Mechanism For Employees Research Articles

The acceptance of digital intelligence technology in megaproject organisations from the perspective of innovation diffusion

ABSTRACT To investigate the mechanism of employee acceptance of digital intelligence technology under technological innovation change in megaproject organisations, this study clarifies the mechanism of technological innovation diffusion in Chinese megaproject contexts. By constructing a multi-layer dynamic theoretical model of megaproject employee acceptance research, the study explores the interaction effects of multiple factors at the organisational level in the innovation diffusion process and the mechanisms of employees’ willingness to accept digital intelligence technologies. The results show that: the organisational level has a greater influence on the pre- and mid-term diffusion of innovation; the technological level gradually increases its influence on employees’ individual acceptance at the stage of innovation awareness formation; and the environmental level helps form the initial acceptance attitude. The individual level in the later stages of innovation diffusion strongly influences employees’ acceptance. The different types of megaprojects moderate the organisational model, while the interference effect of the innovation type of digital intelligence technology is not significant. The innovation of the study lies in analyzing the mechanism of innovation diffusion in the context of megaprojects along the path of innovation diffusion and exploring the interplay between organisational and individual dimensions on individual employees’ willingness to accept.

The impact of leader humor on employee job crafting: a self-determination perspective

PurposeThe purpose of the research is to examine the impact of leader humor on employee job crafting. Using the insights from self-determination theory (SDT), we investigate the underlying mechanism of employees’ flow at work and the moderating role of employees’ playfulness trait.Design/methodology/approachWe adopted a three-wave field survey of 306 employees recruited from various industries. The moderated mediation model was examined using latent structural equation model analysis.FindingsResults revealed that leader humor positively affected employees’ flow at work and subsequent job crafting. Moreover, both the direct effect of leader humor on employees’ flow at work and the indirect effect of leader humor on employees’ job crafting via flow at work were amplified by employees’ playfulness trait.Practical implicationsLeaders are encouraged to use jokes and humorous language to facilitate job crafting among playful subordinates. Organizations can create a work environment conducive to flow at work through job redesign, regardless of employees’ levels of playfulness trait.Originality/valueThe paper uncovers the critical role of flow in the relationship between leader humor and employee job crafting and identifies employees’ playfulness trait as a boundary condition in which leader humor works.

Support or Suppress? Research on the Mechanism of Employee's GNS on Innovation Performance: From the Perspective of Status Competition.

The purpose of this paper is to investigate how supervisor’s mental state and behavior choice affect the relationship between employees’ strong growth need (GNS) and their innovation performance. Using 210 sets of supervisor-subordinate dyads data from two-wave survey, this research reveals that GNS has a significant positive effect on innovation performance, and leader–member exchange (LMX) mediates the effect of GNS on innovation performance. Supervisor perceived status threat moderates the relationship between GNS and LMX, such that this relationship gets weaker for supervisors with higher perceived status threat. Furthermore, supervisor perceived status threat moderates the relationship between GNS and innovation performance, such that this relationship becomes weaker for supervisors with higher perceived status threat. The study concludes with theoretical and practical implications, as well as future research avenues.

Leader's Implicit Followership and Employees' Innovative Behavior: Chain Mediation Effect of Leader-Member Exchange and Psychological Empowerment.

In the Chinese society, where power distance is high, leaders’ attitudes and behavior toward employees determine their career development as well as affect the entire team’s performance. Therefore, exploring the kind of employees that leaders expect in China is essential. Based on implicit followership theory perspective, this study considers leaders’ positive implicit followership (LPIF) as the main research variable and examines its influence on employees’ innovative behavior (EIB). Moreover, it explores the multiple mediation effect of the leader–member exchange (LMX) relationship and psychological empowerment (PE) in this influence mechanism. The study sample comprised 389 leaders and their direct employees at 45 large- and medium-sized enterprises in Shandong, Beijing, Hebei, Shanghai, Shanxi, Zhejiang, and other regions of China. We used the leader–employee 1:1 matching questionnaire, and the longitudinal research design was adopted to avoid homology variance, making the study results more realistic and reliable. This study used the SPSS 26.0 and AMOS 26.0 statistical software to verify the hypotheses. Our findings show that LPIF has a significant positive effect on EIB, and LMX and PE have multiple mediation effects on the relationship between LPIF and EIB. When the level of LPIF is high, LMX and PE are also enhanced, which in turn promotes the increase in EIB. This study provides a new perspective for subsequent research on the psychological mechanism of employees and suggests an important method for understanding leadership and following processes in an organization. It plays a guiding role for the management practice of an enterprise, selection of leaders, and training of employees.

