Implications For Employees Research Articles

Mapping the green human resource management practices: A systematic scoping review and its implications for employees’ well-being

BACKGROUND: Human Resource Management (HRM) has emerged as a crucial facet of organizational success, particularly in balancing profitability and environmental sustainability. The growing environmental concerns are reshaping HRM, giving rise to Green Human Resource Management (GHRM) practices. However, there is a critical need to understand the evolution and impact of GHRM. OBJECTIVE: This literature review explores the role of GHRM in fostering sustainable practices, employee well-being, and engagement within organizations. It aims to provide the groundwork for future research. METHODS: This study examined 204 selected journal articles from Scopus, Web of Science, and Google Scholar following PRISMA guidelines. The article underwent rigorous screening, data extraction, and analysis using NVivo 14 software. RESULTS: The literature review explored the theoretical underpinnings of GHRM practices. Scoping review provided insights into the depth of available literature, mapping revealed research gaps and thematic clusters. However, systematic review highlights GHRM’s role in organisational sustainability and employee well-being. CONCLUSIONS: GHRM emerges as a crucial factor in fostering environmental capabilities and steering the transition from traditional HR practices to eco-friendly approaches, paving the way for new paradigms. Moreover, practitioners must extend their considerations beyond routine organizational HR practices to enhance sustainable HR practices and employees’ well-being.

How coworker undermining leads justice-sensitive employees to miss deadlines

PurposeThis study examines how employees’ exposure to coworker undermining may lead them to miss work deadlines. It offers a particular focus on the mediating role of diminished organization-based self-esteem and the moderating role of justice sensitivity in this connection.Design/methodology/approachThe research hypotheses are tested with data collected among employees and supervisors who work in various industries.FindingsPurposeful efforts by coworkers to cause harm translate into an increased propensity to fail to complete work on time, because the focal employees consider themselves unworthy organizational members. The extent to which employees feel upset with unfair treatments invigorates this process.Practical implicationsFor employees who are frustrated with coworkers who deliberately compromise their professional functioning, diminished self-worth in relation to work and the subsequent reduced willingness to exhibit timely work efforts might make it more difficult to convince organizational leaders to do something about the negative coworker treatment. Pertinent personal characteristics can serve as a catalyst of this dynamic.Originality/valueThis study contributes to extant human resource management research by detailing the link between coworker undermining and a reduced propensity to finish work on time, pinpointing the roles of two hitherto overlooked factors (organization-based self-esteem and justice sensitivity) in this link.

What should I wear to work? An integrative review of the impact of clothing in the workplace.

Perceptions of clothing are complex, varying across individuals, situations, cultures, and time. Although there is very little research on the topic in our field, evidence from a wide variety of other disciplines points to the importance of clothing in the workplace. In this article, we review this evidence and identify three universal and distinctive clothing characteristics at work: formality, provocativeness, and fashionability. We also identify two other categories: uniforms and religiosity of clothing, which are tied to particular social groups. Drawing on attribution theory and the stereotype content model, we provide a cohesive conceptual framework in which clothing characteristics influence observers' perceptions of wearer's warmth and competence through observers' dispositional attribution processes. These perceptions, in turn, influence facilitation behaviors, such as providing support to wearers, and harm behaviors, such as negatively biased performance appraisal. We conclude by offering suggestions for future research and implications for employees and employers with regard to managing clothing choices and avoiding potential biases. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Applying Event System Theory to Organizational Change: The Importance of Everyday Positive and Negative Events

Decades of research have examined how employees experience organizational-level change events (e.g., “the merger”). However, employees can also experience “everyday change events” that occur at the individual-level as the change becomes routinized for their jobs. That is, individuals can react to organizational change events that are occurring at different hierarchical levels. Drawing on event system theory, we argue that employees’ commitment to the organizational-level change event can shape how employees anticipate and experience subsequent everyday change events. These negative and positive everyday change events can impact (a) how employees engage with their work, impacting their performance and (b) whether employees perceive that they are fairly treated, impacting their subsequent evaluations of organizational-level change. Our hypotheses were generally supported in a field sample in which employees were surveyed immediately after a merger was announced, participated in a daily diary study as the merger was implemented, and completed a second survey 2 weeks after the diary study. By applying event system theory to organizational change, we provide important theoretical and practical insights, including how an organizational-level event can exert top-down direct effects by impacting how employees anticipate and experience change on an everyday basis as well as how everyday negative and positive change events can subsequently impact employees’ commitment to the organizational-level change, creating bottom-up direct effects. We also illuminate the importance of considering the frequency and strength of both negative and positive events to understand what it is about everyday negative and positive events that has implications for employees and organizations.

