scholarly journals The impact of organizational culture on the employee intention to stay and the mediating role of remuneration

2020 ◽  
Vol 3 (4) ◽  
pp. 367-378
Author(s):  
Tran Thi Ai Cam
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Structural Model ◽  
Future Research ◽  
Human Resource Managers ◽  
Intention To Stay ◽  
Mediating Role ◽  
Resource Managers ◽  
The Impact

This study investigates the mediating role of remuneration in the impact of organizational culture (i.e. clan, adhocracy, hierarchy and market) on the intention to stay of employees in the information technology (IT) sector. The research model in this paper is developed from previous studies on organizational culture and human resource management. A survey was conducted between May and July 2017 on employees of 25 IT companies in Vietnam, yielding 600 valid responses. On this sample we use confirmative factor analysis and structural model for quantitative analysis. The results indicate that adhocracy culture and market culture have a significant and direct impact on employees’ intention to stay. Meanwhile, remuneration plays a mediating role in these relationships. On the contrary, the relationships between clan culture and hierarchy culture with intention to stay are not statistically significant. These results offer theoretical and practical contributions to human resource managers and references for future research.  

Diversity and Equality Management System and Perceived Organisational Performance: A Mediating Role of Organisational Citizenship Behaviour

2020 ◽  
pp. 227853372096351
Author(s):  
Bignya Patnaik ◽  
Mahendra Kumar Shukla
Keyword(s):  
Management System ◽  
Human Resource Managers ◽  
Organisational Performance ◽  
Online Questionnaire ◽  
It Industry ◽  
Cross Sectional ◽  
Mediating Role ◽  
Resource Managers ◽  
The Impact

A structured diversity and equality management system (DEMS) contributes to the smooth and peaceful functioning of organisations. The review of literature shows that the impact of DEMS on organisational performance and growth is found to be positive in Western countries. However, there appears to be a lack of research on the role of DEMS in Indian organisations, especially in the IT industry. This study makes an attempt to assess the impact of DEMS on perceived organisational performance and organisational citizenship behaviour (OCB) and empirically validate the mediating role of OCB in Indian IT firms. This study used descriptive research design, and the nature of research questions mandated the primary cross-sectional data collection method. The online questionnaire was e-mailed to human resource managers as well as executives of IT firms in India. Responses of 220 respondents were analysed to test the hypotheses of the research using CB-SEM. The results confirm a mediating role of OCB on the linkage between DEMS and perceived organisational performance. Findings suggest that organisations should promote OCB as it contributes significantly in establishing a positive, committed and conflict-free work environment.

Putting the “Management” Back in Human Resource Management: A Review and Agenda for Future Research

2019 ◽  
Vol 45 (6) ◽  
pp. 2387-2418 ◽  
Author(s):  
David S. Steffensen ◽  
B. Parker Ellen ◽  
Gang Wang ◽  
Gerald R. Ferris
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Boards Of Directors ◽  
Top Management Teams ◽  
Empirical Literature ◽  
Future Research ◽  
Human Resource Managers ◽  
Resource Managers ◽  
The Impact

Although much research has examined human resource management (HRM), managers’ roles in HRM seem to have been ancillary to this area of research. That is, HRM theory and research largely has advanced with a focus on policies, practices, systems, and their implementation and effectiveness, with less attention focused on the managers responsible for the design, adoption, enactment, and implementation of HRM strategy and practice. The purpose of this review is to examine extant research to determine the state of knowledge of the role of managers across organizational hierarchy in HRM. Thus, we review empirical literature for studies that include aspects of the impact lower-to-middle managers, human resource managers, top management teams, CEOs, and boards of directors have on HRM content, process, and outcomes. On the basis of the findings of this systematic, multilevel review, we discuss avenues for future research at each specific manager’s level, as well as general opportunities and challenges for research on managers’ roles in HRM across all hierarchical levels.

scholarly journals The views of HR practitioners on ethical issues within organisations: A South African perspective

2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus
Keyword(s):  
South African ◽  
Human Resource ◽  
Ethical Issues ◽  
Ethical Behaviour ◽  
Human Resource Managers ◽  
Human Resource Professionals ◽  
Human Resource Department ◽  
Resource Managers ◽  
African Perspective

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.

The Impact of Top Leaders’ Personalities: The Processes Through Which Organizations Become Reflections of Their Leaders

2018 ◽  
Vol 27 (4) ◽  
pp. 241-248 ◽  
Author(s):  
Shaul Oreg ◽  
Yair Berson
Keyword(s):  
Organizational Culture ◽  
Financial Performance ◽  
Empirical Evidence ◽  
Organizational Outcomes ◽  
Senior Leaders ◽  
Mediating Role ◽  
Ancient Times ◽  
The Impact ◽  
Culture And Climate

The fascination with leaders and their impacts can be traced to ancient times and continues to this day. Organizations are often viewed as reflections of their leaders’ personalities, yet empirical evidence for this assumption has begun to amass only recently. In this article, we review this literature and trace findings about leaders’ personality traits, values, and motives and about the mechanisms through which these are manifested in their organizations. We specifically elaborate on research linking senior leaders’ values to organizational outcomes (e.g., financial performance, schoolchildren’s values) and demonstrate the mediating role of the organizational culture and climate.