Analysis on the Influence Mechanism of Employees’ Active Behavior Based on Data Mining and Mobile Edge Computing Technology

High-level comprehensive talents are an indispensable key factor for enterprises to achieve sustainable development in a modern society with global integration, highly developed computer network technology, and information technology. Organizations must set new standards for employee job performance in the current environment, which necessitates active participation on the part of employees. The impact mechanism of employees’ active behavior is examined using data mining and mobile edge computing technology in this study. Collect data using mobile computing nodes, build a data analysis model based on data mining theory, and change the traditional data processing method of businesses by optimizing their existing business data processing processes. We can grasp the influence mechanism of employees’ active behavior and discover potential information relationships using multidimensional data analysis. The true cause of employee active behavior influence mechanism data was determined. In addition, the mediating effect of responsibility and the moderating effect of contract type are investigated, as well as the impact of psychological contract satisfaction on proactive behavior among employees.

Spoiling for a fight: A relational model of daily work‐family balance satisfaction

Previous studies demonstrate that both work and family factors explain employees’ work‐family balance satisfaction (WFBS); however, relatively less is known about the within‐person dynamics of WFBS on a daily basis. In this study, we adopt a relational perspective and draw on Cognitive and Affective Processing System and Conservation of Resources theories to clarify work and family relational influences on WFBS. First, we examine the effects of both work and family interpersonal conflict on WFBS through the mechanisms of employees’ negative work reflection and negative affective state. Second, we test whether job and family crafting behaviours, especially increasing job and family social resources, serve as personal resources that buffer the negative influences of work and family interpersonal conflict. Findings from our daily study indicate that negative work reflection mediates work interpersonal conflict and WFBS, while negative affect mediates family interpersonal conflict and WFBS. Interestingly, we only found support for the beneficial moderating role of increasing family social resources but not increasing job social resources. We discuss theoretical and practical implications as well as future research directions.Practitioner points Organizations and practitioners should provide interventions (e.g., conflict resolution workshops, team‐building programs, or counselling services) that can resolve occurrences of work and family interpersonal conflict, thereby preventing its harmful role in daily work‐family balance satisfaction. Managers may offer formal and informal support enhancing employees' daily relational crafting behaviours, especially increasing family social resources, which can mitigate the detrimental effect of family interpersonal conflict on work‐family balance satisfaction.

Relational Leadership and Work-life balance: The Moderated Mediating Role of Relational Energy

Work-life balance is becoming increasingly important to employees in contemporary society with demands from different roles in life. This paper investigates how employees’ work-life balance can be improved by examining relational perspectives of leadership and human energy. By drawing on social contagion theory, our research provides a theoretical framework to investigate the moderating mediation effect of influences of relational leadership on work-life balance through the mediating role of relational energy and the moderating role of core self-evaluation. The findings from a three-wave survey of 432 employees demonstrate that relational leadership exerts a positive effect on employees’ work-life balance through the mechanism of employees’ relational energy. Core self-evaluation strengthens this mediating effect of relational energy on the relationship between relational leadership and work-life balance in such a way that the mediating effect is stronger with high core self-evaluation. The paper offers both theoretical importance by confirming the novel energizing pathway for employees’ work-life balance and its boundary condition (i.e., employees’ core self-evaluation) and managerial implications for how employees’ work-life balance can be enhanced through managers’ leadership practice.

