Predicting engagement and performance through firm’s internal factors

Meaningful group culture: development of a multidimensional measure using multilevel assessment

Purpose

There is a growing array of literature that supports various implications of positive organizational psychology on workplace outcomes such as the positive work cultures. However, lack of appropriate measuring instruments is halting the progress in this field. Laid down in this article are the conceptual and empirical perspective regarding a positive group culture, i.e. meaningful group culture (MGC) and elaboration of what MGC is and how to measure it. For this study, the MGC is defined as a culture of humane orientation and explained through five dimensions: ideology infused, caring for employees, pro diversity, helping and employee-centric organization identification. The purpose of this paper is to address this issue.

Design/methodology/approach

To further elucidate, development and validation of the MGC instrument was carried out in three phases. In the very first phase, content and face validity was assessed by experts. Following it, the second phase construct validity was undertaken through exploratory factor analysis of the results from the use of the instrument on a sample of 540 professionals. To end with, in the third phase, multilevel confirmatory analysis was conducted on an organizational sample of 397 individuals and 106 groups.

Findings

The results of the Multilevel Confirmatory Factor Analysis (MCFA) provided further evidence of confirmation that the extraction of five factors was appropriate, and reliability analysis showed the MGC to be both valid and reliable. Consequently, the applications of the tool to Human Resource Development (HRD) professionals are suggested.

Research limitations/implications

To broaden the coverage and enhance generalizability, the study focused on multi-sector convenient based sample.

Practical implications

HRD professionals can use it as a diagnostic tool for deeper exploration into systematic and organizational issues. The use of it can provide a window for addressing the developmental needs within the organizations.

Originality/value

This study is possibly one of the first to develop a psychometrically valid scale to measure higher order measure of a work group culture through multilevel assessment of the model.

The interplay between employee development factors and succession planning in predicting employee performance: evidence from retail banks

Purpose

The purpose of this study is to examine how employee development factors directly influence succession planning and indirectly improve employee performance using the tenets of human capital theory. Moreover, whether succession planning enhances employee performance or not?

Design/methodology/approach

Using the time-lag method, this study collected data from bank employees and tested the proposed model and hypotheses in Mplus.

Findings

The results from 239 participants highlight that succession planning improves bank employee performance. Employee orientation and training and development are positively linked to succession planning and employee performance. Succession planning mediates the association between employee development factors and employee performance.

Practical implications

The research assists bank management to promote a learning culture for developing their human resources to realize their organizational goals. The findings exhibit that succession planning generates a pool of skilled and talented employees, which creates a competitive edge for banks having skilled employees and reduces recruitment costs. Banks to save human recruitment costs. Moreover, bank managers can solve the issue of sudden vacant positions and provide excellent customer service.

Originality/value

Retaining talented individuals has remained a challenging task for organizations in the current business environment. The research contributes to theoretically and empirically exploring the association between employee development factors (training and development and employee orientation) and employee performance via succession planning to retain talented employees in the organization.

Explicating intrinsic motivation's impact on job performance: employee creativity as a mediator

Purpose

Eliciting superior job performance from the employees is a major challenge confronting the organizational leaders in today's hyper-competitive business environment. Though few studies established the influence of intrinsic motivation on job performance, the role of mediators like employee creativity in this relationship is not adequately researched. The purpose of the paper is to explore the mediating role of employee creativity in the relationship between intrinsic motivation and job performance.

Design/methodology/approach

The cross-sectional research design was adopted, and data were collected from 346 full-time employees working in the retail industry in India through an online survey. Analysis of a Moment Structures (AMOS) software was used to test the validity of the hypothesized model, and PROCESS macro was used to test the mediation of employee creativity.

Findings

The findings showed that intrinsic motivation impacted both job performance and employee creativity. Furthermore, employee creativity impacted the employees' job performance. The key finding of the study is the partial mediation of employee creativity in the intrinsic motivation–job performance relationship.

Originality/value

Grounded on self-determination theory (SDT) and componential theory of creativity, the paper enriches the literature by evincing the mediation mechanism in the effect of intrinsic motivation on job performance. Moreover, the current paper is one of the primary studies that explore the mediating role of employee creativity in the relationship between intrinsic motivation and job performance.