The influence of voice quality, voice content, and managers’ mood on their evaluations of voice: An experimental investigation

Whether organizations can benefit from employee voice depends on the receiving managers’ evaluations, as proposals can be implemented, dismissed, or forwarded to superiors for consideration. Despite its important role in identifying valuable suggestions, research on managers’ evaluations of employees’ proposals is scarce. Grounded in the literature on employee voice, innovation management, social hierarchy, the Elaboration Likelihood Model, and the Hedonic Contingency Model, the current study addresses this research gap by investigating the influence of voice quality, voice content, and managers’ mood on managers’ evaluations of voice. The findings from using a factorial, between-subjects experimental design with 384 German managers as participants demonstrate that managers’ evaluations tend to be higher when voice is of high quality and that managers evaluate promotive voice higher than they do prohibitive voice. No direct or indirect influence of managers’ mood was identified. The study concludes with implications for employees and organizations, limitations, and directions for future research.

Aantekeninge: An update of recent labour law developments from South African courts 2024

Labour law is constantly evolving, with new cases and legal developments shaping how we understand and apply the law. This annual update, now in its sixth year, highlights and analyses significant labour law cases handed down between June 2023 and May 2024, focusing on their impact on legal science. Over the past year, courts have grappled with various complex issues related to employment rights. These cases have resolved disputes between parties and set important precedents that will guide future legal decision-making and scholarship. This update explores the key holdings and reasoning of these landmark cases and their implications for employees, employers and the broader legal landscape. The update aims to deepen our understanding of labour law and its practical application in the modern workplace. The cases discussed in this update have been carefully selected based on their potential to shape legal theory, challenge existing assumptions and spark new avenues of research.

Why employees engage in proactive career behavior: examining the role of family motivation

PurposeThis study established and examined a moderated mediation model connecting family motivation with proactive career behavior (PCB). Drawing on social cognitive career theory model of career self-management and person-environment fit theory, the authors posit that the influence of family motivation on PCB is mediated by career goal setting (CGS) and moderated by career support climate (CSC).Design/methodology/approachUsing multilevel modeling techniques, data were collected from 98 leaders and 416 employees at two-time points.FindingsResults show that family motivation has a positive direct and indirect effect on PCB through CGS. Additionally, CSC strengthens the positive effect of family motivation on PCB through CGS.Practical implicationsFor employees, proactive career management and the establishment of clear career goals are vital for fulfilling family responsibilities. Simultaneously, for managers and organizations, creating a supportive work environment is crucial to encourage employees in career management.Originality/valueWhile existing research highlights the detrimental effect of fulfilling family caregiving responsibilities on employees' career development, the comprehension of this relationship remains limited. Taking a family motivation perspective, this study explores the mechanisms through which family motivation stimulates employees to engage in PCB, with a specific focus on the moderating influence of CSC. The findings offer fresh insights into the role of family motivation in career development, contributing significantly to the broader literature on the intersection of family and careers.

To be or not to be a perfect parent? How the striving for perfect parenting harms employed parents

More and more employees aim to be perfect parents. However, it is largely unclear what implications this striving might have. Drawing on central theoretical principles of family-work research, we studied parenting perfectionism and its possible implications for employees' own and their intimate partners' family and work lives. In detail, we investigated how employees' parenting perfectionism relates to overprotection in their role as a parent and whether this overprotection, in turn, relates to employees' own family-work conflict (i.e., spillover) as well as to their partners' family-work conflict (i.e., crossover) via co-parenting conflicts. We also examined whether parenting perfectionism indirectly relates to employees' and partners' reduced well-being, family satisfaction, and weekly working hours over time. To test our hypotheses, we analyzed multi-wave (T1, T2 = one year later, T3 = two years later) survey data of 541 employed couples with parental obligation participating in The German Family Panel pairfam. Results from structural equation modeling showed that parenting perfectionism was indirectly related to employees' family-work conflict at T2 via overprotection at T1 and, ultimately, to their reduced well-being and family satisfaction at T3. Parenting perfectionism was also indirectly related to partners' family-work conflict at T2 via overprotection at T1 and co-parenting conflicts at T2. Our results highlight perfectionism's potential impact on oneself and others. Particularly, parenting perfectionism can permeate boundaries between family and work life and can affect both employees and their intimate partners. We discuss key theoretical insights of our findings for family-work and perfectionism research as well as implications for organizational practice.

