This study investigates the effect of training and development (T&D) on firm innovation. Given the inconsistent findings on the performance implications of T&D and the lack of studies on the ...T&D–innovation relationship, we elaborate the multiple dimensions of T&D, intermediate employee outcomes, and boundary conditions to elucidate the pathways of T&D toward firm innovation. We specifically identify two distinct T&D dimensions, namely, firm investment and employees’ positive perceptions. The former and the latter, respectively, reflect top‐down and bottom‐up approaches. We suggest that these two dimensions indirectly affect firm innovative performance by enhancing employees’ competence and commitment. We further hypothesize that T&D‐related contingencies (i.e., employees’ voluntary participation and T&D evaluation) moderate the indirect effects of T&D on firm innovative performance. We examine the current framework by using multisource data collected at three time points over a 5‐year period from 325 Korean organizations. Our analysis confirms that the positive indirect effect of T&D on firm innovative performance through employees’ competence and commitment becomes stronger (a) when employees voluntarily participate in T&D and (b) when firms do not implement T&D evaluation. This study provides useful and valid theoretical explanations and practical insights into the design and implementation of T&D in firms.
The study introduces three forms of employee participation in decision making in SMEs (work role, HR, and strategic) and tests two competing hypotheses regarding their positive and negative ...relationships with one aspect of employee wellbeing, namely job satisfaction. It further explores if one internal boundary condition - firms' exploitation and exploration - moderates the three participation-satisfaction relationships. Using multilevel data collected from top managers and employees in Swedish SMEs, the results support positive connotations of participation, with work role participation having the strongest relationship with employee job satisfaction. The results additionally highlight the role of firms' explorative orientation as an internal boundary condition for the three participation-satisfaction relationships. Specifically, the positive relationships of work role and strategic participation forms with job satisfaction were stronger under high levels of exploration. Surprisingly, participation in HR issues related negatively to satisfaction under the same conditions. The study advances HRM-SME research by discussing these findings, highlighting their implications for practitioners in SMEs, and proposing avenues for future research.
Competency development and career success De Vos, Ans; De Hauw, Sara; Heijden, Beatrice I. J. M. van der
Journal of vocational behavior,
10/2011, Letnik:
79, Številka:
2
Journal Article
Recenzirano
Odprti dostop
The present study aims to unravel the relationship between competency development, employability and career success. To do so, we tested a model wherein associations between employee participation in ...competency development initiatives, perceived support for competency development, self-perceived employability, and two indicators of subjective career success (i.e. career satisfaction and perceived marketability) have been specified. A survey was conducted among a sample of 561 employees of a large financial services organization. The results support the idea that employee participation in competency development initiatives as well as perceived support for competency development is positively associated with workers' perceptions of employability. Moreover, self-perceived employability appeared to be positively related with career satisfaction and perceived marketability. A full mediation effect was found for the relationship between participation in competency development initiatives and both career satisfaction and perceived marketability, while a partial mediation effect was found in case perceived support for competency development was the predictor variable. The implications of our findings for understanding the process through which individuals and organizations can affect subjective career success are discussed.
► We model the relationship between competency development and career success. ► Employee participation in competency development relates to career success. ► Perceived support for competency development relates to career success. ► Self-perceived employability mediates these relationships.
This paper is the first empirical study of the economic consequences of the adoption of the employee director system in China from the perspective of the investment efficiency of enterprises, that ...is, based on empirical study of China's capital market in order to test the relationship between employee directors and the investment efficiency of listed companies. The results show that employee directors can improve the investment efficiency of listed companies effectively, and this relationship is more significant for state-owned enterprises and enterprises in product markets with low levels of competition. Further research shows that employee directors can restrain not only overinvestment but can also reduce underinvestment. Employee directors can restrain the overinvestment behaviour of state-owned enterprises effectively and reduce underinvestment by non-state-owned enterprises. In product markets with low levels of competition, employee directors can restrain overinvestment, while in product markets with high levels of competition, employee directors can reduce underinvestment.
The changing landscape of education has made it fundamental for employees to actively participate in decision-making to increase companies’ competitive advantage, aim and performance. However, ...academics find it difficult to find satisfaction in their careers, as they are constantly navigating these pressures and adapting to the evolving expectations of their profession. The literature reports that employees who are actively involved in organisational decisions tend to be happier and feel satisfied with their careers. Founded on the participative management theory as a democratic style of leadership in which subordinates participate in organisational decision-making and administration, the purpose of this study was achieved and consisted in elucidating the correlation between direct participation of employee in decision-making and their perceptions of CS in the realm of higher education. Through a post-positivist research paradigm and a quantitative approach, this study achieved an objective stance. Data were conveniently drawn from 293 male and female academic staff working on a contract and permanent basis in two campuses of one University of Technology in South Africa. Descriptive statistics, correlation and linear regression analyses were used to explain each construct and the relationship between both constructs. As a result of correlation analysis, employee participation was found to be a significant predictor of career satisfaction; accounting for 8 per cent of the variance in career satisfaction as per the regression analysis. Therefore, institutions should promote a more inclusive and participatory culture through open dialogue and meaningful engagement between management and employees to facilitate consensus-building by taking into account the diverse range of interests and expertise to foster CS.
