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1 – 10 of over 1000Tuan Luu, Chris Rowley, Sununta Siengthai and Vo Thanh Thao
Notwithstanding the rising magnitude of system factors in patient safety improvement, “human factors” such as idiosyncratic deals (i-deals) which also contribute to the adjustment…
Abstract
Purpose
Notwithstanding the rising magnitude of system factors in patient safety improvement, “human factors” such as idiosyncratic deals (i-deals) which also contribute to the adjustment of system deficiencies should not be neglected. The purpose of this paper is to investigate the role of value-based HR practices in catalyzing i-deals, which then influence clinical error control. The research further examines the moderating role of corporate social responsibility (CSR) on the effect of value-based HR practices on i-deals.
Design/methodology/approach
The data were collected from middle-level clinicians from hospitals in the Vietnam context.
Findings
The research results confirmed the effect chain from value-based HR practices through i-deals to clinical error control with CSR as a moderator.
Originality/value
The HRM literature is expanded through enlisting i-deals and clinical error control as the outcomes of HR practices.
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Tuan Trong Luu and Chris Rowley
Idiosyncratic deals (i-deals) are employees’ proactive individualized negotiations with their employer for higher job autonomy corresponding to their competencies and values. The…
Abstract
Purpose
Idiosyncratic deals (i-deals) are employees’ proactive individualized negotiations with their employer for higher job autonomy corresponding to their competencies and values. The path to i-deals in the organization can commence with value-based human resource (HR) practices. The purpose of this paper is to investigate this path from value-based HR practices to i-deals through the mediating roles of corporate social responsibility (CSR), emotional intelligence (EI) and upward influence behaviors.
Design/methodology/approach
The hypothesized model was verified through the structural equation modeling-based analysis of cross-sectional data from 362 respondents from Vietnam-based software companies.
Findings
Research findings found value-based HR practices as the starting point of the path to i-deals, in which consecutive crucial milestones are ethical CSR, EI and organizationally beneficial upward influence behaviors.
Originality/value
I-deals literature, through this empirical inquiry, is further extended by discovering the socialized driving forces, such as CSR and EI, behind individualized i-deals.
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Claudia Dossena, Lorenzo Mizzau and Francesca Mochi
Although the importance of social media in the HRM literature is well established, little is known about their potential role in bringing the “human component” at the center of…
Abstract
Although the importance of social media in the HRM literature is well established, little is known about their potential role in bringing the “human component” at the center of the organization. The purpose of this chapter is to conceptually investigate if and how the use of social media in HRM can support (or counteract) a more humanistic approach within organizations. To this aim, we looked into how the e-HRM literature on social media could match the principles posed by the Humanistic Management literature. After having delineated Humanistic Management principles, we frame our analysis focusing on four main topics related to HRM: organizational culture, leadership, job design, and HR practices (i.e., recruitment and selection, learning and training, and performance appraisal and compensation). We develop research propositions connecting humanistic principles with these organizational and HR areas, and conclude with research and managerial implications.
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The aim of this study is to investigate how corporate social responsibility (CSR) contributes to organizational citizenship behavior for the environment (OCBE) among employees in…
Abstract
Purpose
The aim of this study is to investigate how corporate social responsibility (CSR) contributes to organizational citizenship behavior for the environment (OCBE) among employees in hotel industry. Corporate green brand should be built not only from the provision of green products or services but also from green behavior among employees in their daily activities. This study also seeks the understanding of the moderating effects of corporate entrepreneurship (CE) and employees’ attachment styles on the relationship between CSR and OCBE.
Design/methodology/approach
The data for testing the study model were harvested from respondents in the hotel industry in Vietnam business context.
Findings
The research results unveiled the positive effect of CSR on OCBE and the roles of CE and employee attachment styles in moderating this effect.
Research limitations/implications
Hospitality organizations should integrate CSR initiatives into their sustainable strategy to shape employee OCBE. Entrepreneurial values should also be cultivated among employees to drive them to further respond to CSR initiatives and engage in OCBE.
