Human Systems Management - Volume 41, issue 5

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. 41, no. 5, pp. 535-551, 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. 41, no. 5, pp. 553-565, 2022

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. 41, no. 5, pp. 567-581, 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. 41, no. 5, pp. 583-596, 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. 41, no. 5, pp. 597-611, 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. 41, no. 5, pp. 613-627, 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. 41, no. 5, pp. 629-642, 2022