Effect of Regret Aversion and Information Cascade on Investment Decisions in the Real Estate Sector: The Mediating Role of Risk Perception and the Moderating Effect of Financial Literacy

The real estate sector plays a significant role in the economy of any country. However, many investors make irrational investments in the real estate market. Therefore, the purpose of this study is to assess the effects of regret aversion and information cascade on investment decisions while considering the moderating role of financial literacy and the mediating effect of risk perception in the real estate sector of developing countries. This research utilized a quantitative research technique, collecting data by distributing structured questionnaires to real estate investors, followed by convenience sampling. This study used both descriptive and inferential statistics to make the data more meaningful. SPSS 25.0 was utilized to interpret the data. Cronbach's alpha was used to test for internal consistency, while validity was checked through correlation. Confirmatory factor analysis (CFA) was applied to confirm that the items on the questionnaire are perfectly loaded on their construct. Furthermore, process macro, model 5, was used to investigate the moderation mediation. This work addresses a gap in the literature by studying financial literacy as a moderator and risk perception as a mediating variable in regret aversion bias and information cascade bias's relationships with investment decisions in the real estate sector. The results confirmed that financial literacy weakens the negative effect of behavioral biases (regret aversion and information cascade) on investment decisions. In addition, risk perception mediates the relationships between these cognitive biases (regret aversion and information cascade) and decision making. The effects of other behavioral biases in real estate and stock market contexts should be examined in future research.

Do values reflect what is important? Exploring the nexus between work values, work engagement and job burnout

Purpose

Work values are a representation of people’s priorities as they reflect what is pertinent for them and what they want to accomplish. In light of this, the purpose of this study is to understand the priorities given to work values (extrinsic and intrinsic) by employees and also to explore whether these work values vary with the levels of work engagement and job burnout.

Design/methodology/approach

The study was based on the survey responses of 386 officers working in Indian manufacturing organisations engaged in different areas.

Findings

The findings reveal that security officers give much priority to extrinsic work values than intrinsic work values (IWVs). Moreover, IWVs vary with different levels of work engagement along with job burnout. The security officers belonging to the engaged group differ significantly with those belonging to the job burnout group in terms of IWVs. Moreover, work values also have a negative correlation with job burnout and a positive correlation with work engagement.

Originality/value

This study explores the variation in work values of security officers working in Indian manufacturing organisations with changes in levels of job burnout and work engagement, which is a novel contribution in the field. The findings also advocate that it is crucial for human resource managers, supervisors and key people in organisations to find out employees showing early signs of job burnout (exhaustion or disengagement) or early stages of strain and frustration as the priorities of work values of the employees are affected by these parameters. Such identified employees should be provided with required managerial support and necessary work resources immediately.

Digital transformation and entrepreneurship process in SMEs of India: a moderating role of adoption of AI-CRM capability and strategic planning

Purpose

The purpose of this study is to identify the determinants that could impact corporate digital entrepreneurship for the small and medium enterprises (SMEs) of India. The study also investigates the moderating role that adopting artificial intelligence (AI)-customer relationship management (CRM) capability and strategic planning has in corporate digital entrepreneurship.

Design/methodology/approach

With the inputs from literature and theories, a model has been developed conceptually. The model has been validated by partial least squares structural equation modeling technique with consideration of 315 usable respondents. The effects of the moderators have also been investigated by multigroup analysis.

Findings

The study highlights that perceived usefulness, perceived ease of use and willingness to change significantly impact corporate digital entrepreneurship for the SMEs of India. The study also highlights that the two moderators have significant impacts on the relationships between corporate digital entrepreneurship and its predictors.

Research limitations/implications

This study has developed a unique model, which provides effective inputs to the entrepreneurs of SMEs of emerging economies. These inputs will help entrepreneurs to frame their policies to improve the existing traditional practices and processes that could be transformed into more digitalization for improving efficiency of their corporate digital entrepreneurial activities.

Originality/value

There are no studies which investigated how perceived usefulness, perceived ease of use and willingness to change could impact corporate digital entrepreneurship with the moderating effects of adoption of AI-CRM capability and strategic planning, as concerns SMEs of emerging economies. In this regard, this study is deemed to be a unique attempt.

Investigating design targets for effective performance management system: an application of balance scorecard using QFD

Purpose

An effective performance management must track level of employee engagement, ensure employee feedback on all aspects and ensure that the people act on that information. Also, it must ensure accessibility of essential conditions to perform. Considering the challenges associated with existing performance management system, present study attempts to discover factual expectations from the employees. The paper also establishes required conditions for fulfilling such expectations.

Design/methodology/approach

Present study attempts to discover factual expectations from the employees using the Balance Scorecard approach (BSC). Furthermore, using Quality Function Deployment (QFD), relation between employers' expectation and requirements necessary to fulfill such expectations has also been determined.

Findings

The suggested model has been developed as House Of Performance Management (HOPM) outlining potential leveraging points for enhancing the performance, based on which immediate actionable measures for effective and efficient performance management can also been advocated. The HOQ suggested in this paper can be source of reference while developing performance management system for an organization. Besides, it can help the Human Resource team to discover strategic opportunities and set targets.