Work-From-Home Adjustment in the COVID-19 Pandemic: The Role of Psychological Climate for Face Time

The COVID-19 pandemic has led many organizations to mandate large-scale full-time work-from-home (WFH), shattering the dichotomy between remote workers and those who are physically in the office. Emerging findings on full-time WFH have not yet brought clarity on the causes and mechanisms of employees’ well-being and productivity in this context that contrasts with prior-pandemic work. Drawing on the transactional theory of stress (Lazarus & Folkman, 1984), we argue that employees who perceive their organization’s psychological climate as emphasizing face time may appraise full-time WFH as a threat and, as a result, perceive higher availability expectations on the part of their organization. We further argue that this relationship will be stronger in the US than in Europe, where emploment protection is higher. In turn, perceived expectations of extended availability predict WFH adjustment, a multi-dimensional affective, behavioral, and cognitive construct we borrow from expatriate adjustment’s literature to guide future research on WFH. In a two-wave study on an organizational sample of 532 employees working in the US and in Europe, we find that a psychological climate for face time hampers employees’ adjustment to WFH through increased perceptions of availability expectations, and that this process is exacerbated in the US.

Motivation as a mechanism for employees’ performance: a case study of Samberi Hypermarket, Vladivostok, Russia

Employees are the lifeblood of every company. Hence, Employee collaboration cannot be substituted for in order for any company to function smoothly and without interruption. Therefore, employees must establish a positive and professional relationship with their coworkers in addition to having a successful relationship with top management. But in this era of competition many organizations tackle the problem of motivating their workers. as a result of lack of intrinsic and extrinsic motivation many employees leave their job. In this research we have meticulously focused on the lack of motivation outcomes as a result of which many employees have left their job in Samberi Hypermarket, Placed in Vladivostok city of Russia. The following study is a self-conducted investigation into how motivational tools affect employee performance in order to improve it. Descriptive statistical analysis techniques were used to examine the results. To investigate the role of motivation and the consequences of its deficit, we distributed 100 questionnaires from which we received 100 back 50 males and 50 females respondents (N=100) from Samberi hypermarket. In Samberi, a lack of motivation had a major effect on bad results and work quitting.

Мотивація персоналу сільськгосподарських підприємств в умовах інноваційного розвитку

The arƟcle reveals the role of employee moƟvaƟon of agricultural enterprises in terms of innovaƟve development. In modern condiƟons of innovaƟon development there is an insufficient level of employee moƟvaƟon of agricultural enterprises to intensify innovaƟon acƟvity. There is a problem in understanding the essence of moƟvaƟon, due to the mulƟplicity of approaches and methods of its study. The interpretaƟon of the concept of “moƟvaƟon” by Ukrainian and foreign scienƟsts is given. In modern condiƟons to ensure, the effecƟve funcƟoning of agricultural enterprises there is a need for innovaƟve acƟvity of employee. ScienƟsts’ interpretaƟon of the concept of “innovaƟon” is presented. Based on the generalizaƟon of different views of scienƟsts, it is established that there is no single posiƟon on the definiƟon of “innovaƟon”. In modern economics, the quesƟon remains: is innovaƟon the result of innovaƟon or is it a process of implemenƟng a new idea? Employees must form effecƟve management of agricultural enterprises based on the percepƟon of innovaƟons. The mechanism of employee moƟvaƟon of agricultural enterprises in the condiƟons of innovaƟve development is offered, which provides response to innovaƟve, economic, social, ecological changes, where the emphasis is made on increase of business acƟvity of workers, on their encouragement to introducƟon and fast percepƟon of innovaƟons. In modern condiƟons, the development of innovaƟve acƟviƟes of agricultural enterprises is on the verge of synthesis of scienƟfic knowledge and tangible assets. The modern management system of an economic enƟty should be based on the principle of development of its staff and the development of a mechanism for moƟvaƟng employees of agricultural enterprises to intensify innovaƟon. It was found that the percepƟon of innovaƟons by employees of the enterprise is their ability to implement innovaƟons, which is characterized by the Ɵme of implementaƟon. It is established that a well-built mechanism of staff moƟvaƟon contributes to the formaƟon of appropriate incenƟves and working condiƟons under which employees will work to achieve the goals of the enterprise. PosiƟve results of moƟvaƟonal measures to intensify innovaƟon in the agricultural enterprise will be achieved by encouraging employees to self-development to ensure their professional growth.

