The objective of this study was to critically evaluate the relationship between employee behaviours and engagement in organisations’ internal environment. This objective was achieved in the context ...of Adeeb Group. Combination of primary and secondary data was used in achieving the objectives. In terms of primary data, questionnaires were carried out among the employees of Adeeb Group. Findings showed that among components of engagement, participants obtained the highest level on vigour; followed by dedication, and the lowest levels were obtained for absorption. In fact, the results revealed that employees’ level of engagement was low, especially for absorption. In terms of employee relations, it was found that even though the communication between employees is regarded as better than the communication with organisation, employees do not think that it is good whereas these communications should be open. Employee growth responses also revealed that even though the opportunities provided for training and development is regarded as better than the opportunities for career growth, most of the employees do not think that the organisation supports growth of its members. The findings related to commitment showed that most of the participants were not satisfied about some politics of the organisation.
The theory of purposeful work behavior integrates higher-order implicit goals with principles derived from the Five-Factor Model (FFM) of personality and the expanded job characteristics model to ...explain how traits and job characteristics jointly and interactively influence work outcomes. The core principle of the theory is that personality traits initiate purposeful goal strivings, and when the motivational forces associated with job characteristics act in concert with these purposeful motivational strivings, individuals experience the psychological state of experienced meaningfulness. In turn, experienced meaningfulness triggers task-specific motivation processes that influence the attainment of work outcomes. We describe testable propositions derived from the theory and discuss directions for future research.
Work digitalization may nurture psycho-social strain at work, undermining employees' health and safety and challenging the ability of small and medium-sized enterprises (SMEs) to achieve ...organizational excellence. This prevents SMEs from implementing sustainable human resource management practices and from attaining a Total Quality Management approach which is consistent with the Environmental, Social and Corporate Governance criteria. Such considerations are especially true in the post-Covid-19 era where digitalization serves the purpose of ensuring business continuity, avoiding disruptions triggered by social distancing. The article provides empirical evidence of digitalization's implications on psycho-social risks at work perceived by people employed in SMEs, examining the moderating role of, organizational safety and health measures. Two sub-samples of companies operating in the manufacturing sector and in the service industries were involved in the study, which relied on secondary data. The research findings highlighted that digitalization has side effects on psycho-social risks at work. Organizational safety and health measures have a moderating role on psycho-social risks at work; however, it is weak in highly digitalized contexts and it is not significant across manufacturing companies. Tailored organizational safety and health measures should be developed to curb the drawback of digitalization on psycho-social risks at work.
Scholars have paid extensive attention to transformational leadership for decades. However, existing studies still lack ample discussions on the underlying mechanism and boundary conditions of its ...influence on employee job satisfaction. This study proposed a moderated mediation model based on social exchange theory. We collected survey data from 211 frontline employees to verify our hypotheses. The results showed that transformational leadership was positively associated with employee job satisfaction via the mediation role of the perceived employee relations climate. Furthermore, the relationship between transformational leadership and the employee relations climate, as well as the indirect relationship between the two, was demonstrated to be more significant for male employees. This study offered a new account of the mechanisms of transformational leadership and clarified a boundary condition for its effectiveness.
Human resource leaders are experimenting with new approaches to organizing and utilizing workers that are not limited to the traditional boundaries of the firm, but rather expand to an ecosystem of ...work and organization. This special issue introduction article introduces a set of papers from management scholars discussing the ecosystem of work and organization and offers a roadmap for future research on HR ecosystems. An ecosystem perspective invites us to rethink our current frameworks to better link theory to practice. It also challenges us to shift our level of analysis from the organization to the ecosystem, asking: how is work organized and conducted within this complex and evolving context? These papers uncover trends related to (1) technological mediation, (2) impermanence and adaptation, and (3) shared governance. Our hope is that by framing these trends found within the research in this special issue that scholars will be provided a better road map in moving forward with their own research on the role of HR within the ecosystem of work and organization.
Economics, demographics, technology, and other factors are changing the composition and availability of jobs. Newer forms of freelance, contingent work, also known as gigs, are gradually eroding ...traditional jobs. A venue that affords employment opportunities for a growing number of gig workers has become known as the platform economy. Those engaged in the platform economy already represent 10.1% of the U.S. workforce. This article explores the factors that give rise to these new work structures and examines the new opportunities they offer for employment and income. The social and economic consequences of the growth of these new work structures, intended and unintended, for workers, consumers, employers, and the public are discussed. The article concludes with a synthesis model of human resource development (HRD) research and the implications of the growth of these new types of work for HRD theory and practice.