Originality/value

Effective goal setting, pooled with a method to track progress and identify obstacles, contribute to attainment of bottom to top line results. However, designing and implementing such performance management system has been associated with many challenges like lack of top management support, perception of the process as time-consuming, failure to communicate clear and specific goals and expectations, lack of consistency, etc. (Managing employee performance, 2019). Hence most organizations have been increasingly looking for effective ways of assessing employee performance that can promote stakeholders' satisfaction, employee engagement and continuous improvement.

Big data use and its outcomes in supply chain context: the roles of information sharing and technological innovation

Purpose

This paper aims to investigate the use of big data (BDU) in predicting technological innovation, supply chain and SMEs' performance and whether technological innovation mediates the association between BDU and firm performance. Additionally, this research also seeks to explore the moderating effect of information sharing in the association between BDU and technological innovation.

Design/methodology/approach

Using survey methods and structural associations in AMOS 24.0., the proposed model was tested on SME managers recruited from the largest economic and manufacturing hub of China, Pearl River Delta.

Findings

The findings suggest that BDU is positively related to technological innovation (product and process) and organizational outcomes (e.g., supply chain and SMEs performance). Technological innovation (i.e., product and process) significantly mediates the association between BDU and organizational outcomes. Moreover, information sharing positively moderates the association between BDU and technological innovations.

Practical implications

This research provides deeper insights into how BDU is useful for SME managers in achieving the firm’s goals. Particularly, SME managers can bring technological innovation into their business processes, overcome the challenges of forecasting, and generate dynamic capabilities for attaining the best SMEs’ performance. Additionally, BDU with information sharing enables SMEs reduce their risk and decrease production costs in their manufacturing process.

Originality/value

Firms always need to adopt new ways to enhance their productivity using available resources. This is the first study that contributes to big data and performance management literature by exploring the moderating and mediation mechanism of information sharing and technological innovation respectively using RBVT. The study and research model enhances our insights on BDU, information sharing, and technological innovation as valuable resources for organizations to improve supply chain performance, which subsequently increases SME productivity. This gap was overlooked by previous researchers in the domain of big data.

Relationship between workplace spirituality, organizational justice and mental health: mediation role of employee engagement

Purpose

Workplace spirituality is presently a prominent research topic and is gaining recognition and importance among industry professionals and academicians. Workplace spirituality is defined as a sense of community, meaningful work and organizational values. The purpose of this research paper is to investigate the relationship between workplace spirituality and mental health, wherein employee engagement is considered as a mediator. Furthermore, this study examines the mediating role of employee engagement in the relationship between organizational justice and mental health.

Design/methodology/approach

Data were gathered from 344 information technology professionals working in India. Structural equation modelling was used to evaluate the model fit of workplace spirituality and its relationship to employee engagement, organizational justice and mental health.

Findings

The results revealed that workplace spirituality and organizational justice significantly and positively predict employee engagement, which is significantly related to employee mental health. The results also revealed that employee engagement significantly partially mediates the relationship between workplace spirituality and mental health as well as the relationship between organizational justice and mental health.

Research limitations/implications

Results of research guide HR professionals, employee mental health concerns can be addressed by promoting workplace spirituality, improving employee engagement strategies and implementing organizational justice policies that are perceived to be fair. This study makes a significant contribution to the extant literature regarding mental health issues in the IT sector.

Originality/value

Findings of this research contribute to the area of human resource management and employee engagement. The current study fills a gap in the extant literature by investigating employee engagement intervening mechanism between organizational justice, workplace spirituality and mental health.

Effect of transformational leadership on job performance: testing the mediating role of corporate social responsibility

Purpose

Encouraging employees to bolster their performance in today's turbulent business environment is an important priority for all types of organizations. Even though few studies reported the impact of transformational leadership (TL) on job performance (JP), the role of mediators namely corporate social responsibility (CSR) in this relationship is not given due attention. The purpose of this paper is to assess the mediating role of CSR in the relationship between TL and JP in the Indian context.

Design/methodology/approach

Data from 306 full time employees working in the manufacturing industry in India were collected through an online survey. The manufacturing organizations were selected on the basis of their active participation in CSR activities and robustness of HR practices. Three structured questionnaires were used for eliciting data from the employees, and AMOS software was used for testing the validity of the hypothesized model. PROCESS macro was used for testing the mediating role of CSR.

Findings

TL impacted both JP and CSR. Additionally, CSR showed a positive relationship with JP of employees. The pivotal finding of the study is the partial mediation of CSR in the TL–JP relationship.

Originality/value

Based on neo-charismatic paradigm theory, TL theory, stakeholder theory and social identity theory, this paper enriches the literature by demonstrating the mediation mechanism driving TL and JP relationship.