РАЗВИТИЕ МЕТОДИКИ ОЦЕНКИ ИНТЕЛЛЕКТУАЛЬНОГО КАПИТАЛА В ОРГАНИЗАЦИИ

Currently, due to the intensive development of intellectual capital, it is becoming the pillar of innovative and high-tech development. Intellectual capital includes such elements as knowledge, skills, qualifications, abilities, mental abilities, employee experience – they maximize profits and other economic and technical results. To improve intellectual capital, innovative, scientific and technical centers and multifunctional centers of applied expertise, sites, educational and technological complexes are being created; corporate programs for employees’ advanced training and self-development are being launched; professional standards are being introduced; new mechanisms of employees’ material and non-material motivation and incentives are being developed; research and development are being funded; corporate-wide contests of professional excellence are being held; talent pools (personnel reserves) are being formed. In this regard, a need arises in society for measuring intellectual capital correctly, for obtaining accurate results and applying the obtained data efficiently, that is, for raising the level of intellectual capital of enterprises in the future. The article compares various methods for measuring the intellectual capital of an organization, identifies the advantages and disadvantages of each of the methods, as well as the features of their application. Based on the formulated recommendations, using the methods of market capitalization on the example of Kamaz and KuibyshevAzot companies, the ways of improving the methodology to obtain the most reliable result are proposed.

Research on the Influence Mechanism of Disabled Staff Performance from the Perspective of Advantages

From the perspective of superiority, this article is based on the theory of leadership style, using grounded theory research methods to explore and analyze the impact mechanism of disabled employees’ performance in the local environment. The research results show that: 1) Spiritual leaders can influence their performance by improving the organizational commitment and organizational self-esteem of disabled employees. 2) The influence of spiritual leaders on the performance of disabled employees is affected by organizational support. The research findings reveal the “black box” of the performance impact mechanism of employees with disabilities, enrich and supplement the existing leader theory, provide a preliminary theoretical framework for follow-up related empirical research, and provide theory for organizations to stimulate disability employee performance in management practice.

Monitoring of the impact factors of employee compensation incentive of big data enterprises based on structural equations

Through the perspective of employees of big data enterprises in Jiangsu, Zhejiang and Shanghai, data were obtained in the form of questionnaire research, the significance of the influence factors of compensation incentive is evaluated, and the use of the empirical method of structural equations is obtained, and all indicators play a positive incentive role. Among them, the four indicators of salary performance, prospect promotion, equity incentives and welfare benefits are highly motivating. At the same time, four countermeasures are put forward:1. While implementing long-term and short-term salary incentives, pay attention to the principle of ability and performance first; 2. Provide basic benefits and improve the retirement mechanism for employees; 3. Strengthen humanistic care and create simple interpersonal relationships and good communication atmosphere; 4. Improve the post promotion mechanism, clear employee career channel.

Investigating the Relationship between Workload-Resources and Exhaustion of Nurses and Police Officers in Namibia

A lot has been published on burnout within the service industry; however, an in-depth investigation of job stressors and burnout in both the safety and health sectors of Namibia has been left unexplored. This study investigated the relationship between job demands-resources and burnout. Burnout occurs when an individual is exposed to emotional and interpersonal stressors on the job (exhaustion, cynicism and professional efficacy). Job demands require continuous efforts and job resources are aspects of the organisation that are helpful in achieving goals, reducing costs of job demands and stimulating growth and development. The sample is made up of police officers (n=482) and nursing staff (n=672) from various regions within Namibia (n=1154). Results were analysed using the SPSS (version 24) to assess the relationships between the variables. The results revealed exhaustion had a relationship with the workload, resources and organisational support. Lower levels of workload, accompanied with higher levels of resources and organisation support would reduce exhaustion. The workload can be managed by making using of timemanagement training, improving delegation, and by ensuring the employees have mentors and supervisory support. Training opportunities improve work resources and reduce work stress. Healthy coping strategies, like being active and meditation help to alleviate stress (exhaustion). Having healthy work relations enhances organisational support and improves coping mechanisms of employees.