"Everything's so Role-Specific": VA Employee Perspectives' on Electronic Health Record (EHR) Transition Implications for Roles and Responsibilities.

Electronic health record (EHR) transitions are increasingly widespread and often highly disruptive. It is imperative we learn from past experiences to anticipate and mitigate such disruptions. Veterans Affairs (VA) is undergoing a large-scale transition from its homegrown EHR (CPRS/Vista) to a commercial EHR (Cerner), creating a unique opportunity of shedding light on large-scale EHR-to-EHR transition challenges. To explore one facet of the organizational impact of VA's EHR transition: its implications for employees' roles and responsibilities at the first VA site to implement Cerner Millennium EHR. As part of a formative evaluation of frontline staff experiences with VA's EHR transition, we conducted brief (~ 15min) and full-length interviews (~ 60min) with clinicians and staff at Mann-Grandstaff VA Medical Center in Spokane, WA, before, during, and after transition (July 2020-November 2021). We conducted 111 interviews with 26 Spokane clinicians and staff, recruited via snowball sampling. We conducted audio interviews using a semi-structured guide with grounded prompts. We coded interview transcripts using a priori and emergent codes, followed by qualitative content analysis. Unlike VA's previous EHR, Cerner imposes additional restrictions on access to its EHR functionality based upon "roles" assigned to users. Participants described a mismatch between established institutional duties and their EHR permissions, unanticipated changes in scope of duties brought upon by the transition, as well as impediments to communication and collaboration due to different role-based views. Health systems should anticipate substantive impacts on professional workflows when EHR role settings do not reflect prior workflows. Such changes may increase user error, dissatisfaction, and patient care disruptions. To mitigate employee dissatisfaction and safety risks, health systems should proactively plan for and communicate about expected modifications and monitor for unintended role-related consequences of EHR transitions, while vendors should ensure accurate role configuration and assignment.

UNRAVELING THE GREAT RESIGNATION: A COMPREHENSIVE LITERATURE REVIEW ON THE WORKFORCE EXODUS PHENOMENON

Purpose- The purpose of this study is to provide a comprehensive analysis of the literature surrounding the Great Resignation(Tessema et al., 2022), a workforce phenomenon characterized by an unprecedented surge in voluntary job resignations (Hopkins & Figaro, 2021). By examining the various factors contributing to this mass exodus (Sheather & Slattery, 2021), as well as its implications for employees, employers, and the global economy (Natzel, 2021), this review seeks to offer valuable insights into the underlying causes and potential long-term consequences of this transformative event (Bartleby, 2021). Through a synthesis of existing research, the study aims to inform policy makers, human resource professionals, and organizational leaders on effective strategies to address the challenges posed by the Great Resignation, fostering a more resilient and adaptable workforce for the future. Methodology- Conduct a systematic search of academic databases (Jambo & Hongde, 2020), scholarly journals, and research publications focusing on the Great Resignation, workforce trends, employee motivation (O’Brien et al., 2022), and related topics. Sources will be selected based on their relevance to the study's objectives, methodological rigor (Garavan et al., 2019), and impact on the field. Establish clear criteria for including and excluding studies in the review. Inclusion criteria may involve publication date, research design (Tobi & Kampen, 2018), sample size, and relevance to the topic. Exclusion criteria may include studies with weak methodology, lack of sufficient data, or research that does not directly address the Great Resignation. Extract relevant data from the selected literature, such as study objectives, population, sample size, key findings, limitations, and conclusions. This data will be used to build a comprehensive understanding of the current state of research on the Great Resignation. Findings- The literature reveals a multitude of factors contributing to the Great Resignation, including employee burnout, desire for work-life balance, increased importance of mental well-being, job dissatisfaction, and remote work opportunities. The Great Resignation presents several challenges for organizations, such as talent retention, skill shortages, increased recruitment costs, and the need to adapt workplace policies and practices to cater to evolving employee expectations. Conclusion- In conclusion, this comprehensive literature review on the Great Resignation has provided valuable insights into the multitude of factors driving this workforce phenomenon and the implications for employees (Schmid & Dowling, 2022), employers, and the global economy. Based on the diverse factors identified, including employee burnout, work-life balance, mental well-being, job dissatisfaction, and remote work opportunities, it is evident that the Great Resignation represents a complex and multifaceted challenge. Keywords: Great resignation, literature review, workforce trends, employee motivation, job dissatisfaction JEL Codes: J21, J28, M54

Answerable for what? The role of accountability focus in line manager HR implementation

