An Integrated Psycho-Sociological Perspective on Public Employees' Motivation and Performance

Improving small-scale fishermen's subjective well-being in Indonesia: Does the internet use play a role?

The expansion of Internet access from urban to rural and coastal areas has changed all aspects of life, including lifestyles and work practices. Although several studies have shown that Internet use is essential in the fisheries sector, more information about the link between Internet usage and subjective well-being among small-scale fishermen is needed. This study is the first attempt to investigate the effect of Internet use on subjective well-being, particularly for small-scale fishers. This study used cross-sectional data from 220 respondents in East Java, Indonesia. Two-stage predictor substitution (2SPS) approaches were used to address the endogeneity issue in the estimation. The results revealed that fishing tools, access to credit, and region positively and significantly influenced small-scale fishers' determination to use the Internet. Savings and off-farm employment significantly and negatively affect adoption decisions. The main findings suggest that Internet use significantly increases small-scale fishermen's subjective well-being (proxied by happiness and life satisfaction). This suggests that improving the Internet infrastructure in coastal areas is needed to support economic activities in the fisheries sector and boost the well-being of small-scale fishers.

Remote work burnout, professional job stress, and employee emotional exhaustion during the COVID-19 pandemic

Many studies have investigated how organizational support systems, remote work adaptation, and control over scheduling reduced psychological burnout and occupational stress, thus improving employee wellbeing during the COVID-19 pandemic. This systematic literature review has analyzed significant published peer-reviewed evidence concerning how remote employees lacking constant organizational support during the COVID-19 outbreak experienced escalated job demands, professional strain, low satisfaction and performance, and increased burnout. Throughout February 2023, a quantitative literature review covering scholarly databases such as the Web of Science, Scopus, and ProQuest was performed, with the following search terms: "COVID-19" + "remote work burnout," "COVID-19" + "professional job stress," and "COVID-19" + "employee emotional exhaustion." By inspecting research published between 2020 and 2022, a total of 311 articles satisfied the eligibility criteria. Excluding sources in PRISMA terms, 44 empirical sources were finally selected. Methodological quality assessment tools such as Assessing the Methodological Quality of Systematic Reviews (AMSTAR), Appraisal tool for Cross-Sectional Studies (AXIS), Mixed Methods Appraisal Tool (MMAT), and Systematic Review Data Repository (SRDR) were employed. Data visualization tools (VOSviewer and Dimensions), integrating layout algorithms and bibliometric mapping, were harnessed. The scope of this study does not include how taking breaks and time management in a psychologically safe environment prevented remote work burnout and increased productivity during the COVID-19 pandemic. Subsequent analyses should be developed on how remote work time and stress management-by using burnout assessment tools-will result in coherent workplace behaviors and processes, meeting organizational expectations and reducing emotional stress and workplace pressure.

Negative Impact of Telework, Job Insecurity, and Work-Life Conflict on Employee Behaviour

The COVID-19 pandemic imposed a large-scale adoption of teleworking in various fields, accepted by many employers as the ideal solution to protect their employees against the risk of contracting SARS-CoV-2. Working from home generated substantial savings for organisations and also contributed to alleviating employee stress. In addition to the potential positive effects, telework during COVID-19 favoured counterproductive behaviour, job insecurity, and intention to retire because of the negative outcomes generated by the growing conflict between personal life and working from home and professional and social isolation. The purpose of this research is to define and analyse a conceptual model capable of highlighting the way in which telework, job insecurity, and work-life conflict led to professional isolation and turnover intention, and finally, to the counterproductive behaviour of employees during the COVID-19 pandemic. This research was implemented using employees in Romania, an emerging European economy severely affected by the recent pandemic. The results have been analysed with the help of structural equations in SmartPLS, thus reflecting a significant influence of teleworking on work-life conflict, professional isolation, intentions, and insecurity during the pandemic. The insecurity of employees trained in teleworking contributes significantly to enhancing work-life conflict and professional isolation.

Social norms and fertility intentions: Evidence from China

China’s low fertility rates are a major concern across all sectors of society. Fertility is a major issue related to economy, society and family development. Based on social norms theory, this paper explores the influence of social norms on individuals’ fertility intentions from two perspectives: spatial proximity and social proximity. Using data from the China Family Panel Studies, we found that individual’s fertility intentions were influenced by social norms; both neighborhood social norms and group social norms had significant effects. The role of social norms in shaping individual fertility intentions varied by gender, hukou, and life course; specifically, men, rural residents, and married individuals were more significantly influenced by social norms. This study improves the theoretical framework of fertility decision making by arguing that in addition to macro and individual factors, social norms have a very important influence on fertility intentions. Our findings suggest that reshaping social norms regarding fertility is essential to enhance fertility rates in China.

