Human Systems Management - Volume 41, issue 3

Authors: Kolmykova, Marina | Troyanskaya, Marija | Aralbaeva, Galiya | Seliverstova, Nadezhda | Chetverikova, Nadezhda

Article Type: Research Article

Abstract: BACKGROUND: Digitalization has transformed the modes of work, communication and collaboration in the workplace, which is a challenge for all organizations, requiring the adaptation of structures, strategies, leadership and management culture. In the study, it is proposed to consider management culture as a potential factor that determines the competitive management of the network structure of supply chains. Despite numerous studies dedicated to supply chains digitalization, there’s lack of researches dedicated to deep investigation of management culture transformation in context of the digitalization of supply chains requires. OBJECTIVE: The purpose of the study is to identify the determinants contributing …to the transformation of management culture in context of supply chain digitalization. METHODS: The study is conceptual research that links management culture and the supply chain. Based on the evolutionary dynamism of the theory and practice of management culture, two aspects of culture have been identified: national psychology (subjective beliefs) and company potential (values and behaviour of personnel). RESULTS: It is assumed that the most effective culture in context of supply chain digitalization is digital culture as it is focused on the external environment. It has been found that the key determinants of the change are the values and behaviour of the personnel, and as a result, they create an effective approach to the management culture transformation. CONCLUSIONS: The results of the study allow managers to assess the established organizational culture that facilitates or hinders the activities of the business in order to successfully implement and achieve the goals set. The results of this study can be applied by top managers of companies facing digitalization of supply chains in developing HR and managerial policies and programs. Show more

Keywords: Organizational culture, management culture, human capital, Industry 4.0, digital culture

DOI: 10.3233/HSM-211186

Citation: Human Systems Management, vol. 41, no. 3, pp. 315-326, 2022

Authors: Sahai, Shikha | Ciby, Mariam Anil | Dominic, Elizabeth

Article Type: Research Article

Abstract: BACKGROUND/OBJECTIVE: With the advent of COVID-19 pandemic, home-based teleworking has become the new normal. Researchers have suggested workplace isolation as the most frequently reported employee concern of teleworkers. Workplace isolation is reported to have many undesirable outcomes. However, limited studies have examined the influence of workplace isolation on mental health and its underlying mechanisms. Drawing from the emotion-centered model of occupational stress and conservation of resources theory, the purpose of this study is to examine the relationship between workplace isolation and mental ill-health with negative emotions as a mediator and psychological capital as a moderator. METHODS: The data …was collected from 322 home-based teleworkers working in Information Technology companies in India using a survey method. The data was analyzed using SmartPLS, SPSS and PROCESS macro. RESULTS: The results suggest the following. First, workplace isolation was associated with mental ill-health and negative emotions mediated this relationship. Second, psychological capital was found to buffer the effects of workplace isolation on negative emotions. Third, the conditional indirect effect of workplace isolation on mental ill-health through negative emotions was weaker in the presence of high psychological capital. CONCLUSION: The current study is the first one to examine the mediating role of negative emotions and the moderating role of psychological capital in the relationship between workplace isolation and mental ill-health among home-based teleworkers. This study demonstrates the importance of psychological capital as a personal resource that can help in coping with the negative effects of workplace isolation. Show more

Keywords: Isolation, workplace isolation, psychological capital, PsyCap, mental health, negative emotions, telework, work from home, home-based telework, high intensity teleworking

DOI: 10.3233/HSM-211178

Citation: Human Systems Management, vol. 41, no. 3, pp. 327-339, 2022

Authors: Afshan, Gul | Serrano-Archimi, Carolina | Landry, Guylaine | Javed, Uzma

