Guest Editors' Note: The role of HR practices in managing culture clash during the postmerger integration process

2011 ◽  
Vol 50 (5) ◽  
pp. 565-570 ◽  
Author(s):  
Yaakov Weber ◽  
Yitzhak Fried
Keyword(s):  
Culture Clash ◽  
Integration Process ◽  
Hr Practices ◽  
Postmerger Integration

Mergers in Indian public sector banks: can human resource practices ensure effective implementation of change?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Richa Singh ◽  
Geetika Goel ◽  
Piyali Ghosh ◽  
Saitab Sinha
Keyword(s):  
Public Sector ◽  
Human Resource ◽  
Resistance To Change ◽  
Change Implementation ◽  
Empirical Examination ◽  
Content Type ◽  
Public Sector Banks ◽  
Hr Practices ◽  
Effective Change

PurposeThis study examines the link of effective change implementation (CIE) with select human resource (HR) practices and employees' resistance to change (RTC) amidst ongoing mergers in Indian public sector banks (PSBs). It also intends to highlight the role of RTC as a mediator in this mechanism.Design/methodology/approachThe authors used a structured questionnaire administered through a survey of employees of select PSBs that have undergone mergers. The hypothesized relationships were tested on 220 responses with structural equation modelling.FindingsTraining and communication of change as HR practices were found to have significant effects in implementing change. RTC fully mediated the relationship of training and CIE, and partially mediated the association of communication and CIE. Communication had a stronger influence on RTC than training. This finding upholds the importance of communication but also implies that training can reinforce effective communication of change and may not affect the implementation if not directed towards handling resistance.Practical implicationsThe significance of communication as a finding supports the theory of planned behaviour. The authors’ results also align with the social exchange theory and can be extended to the job demands-resources model. PSBs may plan for phase-wise training initiatives starting from the announcement till the end of a merger. PSBs also need to effectively communicate all relevant HR issues to employees, thus being transparent and fair. Both online and offline modes of communication can be explored. Overall, the senior management has to imbibe the handholding of employees in the short term and a sense of empathy in the longer term.Originality/valueResearch on HR in Indian banking mergers seems to take a back seat vis-à-vis strategic issues and financial performance. There also is a limited empirical examination of the role of HR practices in effective change implementation. This paper addresses both these issues by proposing a conceptual model and empirically validating it amidst the merger of PSBs. The authors also highlight how training and communication are effective in handling resistance to change.

scholarly journals Financialisation and the slowdown of labour productivity in Portugal: A post-Keynesian approach

2021 ◽  
Author(s):  
Diogo Correia ◽  
Ricardo Barradas
Keyword(s):  
Time Series ◽  
Income Inequality ◽  
Economic Performance ◽  
Labour Productivity ◽  
Personal Income ◽  
Integration Process ◽  
Income Share ◽  
Portuguese Economy ◽  
The Portuguese Economy

The aim of this paper is to conduct a time series econometric analysis in order to empirically evaluate the role of financialisation in the slowdown of labour productivity in Portugal during the period from 1980 to 2017. During that time, the Portuguese economy faced a financialisation phenomenon due to the European integration process and the corresponding imposition of a strong wave of privatisation, liberalisation and deregulation of the Portuguese financial system. At the same time, Portuguese labour productivity exhibited a sustained downward trend, which seems to contradict the well-entrenched mainstream hypothesis on the finance–productivity nexus. Based on the post-Keynesian literature, we identify four channels through which the phenomenon of financialisation has impaired labour productivity, namely weak economic performance, the fall in labour’s share of income, the rise of inequality in personal income and an intensification of the degree of financialisation. The paper finds that lagged labour productivity, economic performance and labour income share positively impact labour productivity in Portugal, while personal income inequality and the degree of financialisation negatively impact labour productivity in Portugal. The paper also finds that the main triggers for the slowdown of labour productivity in Portugal are the degree of financialisation and personal income inequality over the last decades.

scholarly journals El concepto de Pertenencia (Belonging) como marco analítico para la investigación sobre la juventud de origen inmigrante

2017 ◽  
pp. 101
Author(s):  
Concepción Maiztegui ◽  
Esther Aretxabala ◽  
Aitor Ibarrola ◽  
Pedro J. Oiarzabal
Keyword(s):  
Analytical Framework ◽  
Social Processes ◽  
Social Environments ◽  
Integration Process ◽  
Subjective Experiences ◽  
Daily Lives ◽  
The Social

<p>This article describes and explores an analytical framework based on the concept of belonging, which, in turn, takes into consideration the personal, social, and performative dimensions of the integration process of young migrants. The concept of belonging is becoming one of the central pillars in current research on migration and integration, since it allows us to look into the subjective experiences of individuals and into the social environments that have an impact on the daily lives and give shape to the identity frameworks of young migrants. Approaches based on this concept also take into account the role of participation in social processes.</p><p><strong>Published online</strong>: 11 December 2017</p>

scholarly journals What motivates the most? Money or Empowerment: Mediating Role of Employee Commitment to Organizational Performance

