Over the past decade managing diversity has emerged as a popular topic for analysis. However, much of the discussion concerning diversity has tended to focus on gender and race. Only limited ...attention has been centred on disabled people as a minority group in the workplace. One of the biggest challenges faced by disabled people is in obtaining and maintaining employment, particularly for those individuals with a vision impairment. The purpose of this research is to explore some of the issues faced by vision impaired people in the workplace in Australia. It outlines how, with certain accommodations to the workplace, vision impaired employees can be just as capable and efficient as their sighted counterparts. The major barrier still faced by disabled workers is overcoming the negative attitudes and misconceptions of colleagues and employers.
German Mittelstand firms are globally recognized for their innovation, especially regarding product, process, and service innovation. So what can scholars and managers across the globe learn from the ...success story of German Mittelstand innovation? Drawing on information collected on innovative Mittelstand firms and extant knowledge on innovation, the resource‐based view, and family firm research, the authors investigate how these highly innovative firms flourish and achieve high innovation performance despite the severe financial and human capital resource constraints they face as compared with larger corporations. The authors then present a model identifying and integrating six salient traits of such firms that allow them to efficiently orchestrate their resources to innovate and outcompete their competitors in the global market, enabling those firms to overcome their resource‐related weaknesses and turn them into strengths. Specifically, these traits are: niche focus and customer collaboration, globalization strategy, preference for self‐financing, long‐run mindset, superior employee relations, and community embeddedness. The power of this Mittelstand approach takes full effect only when all six traits operate in an integrated fashion, and the proposed resource‐based model serves as a starting point for a more holistic and comprehensive understanding of firm ability to innovate and successfully compete within a specific context. The article outlines the implications of the model of German Mittelstand innovation for research conducted in different fields including innovation, entrepreneurship, strategy, dynamic capabilities, ecosystems, and family business. Finally, the article proposes a future research agenda aimed at improving current understanding of the German Mittelstand “innovation strategy” and its transferability to other contexts, and outlines practical implications for owners and managers worldwide wanting to emulate the German Mittelstand innovation model.
Agent association implies managing the association between the various laborers in an affiliation. The relationship can be among laborer and the business similarly as between delegates at a ...comparative level. It is critical that delegates share a sound association with each other at the work place. There are a couple of issues on which an individual can't take decisions alone. Laborers are the critical assets of an affiliation. It is fundamental that the laborers perform together as a total unit and contribute comparably towards the affirmation of a common target. publicizing frameworks and unequivocal to various associations.
(1) Background: The aim of this study is to describe manager–employee and employee–employee relations during the COVID-19 pandemic and their impact on measures of the likely use of elements of remote ...teaching by university employees in the future. (2) Methods: The study used a descriptive-correlation research design with a survey as the primary instrument for data gathering. A total of 732 personnel took part in the survey, selected by a convenience sampling technique. The researchers used an adapted and modified instrument to gather data. The instrument underwent a reliability test. This study used structural equation modeling to confirm hypotheses. (3) Results: It was shown that manager–employee relations at Polish universities during the COVID-19 pandemic were of low quality. However, employee–employee relations were of above-average quality, and have a significant positive impact on intentions to use elements of remote working in the future. (4) Conclusions: Based on the results of the study, some general recommendations are presented for change management and relationship-building.
Though organizations are increasingly active participants in the political realm, little research has investigated how an organization’s heightened focus on political ideology impacts employees. We ...address this gap by exploring how an individual’s political ideological misfit with an organization’s prevailing ideology impacts departure. By tracking the movements of over 40,000 investment professionals in the U.S. private equity industry over 10 years, we investigate the consequences of the ideological misfit that arises when individuals’ political ideologies diverge substantially from the prevailing ideology of their firms. We hypothesize that ideological misfit increases the likelihood of departure, though the effects vary with liberal or conservative ideological orientation. Polynomial regression analyses reveal that the fit relationship between individual and organizational political ideology deviates from the idealized congruence relationship that underlies prevailing theory. Specifically, we find that departure is more likely for employees experiencing conservative misfit (a personal ideology more conservative than the firm’s) versus liberal misfit (a personal ideology more liberal than the firm’s). Conservatives are more likely to depart than liberals regardless of fit, and departing misfits tend to join new organizations that are closer to their own ideology.
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.
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