AbstractLine managers are often responsible for implementing HR practices in organizations. Why do some line managers implement HR practices as intended while others do not? We draw on the concept of accountability focus to highlight that managers' HR implementation behavior is driven by what they feel accountable for, and we examine how accountability focus is shaped by characteristics of managers' role. We test our theoretical model across two field studies: a three‐wave survey with managers and a study with dyads of managers and employees. When managers experienced more autonomy in their HR role, they felt more accountable for outcomes and were less likely to implement HR practices, but this was mitigated when managers also felt competent in their HR responsibilities. More competent managers felt more accountable for processes and in turn were more likely to implement HR practices, which positively related to employees' discretionary effort. Our findings highlight boundaries to managerial autonomy, and theoretical insights about the motivational mechanisms, which drive HR implementation, with implications for employees. We contribute to theory on managerial accountability by elaborating the nomological net of accountability focus and, by developing a measurement scale through several pilot studies, provide opportunities for further research.

Implications of employees who work while commuting: A moderated mediation analysis

BACKGROUND: The 2020 pandemic yielded significant changes to work – most notable was the shift from centralized to remote work. As employers called for the return to traditional office settings, workers resumed daily commutes to/from the workplace, resurrecting stressors like work overload, time constraints, and commuting strain. OBJECTIVE: We investigate (1) how commute strain affects employees’ work frustration, burnout, and satisfaction, and (2) how supportive supervisors and work climates may attenuate its negative implications. METHODS: Using a snowball sample of 403 workplace commuters obtained through various social media, we examined worker perceptions of commute strain, frustration, burnout, and dissatisfaction. We tested mediation and moderation hypotheses using OLS path modeling via the SPSS PROCESS macro. RESULTS: Results indicate that commute strain adversely affects work frustration, burnout, and job satisfaction. The negative frustration/satisfaction and burnout/satisfaction relationships were moderated by supervisor support and work climate, respectively. CONCLUSIONS: As more workers resume the daily commute, employers must be sensitive to the added strain associated with commuting and working while commuting as well as the serious downstream consequences of these strains. Fortunately, employers can moderate the severity of these consequences through supportive supervisors and work climates.

A Study on the Work Life Balance of the Employees

This study aims to explore the concept of work-life balance and its implications for employees, employers, and society as a whole. The research will investigate the extent to which individuals are able to balance their work and personal lives, and the factors that influence their ability to do so. Additionally, the study will examine the impact of work-life balance on job satisfaction, employee well-being, and overall productivity. Through a combination of quantitative and qualitative methods, the research will provide insights into the current state of work-life balance practices in various industries and offer recommendations for improving work-life balance for employees. The study will contribute to the ongoing discussion on work-life balance and its importance in creating a sustainable and healthy workforce.

Lying on a CV: the consequences for all

Mark Stevens and Adam Bernstein discuss the importance of being honest on a CV and the implications for employees and employer.

Relocated Employees’ Experience with the Costs and Benefits of Video Technology for Maintaining Relationships

Relocation as a result of a job opportunity or as part of a current job has increased in recent years in the United States. The frequency with which employees are relocating makes exploring employees’ perception of the costs and benefits of technology for maintaining family relationships useful. The purpose of this qualitative descriptive study was to explore how employees who have relocated for employment opportunities perceive the costs and benefits of video technology as an option for maintaining family relationships, for employees working in a company located in the United States. The sample consisted of 25 employees at a healthcare facility in the state of Florida who had relocated for employment opportunities and had used video technology to maintain relationships with family members in another location. Data collected from semi-structured interviews, open-ended questionnaires, and a focus group were analyzed through thematic analysis. Findings provided evidence that relocated employees perceived video technology to be an important tool to help maintain work–life balance when they were away from their family. The employees’ perception of the benefits of video technology in maintaining family relationships included closeness despite distance and tangibility of the person. These findings have implications for employees who have relocated, employees considering relocation, and families of employees, as well as organization leaders and human resource departments.