2020 ◽  
Author(s):  
Nadeem Akhtar ◽  
Syed Muhammad Azeem ◽  
Abdullah F. Bassiouni ◽  
Teoh Kok Ban ◽  
Adbulkhaliq Alvi
Keyword(s):  
Saudi Arabia ◽  
Organizational Performance ◽  
Employee Commitment ◽  
Industrial Sector ◽  
Performance Data ◽  
Mediating Role ◽  
Hr Practices ◽  
Structured Questionnaire

A structured questionnaire was used to collect data on HR practices, employee commitment, and organizational performance. Data was collected from the 759 employees of the industrial sector in Saudi Arabia.<br>

Age-inclusive HR practices and the thriving of older workers: the mediating role of occupational future time perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eduardo Oliveira
Keyword(s):  
Surface Analysis ◽  
Older Workers ◽  
Time Perspective ◽  
Future Time Perspective ◽  
Future Time ◽  
Content Type ◽  
Hr Practices ◽  
The Relationship ◽  
Remaining Time

PurposeDrawing on social exchange theory and socio-emotional selectivity theory, this paper examines the role of occupational future time perspective (OFTP) in the relationship between age-inclusive HR practices (AIHRP) and the thriving of older workers.Design/methodology/approachA two-wave cross-sectional design was adopted with bootstrapped parallel multiple mediation analyses. In addition, polynomial regression with response surface analysis was used to examine the extent to which combinations of focus on opportunities and remaining time relate to thriving at work. Data were collected from 310 older workers working in 13 companies located in Portugal.FindingsAIHRP have direct effects on OFTP dimensions (i.e. focus on opportunities and remaining time), and indirect effects on the two thriving dimensions (i.e. learning and vitality) via focus on opportunities. The positive relationship between AIHRP and learning was mediated by remaining time, while no significant mediating effect on vitality through remaining time was found. Additionally, surface analysis showed that overall thriving and learning increase more sharply when focus on opportunities is higher than remaining time, rather than vice versa.Originality/valueThis paper contributes to the literature by showing the importance of personal resources like OFTP in the relationship between AIHRP and the thriving of older workers. It also provides further support for the distinctiveness of the two OFTP dimensions as remaining time was not linked to vitality, whereas focus on opportunities was linked to both thriving dimensions.

Perceived organizational injustice and counterproductive work behaviours: mediated by organizational identification, moderated by discretionary human resource practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Yasir Mansoor Kundi ◽  
Shakir Sardar ◽  
Subhan Shahid
Keyword(s):  
Human Resource ◽  
Organizational Identification ◽  
Content Type ◽  
Mediating Role ◽  
Hr Practices ◽  
Time Lagged ◽  
Counterproductive Work Behaviours ◽  
Counterproductive Work Behaviour ◽  
Organizational Injustice

PurposeThis research unpacks the relationship between employees' perceptions of organizational injustice and their counterproductive work behaviour, by detailing a mediating role of organizational identification and a moderating role of discretionary human resource (HR) practices.Design/methodology/approachThe hypotheses were tested with a sample of employees in Pakistan, collected over three, time-lagged waves.FindingsAn important reason that beliefs about unfair organizational treatment lead to enhanced counterproductive work behaviour is that employees identify less strongly with their employing organization. This mediating role of organizational identification is less salient, however, to the extent that employees can draw from high-quality, discretionary HR practices that promote their professional development and growth.Practical implicationsFor management practitioners, this study pinpoints a key mechanism – the extent to which employees personally identify with their employer – by which beliefs about organizational favouritism can escalate into purposeful efforts to inflict harm on the organization and its members. It also reveals how this risk can be subdued by discretionary practices that actively support employees' careers.Originality/valueThis study adds to previous research by detailing why and when employees' frustrations about favouritism-based organizational decision making may backfire and elicit deviant responses that likely compromise their own organizational standing.

scholarly journals Intercultural Training: Learn to avoid treading on other people’s toes or experience walking in the other person’s shoes

2014 ◽  
Vol 1 (1) ◽  
Author(s):  
Kristin Rygg
Keyword(s):  
Intercultural Communication ◽  
Traditional Approach ◽  
The Other ◽  
Intercultural Training ◽  
Theoretical Discussion ◽  
Culture Clash ◽  
Interactive Tools ◽  
Case Work ◽  
Insight Into

This article raises the question of whether the traditional approach in intercultural training focusing on knowledge about cultural differences and skills to avoid culture clash is sufficient in order to prepare intercultural communication trainees for dynamic and psychologically demanding multicultural environments. Inspired by the concept of mentalizing in the psycho-therapeutic method called Mentalization-based treatment, training that encourages imaginatively “seeing the other from the inside and oneself from the outside” is suggested as better able to prepare for complex intercultural realities. Tolerance is seen as tolerance for being in the intercultural process as much as tolerance for others’ differences. A theoretical discussion between the notion of mentalizing in mentalization-based treatment and perceptions of empathy, imagination and mindfulness further provides insight into the role of interactive tools such as case work and role plays in intercultural training. These, in turn, are seen as best suited to fulfil the goals and ambitions of the theories. However, experiences gained from them must be verbalized in order to cause increased awareness.

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