Article Type: Research Article

Abstract: BACKGROUND: Most leadership theories, such as transformational, ethical, and servant leadership, emphasize the notion that leaders influence their followers’ in-role and extra-role work performance by treating them collectively and similarly. On the other hand, leader-member exchange (LMX) theory challenges this idea and argues that leaders treat followers differently and have high-quality exchange relationships with some followers and low-quality ones with others. However, few studies have examined LMX differentiated relationships in social contexts. OBJECTIVE: This study aims to investigate the role of employee leader-based self-esteem (LBSE) (i.e., employees’ self-evaluation of their worth derived from the quality of the relationship …with their supervisor) in the relationship between LMX and two types of performance: task performance and organizational citizenship behaviour at individual level (OCB-I). Using an integrated theoretical framework of social comparison and self-consistency theories, we develop a moderated mediation model in which the mediating role of LBSE in the LMX-task performance and OCB-I relationships is conditional on the values of LMX social comparison (LMXSC). METHODS: Using a research sample of 298 manager-employee matching dyads working in 43 branches of a leading bank in Pakistan, results of hierarchical multiple regression analyses provided support for our developed model. RESULTS: We found that LMX positively led to LBSE which, in turn, served as a mediator between LMX and both performance types, with a stronger effect on OCB-I. We also found that by moderating the relationship between LMX and LBSE, LMXSC moderated the mediating role of LBSE, which had stronger effect on performance at high values of LMXSC than at low values. CONCLUSIONS: Following these findings, we discuss the contributions that this study offers to LMX and self-esteem literature and its managerial implications. Show more

Keywords: Leader-member exchange, social comparison, leader-based self-esteem, task performance, organizational citizenship behaviour

DOI: 10.3233/HSM-211226

Citation: Human Systems Management, vol. 41, no. 3, pp. 341-356, 2022

Authors: Nyame, Gabriel | Qin, Zhiguang | Ampomah, Ernest Kwame

Article Type: Research Article

Abstract: BACKGROUND: Knowledge is a source of competitive and strategic resource for many small- and medium-sized enterprises (SMEs). Securing knowledge assets through secured knowledge management systems (KMS) is a critical concern among SMEs. Due to the socio-technical nature of KMS, the security quality of KMS is an influential factor in KMS adoption by SMEs. OBJECTIVE: This study examines the effects of the security quality of KMS and the task-technology fit on KMS adoption among SMEs in Ghana. It further investigates whether or not the security quality of KMS affects the ease of use of KMS among SMEs. …METHODS: Using a structured questionnaire, data were gathered from 281 IT professionals from 67 SMEs in Ghana. We used the technology acceptance model (TAM) to find out how security quality and task-technology fit (TTF) affect users’ acceptance of KMS. To facilitate the data collection process and to strictly focus on small and medium-sized enterprises, we excluded enterprises having 100 or more employees. The analyses used for this study focused on the key constructs and they included correlation, factor analysis, and multiple regression analysis. RESULTS: The study found that both perceived ease of use and perceived usefulness influence users’ behavioral intention to accept KMS. Perceived ease of use has a positive relationship with perceived usefulness. Also, the security quality of KMS was found to affect both perceived usefulness and perceived ease of use. However, the effect of the relationship between the security quality of KMS and perceived ease of use is higher when moderated by TTF. CONCLUSIONS: The security quality of KMS is fundamental to strengthening knowledge as a source of competitive advantage for most enterprises. It is important for managers to recognize security quality as an opportunity rather than a threat to advance and sustain their competitiveness as well as ensuring knowledge-sharing success. Show more

Keywords: Knowledge management systems, technology acceptance model, security quality, task-technology fit