Job engagement trajectories: Their associations with leader–member exchange and their implications for employees

AbstractThe present study seeks to achieve a dynamic understanding of employees' job engagement trajectories, and of their time‐structured associations with leader–member exchange (LMX) and outcomes related to psychological adaptation (turnover intentions, emotional exhaustion, job satisfaction and life satisfaction). A sample of 285 employees was surveyed three times (6 months apart) over a 1‐year period. Results revealed that employees' global job engagement followed high and stable trajectories, their specific cognitive and emotional job engagement followed slightly decreasing trajectories, and their specific physical engagement displayed non‐linear trajectories characterized by an initial decrease followed by a slight increase. Specific LMX contribution and LMX professional respect were associated with positive fluctuations in global job engagement, whereas global LMX was associated with positive fluctuations in specific emotional engagement. Specific LMX loyalty and LMX affect (at Time 1 only) were associated with positive fluctuations in specific physical engagement, whereas global LMX was negatively associated with these fluctuations. Higher global job engagement and specific emotional engagement were associated with negative fluctuations in turnover intentions and emotional exhaustion and with positive fluctuations in job satisfaction. Higher specific physical engagement was associated with negative fluctuations in job satisfaction, whereas higher specific cognitive engagement was associated with lower life satisfaction.

Ethical leadership and workplace behavior in the education sector: The implications of employees' ethical work behavior.

The study aimed to examine the effect of ethical leadership on employees' ethical work behavior. Furthermore, this study examined the mediating role of organizational commitment in the relationship between ethical leadership and employees' ethical work behavior. This study was conducted in a public-sector educational organization, and 500 questionnaires were distributed among targeted employees. Out of these, 400 valid responses were received from individuals working in the education sector in China. The findings showed a positive and significant impact of ethical leadership on employees' ethical work behavior. We found that organizational commitment also significantly mediates the relationship between ethical leadership and employees' ethical work behavior. The practical implications of the current study are useful for all organizations in the public sector. As ethical leadership is positively related to employees' work behavior, we recommend that organizations should develop and conduct such training programs to promote ethical work behavior. Leaders with a strong sense of ethics should be hired to encourage ethical work behavior within the organization. Furthermore, organizations can conduct management training programs, seminars, and workshops to encourage such behavior. Ethical behavior can be encouraged among employees by making it a clear requirement of their jobs. To achieve positive results, top management and leadership must educate employees on the value and importance of ethical behavior in the workplace.

The Impact of Employees' Perception of Smart Cities on Employee Green Behavior: A Moderated Mediation Model

<abstract> <p>The issuance of the 2022 White Paper on Smart Cities has brought the notion of smart cities to the forefront. This conceptual framework revolves around green and sustainable development, aligning seamlessly with China's mission to strengthen ecological civilization in the contemporary era. In this study, we delve into the implications of employees' perception of smart cities on their ecologically conscious behaviors, drawing upon the frameworks of self-determination theory. The empirical analysis encompasses 306 employee respondents hailing from diverse enterprises and backgrounds. The findings extracted from this investigation reveal several crucial insights: (1) A robust and positive correlation between the employees' perception of smart cities and their eco-friendly behaviors; (2) corporate environmental responsibility assumes a partially mediating role between the employees' perception of smart cities and eco-friendly behaviors; (3) environmental awareness emerges as a constructive moderator in the interplay between corporate environmental responsibility and employees' eco-friendly behaviors; (4) notably, the impact of employees' perception of smart cities on employees' eco-friendly behaviors assumes greater prominence when environmental awareness is high, signifying an intensified indirect relationship. This dynamic underscores that during periods of heightened environmental awareness, the influence of employees' perception of smart cities on eco-friendly behaviors becomes more pronounced, reinforced by a more substantial indirect influence channeled through corporate environmental responsibility. These findings enhance the theoretical underpinnings of self-determination theory. Enterprises are encouraged to underscore and incentivize employees' pro-environmental behaviors, integrate environmental preservation paradigms into corporate culture and enhance green management initiatives, synergistically advancing shared ecological objectives for both enterprises and employees.</p> </abstract>

Does after-hours work-related information and communication technology use promote work engagement? A preliminary daily Dairy study

There has been growing research interest in after-hours work-related information and communication technology (WICT) use and its implications for employees and organizational effectiveness. Two themes have emerged as a result: while the first theme shows after-hours WICT use negatively affects employees’ well-being and performance, the second theme promotes the positive impact of such use on employees’ attitudes and performance. Using the job demands-resources model, the “too-much-of-a-thing” perspective and personal psychological resource depletion research, we integrate the two themes by investigating the curvilinear effect of after-hours WICT use on next day work engagement and the moderating effect of day of the week on this relationship. A daily-diary dataset from physicians over six days provides support for most of the predicted relationships. This study contributes theoretically by integrating the two themes and responding to calls for such studies and practically by providing recommendations on how to manage knowledge workers.

Guest editorial: Work from anywhere: implications for employees and organizations

Guest editorial: Work from anywhere: implications for employees and organizations