How do national-level institutions relate to national comparative advantages? We seek to shed light on this question by exploring two different sets of hypotheses based on the Varieties of Capitalism ...and other branches of comparative capitalisms literature. Applying fuzzy-set qualitative comparative analysis to data from 14 industries in 22 countries across 9 years, we find that comparative advantages in industries with radical innovation emerge in specific configurations mixing coordinated and liberal institutional features. Institutional comparative advantage in industries with radical innovation may thus be based on the "beneficial constraints" of opposing institutional logics rather than on the self-reinforcing institutional coherence envisioned in much of the Varieties of Capitalism literature. By contrast, we find that coordinatd market economies may have comparative advantages in industries with incremental innovation, as envisioned in the Varieties of Capitalism literature. Our article contributes to our understanding of the "so what?" related to capitalist diversity and its implications for location decisions of multinational enterprises. We further present a coordination index going beyond Hall and Gingerich (Br J Polit Sci 39:449–482, 2009) with annual values for 22 OECD countries from 1995 through 2003.
Acknowledging the importance of CEO advocacy in employee relations, this study proposed a personal-communicative evaluation model of CEO advocacy, which postulates that CEO advocacy creates (intended ...and unintended) organizational changes. Taking both employees’ personal domain (i.e., value congruence, legitimacy of leadership representation, and personal issue involvement) and communication domain (i.e., salience) considered, this study examined how both domains influence employees’ meaning reconstruction process, which drives employees’ sense of belonging. Conducting an online survey with 429 employees in the U.S., the study found that employee-CEO value congruence had a positive effect on employees’ sense of belonging, but violations of employees’ expectations of a CEO’s role in representing the entire company on the issue (either over-representing or under-representing) offset the positive effects of value fit on employees’ sense of belonging. Both theoretical and practical implications for effective CEO advocacy are discussed.
•Acknowledging the growth of CEO advocacy, the study explored factors influencing employee’s sense of belonging.•The study proposed a personal-communicative evaluation model of CEO advocacy.•The study distinguishes CEO advocacy from CSR and CSA.•The study’s results showed that employee-CEO value congruence had a positive effect on employees’ sense of belonging.•CEO legitimacy and salience of CEO advocacy moderate the effect of perceived value congruence with the CEO.
Corporate Social Responsibility and Credit Ratings Attig, Najah; Ghoul, Sadok El; Guedhami, Omrane ...
Journal of business ethics,
11/2013, Volume:
117, Issue:
4
Journal Article, Conference Proceeding
Peer reviewed
This study provides evidence on the relationship between corporate social responsibility (CSR) and firms' credit ratings. We find that credit rating agencies tend to award relatively high ratings to ...firms with good social performance. This pattern is robust to controlling for key firm characteristics as well as endogeneity between CSR and credit ratings. We also find that CSR strengths and concerns influence credit ratings and that the individual components of CSR that relate to primary stakeholder management (i.e., community relations, diversity, employee relations, environmental performance, and product characteristics) matter most in explaining firms' creditworthiness. Overall, our results suggest that CSR performance conveys important non-financial information that rating agencies are likely to use in their evaluation of firms' creditworthiness, and that CSR investments—particularly those that extend beyond compliance behavior to reflect what is desired by society—can lead to lower financing costs resulting from higher credit ratings.
Using a large sample of 3,040 U.S. firms and 16,606 firm-year observations over the 1991–2010 period, we find strong evidence that firm internationalization is positively related to the firm's ...corporate social responsibility (CSR) rating. This finding persists when we use alternative estimation methods, samples, and proxies for internationalization and when we address endogeneity concerns. We also provide evidence that the positive relation between internationalization and CSR rating holds for a large sample of firms from 44 countries. Finally, we offer novel evidence that firms with extensive foreign subsidiaries in countries with well-functioning political and legal institutions have better CSR ratings. Our findings shed light on the role of internationalization in influencing multinational firms' CSR activities in the U.S. and around the world.
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