The Persuasive Effect of Product Placements

2021 ◽  
Author(s):  
Ravineet Kaur ◽  
Rakesh Kumar Sharma ◽  
Apurva Bakshi
Keyword(s):  
Attitude Change ◽  
Emerging Market ◽  
Behavioral Responses ◽  
Purchase Intentions ◽  
Future Research ◽  
Mediating Role ◽  
Product Placements ◽  
The Impact ◽  
The Relationship

Abstract. Marketers are increasingly relying on covert advertising tactics to persuade consumers. This empirical study selected the context of an emerging market to examine the effectiveness of product placements. Using an experimental design, we captured the affective and behavioral responses of young Indian adults. The results indicated that young adults are positive about product placements. The mediating role of brand attitude change in the relationship between attitude toward product placements and purchase intentions is established. The study provides valuable insights into the impact of execution factors on viewers’ responses. Implications and directions for future research are discussed based on the results of this study.

Understanding the Use of Social Media for Employer Branding

2015 ◽  
pp. 46-72
Author(s):  
Maxim Viktor Wolf ◽  
Julian Mark Sims ◽  
Huadong Yang
Keyword(s):  
Social Media ◽  
Human Resource ◽  
Human Resource Managers ◽  
Employer Branding ◽  
System A ◽  
Resource Managers ◽  
Employer Brand ◽  
Communication Flow ◽  
Use Of Social Media ◽  
The Impact

Employer branding applies marketing tools to promote an organisation as an employer to current and potential employees. The importance of strategic alignment between parts of the business has been highlighted in literature: marketing and human resource activities are no exception. On the contrary, the alignment of customer brand and employer brand is equally important to marketers and human resource managers. This chapter frames the creation and communication of the employer brand as a “strong communication system”. A framework for assessment of the system's strength is introduced and a practical application of this framework is demonstrated in two case studies. The conflict between the traditional top-down one-way marketing communication flow and bottom-up bi-directional communication on social media is highlighted and the impact of this apparent conflict on the system strength is discussed. Social media appears to change the way in which employer brand is created, communicated and perceived and this chapter aims in aiding the understating of this changes.

The impact of transactional and transformational leadership on employee intention to stay in deluxe hotels: Mediating role of organisational commitment

2020 ◽  
pp. 146735842097215
Author(s):  
Abu Elnasr E Sobaih ◽  
Ahmed M Hasanein ◽  
Meqbel M Aliedan ◽  
Hassan S Abdallah
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Affective Commitment ◽  
Positive Impact ◽  
Organisational Commitment ◽  
Intention To Stay ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

This study examines the impact of both transformational leadership (TFL) and transactional leadership (TCL) on employee intention to stay (ITS) in deluxe hotels. It also examines the mediating role of organisational commitment (OC) in the relationship between leadership styles, i.e. TFL and TCL, and ITS. A pre-tested questionnaire survey was self-administered to front-line employees in deluxe hotels in Egypt, where these leadership styles were prominent. The key findings showed that TFL has more positive impact on OC and ITS than TCL. Affective commitment (AC) and normative commitment (NC) were found to partially mediate the relationship between both leadership styles and ITS. Employees exhibit higher ITS when they perceive proper leadership practices, especially TFL. Hotel executives should place more emphasis and investments on TFL to effectively achieve OC and positively influence ITS which is critical for the hotel industry that often suffers from high employee turnover.

INTERORGANISATIONAL COLLABORATION FOR INNOVATION IMPROVEMENT IN MANUFACTURING FIRMS’S: THE MEDIATING ROLE OF SOCIAL PERFORMANCE

2019 ◽  
Vol 24 (05) ◽  
pp. 2050049 ◽  
Author(s):  
USAMA AWAN ◽  
ROBERT SROUFE
Keyword(s):  
Structural Equation ◽  
Structural Model ◽  
Social Performance ◽  
Manufacturing Firms ◽  
Innovation Performance ◽  
Necessary Condition ◽  
Performance Practices ◽  
Mediating Role ◽  
The Impact

The impact of collaboration on innovation performance has been investigated in many studies. This study provides a unique view on innovation performance by exploring the mediating role of social performance between collaboration and innovation performance. For this, a structural model was tested through an empirical investigation with partial least squares structural equation modelling (PLS-SEM) using a sample made up of 239 export manufacturing firms. The results of the empirical study show that social performance appears to be a necessary condition for innovation performance. Our findings confirm the great potential of addressing social concern increasingly drive innovation performance. The next decade is likely to be a period of rapidly expanding social performance practices in the manufacturing firms. The managers could foster sustainable innovation by collaborating customers and enhance their firm social performance.

scholarly journals The Impact of the Organizational Culture on Hotel Outsourcing and Sustainable Performance an Empirical Application in the Egyptian Hotel Sector

2020 ◽  
Vol 12 (22) ◽  
pp. 9687
Author(s):  
Mahmoud Gebril Taha ◽  
Tomás F. Espino-Rodríguez
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Structural Model ◽  
Negative Impact ◽  
Negative Relationship ◽  
Positive Influence ◽  
Future Research ◽  
Competing Values ◽  
Sustainable Performance ◽  
The Impact

In recent years, the concept of an organizational culture in hotels has held an important position on both a theoretical and practical level because this culture significantly affects organizational performance and the strategies adopted by hotels. Therefore, it is considered one of the key factors in determining hotels’ tendency towards outsourcing and sustainable performance. In this study, we aim to analyze the impact of the organizational culture on the level of outsourcing and sustainable performance. To do so, we will use the Competing Values Framework (CVF), which divides organizational culture into four typologies: hierarchical, group, rational, and development cultures. A personal questionnaire was administered to the directors or managers of 114 hotels located in two Egyptian cities: Hurgada and Sharm El Sheikh. The results of the structural model suggest the negative impact of the hierarchical and development cultures on the level of outsourcing. The results show a positive influence of the four types of organizational culture on sustainable performance, suggesting that these hotels have a strong interest in sustainability and the environment. The findings reveal a negative relationship between the level of outsourcing and sustainable performance. Finally, this study presents academic and practical implications, as well as recommendations for future research.

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