Different configurations of the physical environment of office work are rapidly changing the way office workers behave and perform at work. In particular, organisations today are progressively ...accommodating their employees in open plan offices (OPOs). In this article, we focus on the OPO and discuss its future and implications for research and practice. Specifically, we build on recent advances in the field to propose that new OPO configurations will require new forms of work behaviour involving new processes and practices, and new research approaches. In addition, we discuss possible areas of work that OPO environments of the future might affect; for example, work design, interpersonal processes, noise and distractions, human resource management (HRM) practices and leadership. Along these lines, we suggest future research directions and make recommendations to navigate the intersection of organisational behaviour (OB) and OPO research and practice.
•The results indicate that both intrinsic motivators, i.e., attitudes, values, and influence, as well as contextual factors such as motivational management, occupational culture, and workplace ...resources, influence compliance in systematic occupational safety and health management and participation in occupational safety and health improvements.•To increase employees' motivation for occupational safety and health improvements, it is important for management to include and involve employees in systematic occupational safety and health management.•A well-functioning systematic occupational safety and health management can be a useful tool to increase employee motivation.•However, if the improvements are not in line with employees' attitudes and values, i.e. identified needs, motivation will fade.
A well-functioning systematic occupational safety and health management is beneficial for both individuals and organizations, and employee motivation seems to be crucial for positive outcomes. Occupational safety and health issues are a major concern for the Swedish equine sector since the work environment in horse stables is known to be characterized by low mechanization, high physical workloads, and high injury risks. The purpose of this study was to gain an increased understanding of how systematic occupational safety and health management is performed and which factors that influence motivation for occupational safety and health improvements in the Swedish equine sector. An explanatory sequential mixed-methods study, based on quantitative data from questionnaires and qualitative data from semi-structured interviews, was conducted. Various statistical analyses were performed to obtain quantitative data and an abductive applied thematic analysis was applied for the qualitative data. The results indicate that both intrinsic motivators, i.e. attitudes, values, and influence, as well as contextual factors such as motivational management, occupational culture, and workplace resources, influence compliance in systematic occupational safety and health management and participation in occupational safety and health improvements, which in turn affect workplace outcomes regarding safety and health. The positive relationship found between an implemented and functioning systematic occupational safety and health management and employee motivation for occupational safety and health improvements indicate the importance of employee involvement and participation. Understanding the motivational factors for occupational safety and health improvements from an employee perspective is an important step to creating healthy and sustainable workplaces.
Several hospitality businesses face numerous obstacles in enhancing and sustaining employee sustainable performance and commitment due to increased job demands and expectations. This study employs ...social exchange theory to explore the influence of sustainable HRM practices, such as training and development, employee participation, and employment security practices on employee sustainable performance among executive-level employees in 4- and 5-star hotels. Despite the scarcity of research focusing on the relationship between sustainable HRM practices and employee sustainable performance, especially in the high-end hotel industry, this research analysed 280 valid responses using the PLS-SEM approach. The findings reveal a significant association between training and development and task sustainable performance. Besides, the study identifies a relationship between employee participation and task and relational sustainable performance, while employment security practice appears to have no effect on either task or relational sustainable performance. Although the research primarily targets executives from 4- and 5-star hotels in Malaysia, which may not be representative of other organisational settings, it provides empirical evidence that sustainable HRM practices are directly linked to task and relational sustainable performance, which is beneficial for both researchers and practitioners.
How can American manufacturing recapture its former dominance in the globalized industrial economy? InWorker Leadership, Fred Stahl proposes a strategy to boost enterprise productivity and restore ...America's industrial power. Stahl outlines a revolutionary transformation of industrial culture that offers workers real control of production operations and manufacturing processes (as well as a monetary share of the savings from productivity gains). Stahl develops this new Theory of Worker Productivity into a strategy of Worker Leadership, with concrete, real-world examples. Combining some of the methods of lean manufacturing made famous by Toyota with genuine worker empowerment unlike anything at Toyota, Worker Leadership creates highly productive jobs loaded with responsibility and authority. Workers, Stahl writes, love these jobs precisely because of the opportunities to be creative and productive. Worker Leadership also offers important benefits for organized labor. It promotes the vitality and growth of labor unions through a shared responsibility with management for growth and profitability.Stahl's approach was inspired by changes implemented at John Deere factories by a general manager named Dick Kleine. Stahl uses the story of Kleine's transformation of the Deere factories to construct a checklist of essential conditions for Worker Leadership. He also discusses competition with China and South Korea and tells the story of production that GE recently "reshored" from China to the United States. Stahl considers the potential for applying Worker Leadership beyond manufacturing, provides a brief history of manufacturing, and even reveals the dark side of Toyota's system that opens another competitive opportunity for America.Worker Leadershipoffers a blueprint for global competitive advantage that should be read by anyone concerned about America's current productivity paralysis.
Corporate codetermination is one of the most controversial parts of labour law. This applies, in particular, to the participation of trade unions, which is notably permitted in Germany and Sweden. ...This article examines the legitimisation and economic impacts of union participation. Special attention will be given to the recent decision of the ECJ concerning the legal protection of trade union involvement in the course of a transformation into a European company (SE). The general aim of this article is to bring the various interests into appropriate balance.
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