Originality/value
This study expands CSR and green research streams by identifying the effect of CSR on OCBE among hotel employees as well as moderation mechanisms of CE and employee attachment styles for such an effect.
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There has been a growing number, though still modest, of organizations in Vietnam context that hire employees with disabilities and build disability inclusive management practices…
Abstract
Purpose
There has been a growing number, though still modest, of organizations in Vietnam context that hire employees with disabilities and build disability inclusive management practices and disability diversity climate for them to engage in their work roles. The purpose of this paper is to investigate how disability inclusive HR practices contribute to work engagement of employees with disabilities working in Vietnam-based information technology (IT) industry.
Design/methodology/approach
The research model was tested through the data collected from employees with disabilities and their direct supervisors from IT companies based in Vietnam.
Findings
The data analysis revealed that disability inclusive HR practices influenced employees with disabilities to engage in their work activities through organizational identification as a mediator. Moral leadership exhibited a positive interactive effect with disability inclusive HR practices in promoting organizational identification of employees with disabilities and, in turn, their work engagement. In addition, employees’ idiosyncratic deals were found to serve as an individual enhancer for the link between their organizational identification and work engagement.
Originality/value
This research sets a milestone for more empirical inquiries on disability-oriented antecedents at both organizational and individual levels that can foster work engagement of employees with disabilities.
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Pekka Töytäri, Thomas Brashear Alejandro, Petri Parvinen, Ilmari Ollila and Nora Rosendahl
Increasing pressure to reduce costs and skepticism of promised value‐added are forcing suppliers to produce tangible proof of the monetary value they create for customers. The…
Abstract
Purpose
Increasing pressure to reduce costs and skepticism of promised value‐added are forcing suppliers to produce tangible proof of the monetary value they create for customers. The academic literature on the practical activities related to value‐based selling remains sparse. This paper aims to bridge the gap between the abundant theoretical customer value frameworks and implementation practices to create a practical foundation for value‐based sales activities in firms that aim to become value creators.
Design/methodology/approach
Based on two case studies, the authors map the best practices in customer value quantification from the point of view of industrial customers, and study value‐based sales processes to uncover the value‐based sales activities for implementing and profiting from customer value.
Findings
The results suggest a customer‐focused sales process that centers on creating value, quantifying the value created, and creating a situation where customer and supplier maximize their utility through value sharing.
Research limitations/implications
The generalizability of the findings is limited to the industrial and service selling context.
Practical implications
Successful industrial and service requires tangible proof and evidence of the value and utility of the suppliers' business impact on the customer's operation. The paper aims to contribute to the value quantification knowledge and practices.
Originality/value
The academic literature on the practical activities related to value‐based selling remains sparse, while the importance of the value quantification knowledge and value selling process is growing rapidly.
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Andres Salas-Vallina, Susana Pasamar and Mario J. Donate
The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff…
Abstract
Purpose
The purpose of this research is to examine the effect of ability, motivation and opportunity (AMO) practices on organizational citizenship behaviour (OCB), in medical staff working in specialized units. In addition, we check the mediating role of work-related well-being, understood as engagement, trust and exhaustion, in the relationship between AMO practices and OCB. Furthermore, the moderating role of service leadership is analysed in the relationship between AMO practices and work-related well-being.
Design/methodology/approach
Using the AMO framework under the job demands-resources (JD-R) model, and based on a sample of 214 employees from public healthcare, a time-lagged moderation-mediation model was performed.
Findings
Results provide evidence that AMO practices have a positive effect on OCB. Further, work-related well-being mediated the effect of AMO practices on OCB. In addition, service leadership exerted a moderating role between AMO practices and work-related well-being.
Originality/value
Building on recent research which has emphasized the knowledge gap regarding how human resource practices might positively affect both employees and organizations, this is the first study that indicates that said practices positively affect both employee well-being and OCBs in the public healthcare context.
