Human Systems Management - Volume 41, issue 6

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. 41, no. 6, pp. 643-654, 2022

Authors: Wu, Jinnan | Guo, Shanshan | Zhang, Wenpei | Shin, Donghee | Song, 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 findings expand the understanding of the mechanisms underlying the relationship between techno-invasion and employee satisfaction in the Chinese context. Moreover, the findings have important implications for employers and employees that the interaction and matching of work environment, family environment, and individual preferences need to be considered to reduce the negative impact of techno-invasion on job satisfaction. 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. 41, no. 6, pp. 655-670, 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 suggestions 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. 41, no. 6, pp. 671-684, 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. 41, no. 6, pp. 685-697, 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. 41, no. 6, pp. 699-716, 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. 41, no. 6, pp. 717-729, 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 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. 41, no. 6, pp. 731-743, 2022