The Impact of Complaints between Frontline Service Employees on Consumers—Based on Critical Incident Technique

The critical incident technique was adopted to collect 174 critical events which were divided into 3 categories and 9 types about the complaint behaviors among the front-line service employees witnessed by the consumers. In addition, this paper discusses the influence mechanism of employees’ complaint behavior on consumers and enriches the theory research of employees' complaints and brand internalization.

Grievance handling mechanism of employees working in the HP State Cooperative Bank Limited, Shimla, Himachal Pradesh

Grievance handling mechanism of employees working in the HP State Cooperative Bank Limited, Shimla, Himachal Pradesh

Hostile attribution and counterproductive work behavior

The purpose of the present study was to specify the mechanism of employees’ counterproductive work behavior (CWB) and to offer proper solutions for such behavior. For this purpose, this study proposed a moderated mediation model in which hostile attribution under upward social comparing situation in organizational context has an effect on CWB via malicious envy (ME), and the strength of the mediation effect is strengthened by employees’ negative reciprocity and competitive organizational goal, respectively. Results from a sample of 259 American workers showed that hostile attribution had a positive effect on CWB and ME fully mediated this relationship. The moderation effects of negative reciprocity and competitive organizational goal were found, respectively. Specifically, ME was more strongly associated with CWB as individuals’ negative reciprocity increased, and also as organizations’ competitive goals strengthened. Based on these results, theoretical and practical implications, limitations and directions for future research were discussed.

Special Issue of International Journal of Human Resource Management: Voices unheard?

The special issue will explore the issue of missing voices in organisations. Overall, employee voice encompasses mechanisms for employees to have ‘a say’ in organisational decision-making (Freeman,...

Employee voice: Untapped resource or social media time bomb?

The venues by which employees can voice satisfaction, dissatisfaction, and their experiences with the organization have traditionally been limited to internal communication systems that are orchestrated and sanctioned by the organization. However, social media such as Facebook, Twitter, and LinkedIn, as well as blogs and instant messaging, now enable employees to deliver messages to hundreds or even thousands of people with a few keystrokes...messages that may or may not be desirable to or sanctioned by the organization. Under these circumstances, employee voice can be an untapped resource for enhancing the organization's public image or a bomb waiting to explode with devastating impact on the firm's reputation. Effective management of employee voice begins with understanding its purposes: contribution to management decision making, demonstration of partnership, articulation of individual dissatisfaction, and expression of collective bargaining. These expressions of voice can be guided and managed to a strategic advantage when organizations provide a proper organizational context along with the appropriate mechanisms for employees.

The Mechanism of Employee’s Sense of Power on Speaking-up: A Power Cognition Perspective

Employee' speaking-up behavior is a kind of voice behavior which points to a supervisor.Voice behavior is a form of constructive,change-oriented communication intended to improve the organization.Owing to the influence of Chinese culture and thinking style of Chinese people,although there are numerous research outcomes in western countries,it is hard to put these conclusions into practice in a Chinese background.Since governmental organization is representative of Chinese condition and culture,our study was conducted with samples taken from Chinese civil servants.Moreover,the psychological mechanism of speaking-up behavior was also investigated.The results have significant theoretical implications for speaking-up research,and are beneficial to the practice of recruitment and management of civil servants.Based on the situated focus theory and the approach/inhibition theory of power,the study was conducted to explore the relationship between employee's sense of power and speaking-up behavior,as well as the inner cognitive mechanisms which are represented by cognitive flexibility and psychological availability.Furthermore,the moderating effect of employee's power distance orientation was also investigated.Our sample consists of 306 civil servants and their immediate supervisors from governmental organizations in the southern area of Jiangsu province.To test our hypotheses,we used factor analysis,regression analysis and simple slope analysis.The results showed that,when employee's sense of power was high,the probability of speaking-up behavior was increased,and this relationship was mediated by cognitive flexibility and psychological availability.Power distance orientation acted as a mediated-moderator which moderated the relationship between the sense of power and the speaking-up behavior.In addition,power distance orientation positively moderated the relationship between the sense of power and the two mediating variables.In other words,the main effect would be stronger when the moderator was high.Implications,limitations and future directions of the study were discussed as well.