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Lucy Simons, Steve Tee and Tina Coldham
Mental health education aims to develop valuesbased practice to support practitioners in clinical decision‐making. Values‐based practice requires high levels of cultural…
Abstract
Mental health education aims to develop valuesbased practice to support practitioners in clinical decision‐making. Values‐based practice requires high levels of cultural competence achieved through service user participation in professional preparation. The degree of service user participation remains dependent on the values of programme providers.In this paper, we consider whether strategies to involve service users in mental health professional education can support the principles of valuesbased practice. To do this, we have drawn on the findings from qualitative studies of educators' practices and their views regarding service user involvement. Values‐based practice requires self‐awareness of values impacting on decisions and knowledge derived from service users' personal accounts. The studies suggest that while opportunities exist for service users to present their accounts, few examples of service user involvement facilitated deeper examination of values underpinning decision‐making. Enabling service users to influence values‐based practice development requires more authentic participatory approaches. Educators valued the contribution of service users' experiential knowledge to the learning process, but there was less evidence of educators' values base that would model commitment to the empowerment of service users.
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Ramesh Sattu, Simanchala Das and Lalatendu Kesari Jena
The purpose of our study was two-fold: (1) to examine the effect of perceived value derived from perceived benefits and sacrifices in the adoption of artificial intelligence (AI…
Abstract
Purpose
The purpose of our study was two-fold: (1) to examine the effect of perceived value derived from perceived benefits and sacrifices in the adoption of artificial intelligence (AI) in talent acquisition and (2) to investigate the moderating role of human resource (HR) readiness in the association between perceived value and AI adoption intention.
Design/methodology/approach
A structured questionnaire was administered to 198 talent acquisition executives and HR professionals of Indian IT companies based on a purposive sampling technique. Partial least squares structural equation modeling (PLS-SEM) was used on the Smart PLS 2.0 platform to analyse the data and test the model.
Findings
Results revealed that perceived benefits and sacrifices significantly predict perceived value which significantly affects the HR professional’s AI adoption intention. The study further found that HR readiness moderates the link between perceived value and the intention of HR professionals to adopt AI in the talent acquisition process in the Indian IT industry.
Practical implications
IT companies are advised to continuously monitor and evaluate the performance of AI tools to ensure that they are meeting the recruitment process needs to leverage AI’s benefits in talent acquisition. This study seeks to provide the impetus for a planned AI adoption in talent acquisition.
Originality/value
This research provides ample evidence for the existing technology adoption theories. It explored the predictors of adoption by validating the value-based adoption model in the Indian context. It provides valuable insights into the practice of acquiring talents in the IT sector using artificial intelligence.
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Lopamudra Pattanayak, Lalatendu Kesari Jena and Kalpana Sahoo
The purpose of this study is to bring out the success of the Godrej Group, focusing on their leadership styles and discussing how authentic and ethical leadership leads to…
Abstract
Purpose
The purpose of this study is to bring out the success of the Godrej Group, focusing on their leadership styles and discussing how authentic and ethical leadership leads to value-based leadership (VBL), which has its eminence in the post-COVID-19 world.
Design/methodology/approach
The case study has been designed based on secondary published sources and few informal interactions with the leaders associated with the Godrej Group.
Findings
It was found that VBL is derived from authentic and ethical leadership and Adi Godrej, Chairman of Godrej Group, managed to sail through all these years successfully by adopting the authentic, ethical and VBL style, thereby transforming the family business into a global business and a valuable brand.
Originality/value
The case study is based on secondary published sources and informal interactions with the Godrejites. The different elements and eminence of authentic, ethical and VBL styles are explored. These values will play a significant role in the post-COVID-19 world. Value-based leader inculcates a clear, honest, empathetic and simple approach to employer–employee communication as the COVID-19 situation evolves. This case will therefore be of value to anyone using or considering a value-based approach to developing a successful leadership culture. These include Masters of Business Administration students, entrepreneurs, professional practitioners, etc.
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