management practice. Show more

Keywords: Mainstream and new stream innovation, paradoxical cognition, ambidextrous leadership, cognitive affective personality system theory (CAPS), dual path

DOI: 10.3233/HSM-210004

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

Authors: Nanthakumaran Thulasy, T. | Nohuddin, Puteri NE | Abd Rahim, Noorlizawati | Amrin, Astuty

Article Type: Research Article

Abstract: BACKGROUND: Aircraft maintenance and repair are critical tasks in the aviation industry for improved aircraft service and safety. Many articles and reports describe personnel factor and skill issues contribute to many aircraft incidents. Aircraft maintenance personnel needs to level up their skill set to match with task requirements in the setting of Industry Revolution 4.0. OBJECTIVE: The aim of this paper is to investigate document set that describe human errors and skill mismatch as a human factor in aircraft incidents and problems. It also discusses on the findings and management of the aircraft maintenance skill issues. …METHODS: The study uses a document analytics tool to assess a set of online articles that discuss aircraft maintenance incidents and skill mismatch issues. The experiment is divided into four (4) modules: I collection of online articles and reports, (ii) document pre-processing, (iii) text analytics, and (iv) visualisation. RESULTS: The experiment’s results show that the majority of documents discuss aircraft maintenance, skill mismatch, and training gaps. CONCLUSION: We can conclude that the document dataset primarily discusses aircraft maintenance and skill set issues using the document analytics. Consequently, the management of aircraft maintenance workforce skill set issues by having initiatives for upskilling and reskilling Furthermore, firms should foster a culture of continuous learning and develop a mindset among their employees that allows them to adapt to new technologies and information in aircraft maintenance. Show more

Keywords: Aviation, industry revolution 4.0, aircraft maintenance, skill mismatch, document analytics

DOI: 10.3233/HSM-210013

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

Authors: Ulrych, Wojciech

Article Type: Research Article

Abstract: BACKGROUND: During such an uncertain time like a pandemic, job autonomy can play a pivotal role. It can build bridges between performance feedback and work performance in the millennial workplace. To do so, a set of management practices must be put in place to meet millennial needs. OBJECTIVE: This paper’s aim is to explore how job autonomy can be used at its best in the context of the millennial generation and the relationship to both performance feedback and work performance. METHODS: A theoretical performance feedback-work performance model mediated by job autonomy has been built based on …current literature and empirical research. The research sample consisted of 185 purposefully selected working students from the Faculty of Management at the University of Łódź. RESULTS: Individual autonomy can play a positive mediating role between performance feedback and work performance in the millennial workplace. Job autonomy is a partly mediating construct regarding the model. CONCLUSIONS: Job autonomy is an important tool to improve individual performance through individual-tailored performance feedback. This study shows how a line manager can be a more future-oriented coach and an effective listener rather than just being somebody who constantly monitors their work. Show more

Keywords: Job autonomy, performance feedback, work performance, millennials, pandemic

DOI: 10.3233/HSM-211513

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

Authors: Gede Riana, I.

Article Type: Research Article

Abstract: OBJECTIVE: This research is aimed to analyze the influence of variables that can be outlined as: 1) analyzing and explaining the effects of psychological ownership toward job satisfaction; 2) analyzing and explaining the effects of psychological ownership and organizational citizenship behavior; 3) analyzing and explaining the effects of job satisfaction toward organizational citizenship behavior; and 4) analyzing the role of job satisfaction meditation on the effects of the psychological ownership toward organizational citizenship behavior. METHODS: This research uses explanatory research, which examines a correlation between the variables through hypothetical tests. The model used in this research is the …causality model, the research aimed to determine the cause-effect relationship between two or more variables. The population of this research is four-star hotels in Kuta and Legian. RESULTS/CONCLUSIONS: This research informs that the PO and job satisfaction’s direct effects toward the OCB are significant, yet PO gives a stronger effect. This result also shows that there is a different influence between the employees’ personality and attitude toward their behavior in the workplace. The assessment result of the indirect effects of PO toward the OCB through KK shows that there is a weaker interaction effect with a variance accounted for (VAF) value. Show more

Keywords: Psychological ownership, job satisfaction, Organizational citizenship behavior

DOI: 10.3233/HSM-201055

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