DOI: 10.3233/HSM-211227

Citation: Human Systems Management, vol. 41, no. 3, pp. 357-374, 2022

Authors: Solangi, Rukhman | Afshan, Gul | Siyal, Saeed | Shah, Samar Batool

Article Type: Research Article

Abstract: BACKGROUND: Given the importance and issues about the hospitality industry, commitment has remained a significant concern for human resource managers and researchers. This paper aims to develop the insights by assessing perceptions of training and work engagement as predictors of commitment among hospitality employees in Pakistan. OBJECTIVE: Following social exchange theory, this study investigated the relationship between five training perceptions: perceived access to training (PAT), motivation to learn (MLT), perceived benefits (PBT), perceived supervisory support (PSST), and coworker support (PCST) and the affective commitment via work engagement. METHOD: Employing survey-based data, this study analyzed 239 responses …from the front-line employees in Pakistan’s hospitality industry. RESULTS: Smart-PLS results reveal that only PAT and PCST significantly predicted affective commitment out of five training perceptions. Similarly, work engagement was found to mediate the relationship between training perception and affective commitment except for MLT. The study also found that work engagement had the most substantial mediating effect between PSST and affective commitment. CONCLUSION: Organizations invest a lot of money in training and developing their employees to derive desired organizational outcomes. Therefore, it is important to consider perceptions of training while designing and delivering training. For organizational commitment, it is important that employees feel motivated to contribute to the organization and reciprocate with engagement and commitment with the organization. Show more

Keywords: Training, coworker support, affective commitment, supervisory support

DOI: 10.3233/HSM-211189

Citation: Human Systems Management, vol. 41, no. 3, pp. 375-392, 2022

Authors: Stor, Marzena | Haromszeki, Łukasz

Article Type: Research Article

Abstract: BACKGROUND: Competency management (CM) is one of the basic subfunctions of HRM, which can significantly affect the results achieved by organizations. This is because the competencies of employees have become the key capital of enterprises and a factor of their success. Research on the relationships between CM and organizational performance results in Polish MNCs creates a research gap due to the object and subject of research. OBJECTIVE: The main goal of the article is to identify the potential regularities that may exist between the advancement level of CM and its composing activities and the company financial performance results. …Of particular interest are the relationships that may appear between the studied variables in the context of their relationships with other subfunctions of HRM and the significance of human capital as a competitive factor. METHODS: The research sample includes 200 non-financial business entities with Polish capital, whose headquarters are in Poland, and local subsidiaries are located outside the country. The research was conducted using CATI and CAWI methods. Descriptive and correlation statistics were used to analyze the collected empirical data. RESULTS: Two fundamental regularities are observable. It turns out that the higher the advancement level of activities within CM, and in particular its links with other HRM subfunctions, the better the financial results of enterprises. CONCLUSIONS: The empirical research results lead to the conclusion that human capital is treated as a company’s competitive factor, and CM is of significant meaning to the financial results of the organization. Show more

Keywords: Competency management, financial results, multinational company, human factor, competitive factor

DOI: 10.3233/HSM-211515

Citation: Human Systems Management, vol. 41, no. 3, pp. 393-405, 2022

Authors: Wen, Decheng | Yan, Dongwei | Sun, Xiaojing

Article Type: Research Article

Abstract: BACKGROUND: Employee satisfaction, employee engagement and turnover intention have always been hot issues in the study of sustainable human resource management. Understanding the relationship among the three is critical for both researchers and human resource practitioners. OBJECTIVE: This study aims to distinguish the effects of employee satisfaction on employee engagement and turnover intentions, and explore the mediating roles of employee engagement and the moderating effects of position level. METHODS: Structural equation modelling and questionnaire. RESULTS: Pay satisfaction, satisfaction with supervisor, satisfaction with work itself, and satisfaction with promotion have positive impacts on employee engagement …significantly. Pay satisfaction, satisfaction with supervisor, satisfaction with promotion, satisfaction with co-workers have negative impacts on turnover intention. Employee engagement has a negative impact on turnover intention. Employee engagement partially mediates the relationships between satisfaction with supervisor and turnover intention as well as satisfaction with promotion and turnover intention. The moderating roles of position level between satisfaction with supervisor, satisfaction with co-workers and turnover intention have been supported by data. CONCLUSIONS: This paper validates the relationship among employee satisfaction, employee engagement and turnover intention, and the moderating role of position level systematically. Some suggestions are provided for practitioners in the area of human resource management. Show more

Keywords: Job satisfaction, employee engagement, turnover intention, diversity, position level

DOI: 10.3233/HSM-211505

Citation: Human Systems Management, vol. 41, no. 3, pp. 407-422, 2022