Life insurance salespeople linking work stressors to proactive behaviors by passion: Servant leadership as a moderator

As the main sales force of life insurance companies, salespeople have accounted for more than 50% of life insurance sales channels over the years, playing a pivotal role in the development of the industry. Since the adoption of the model of employment at an agency, the commission income of life insurance salespeople has largely relied on their sales volume, which requires employee proactivity under a great number of stressors. However, because previous studies have analyzed stressors in a single dimension, our understanding of the relationship between work stressors and proactive behaviors remains limited. Applying self-determination theory, we investigated differential relationships between challenge/hindrance stressors and proactive behaviors, which were expected to be mediated by passion and moderated by servant leadership. In the sample of 332 insurance salespeople, there was a positive (negative) relationship between challenge (hindrance) stressors and proactive behaviors. In addition, passion mediated the relationship between stressors and proactive behaviors, and servant leadership moderated the relationship between stressors and passion. Theoretical and practical implications are discussed.

Developing sustainable workplace through leadership: Perspectives of transformational leadership and of organizational citizenship behavior

The objective of this study was to investigate the leadership style of the supervisor to develop the organization's sustainable workplace of and the extra-role behavior of employees (i.e., OCB). An organizational context of the immigration officer is explored by using the data collected from a survey of 453 immigration officers from 26 immigration officer teams in Taiwan. This study has verified the transformational leadership and organizational commitment that they have positive effect on organizational citizenship behavior (OCB) of the immigration officers. Moreover, it showed that the organizational climate has a context effect on organizational commitment and OCB. Furthermore, the results of this study have shown that an aggregated transformational leadership has cross-level interactions on OCB. This study also found that the transformational leadership has strong effect on organizational commitment and OCB. This study adopts a cross-level study taking organizational environmental factors and cross-level interactions as research considerations. Because of the focus on group-level impact, the research methodology can apply the supervisor's leadership style and the organizational climate to measure whether the immigration officers have a high degree of organizational commitment and influence their OCB performance across levels. The organizational commitment of the immigration officers and their individual OCB performance could be improved by converging the organizational context effect of aggregated transformational leadership and organizational climate. This study found that the application of the transformational leadership is extremely helpful for an organization to develop sustainable workplace and extra-role behavior of employees.

Deep Learning-Assisted Smart Process Planning, Robotic Wireless Sensor Networks, and Geospatial Big Data Management Algorithms in the Internet of Manufacturing Things

The purpose of our systematic review is to examine the recently published literature on the Internet of Manufacturing Things (IoMT), and integrate the insights it configures on deep learning-assisted smart process planning, robotic wireless sensor networks, and geospatial big data management algorithms by employing Preferred Reporting Items for Systematic Reviews and Meta-analysis (PRISMA) guidelines. Throughout October 2021 and January 2022, a quantitative literature review of aggregators such as ProQuest, Scopus, and the Web of Science was carried out, with search terms including “deep learning-assisted smart process planning + IoMT”, “robotic wireless sensor networks + IoMT”, and “geospatial big data management algorithms + IoMT”. As the analyzed research was published between 2018 and 2022, only 346 sources satisfied the eligibility criteria. A Shiny app was leveraged for the PRISMA flow diagram to comprise evidence-based collected and handled data. Major difficulties and challenges comprised identification of robust correlations among the inspected topics, but focusing on the most recent and relevant sources and deploying screening and quality assessment tools such as the Appraisal Tool for Cross-Sectional Studies, Dedoose, Distiller SR, the Mixed Method Appraisal Tool, and the Systematic Review Data Repository we integrated the core outcomes related to the IoMT. Future research should investigate dynamic scheduling and production execution systems advanced by deep learning-assisted smart process planning, data-driven decision making, and robotic wireless sensor networks.

The Idea Is Mine! An Empirical Examination on the Effect of Leaders' Credit Claiming on Employees' Work Outcomes

Existing studies mainly explored the detrimental effect of employee credit claiming, and little is known about how leader credit claiming can affect employees. Based on affective events theory and relative deprivation theory, we explore how leader credit claiming affects employee work outcomes (i.e., voice behavior and job performance) by the research methods of literature review, interview, and empirical questionnaire. With a sample of 418 matched leader-employee pairs from a large manufacturing company, we find that leader credit claiming influences employee work outcomes through the mediating role of employee anger and perceived unfairness. Additionally, we determine that leader credit-claiming attribution (i.e., to protect employees) has a moderating influence on the relationship between credit claiming and anger and between credit claiming and perceived unfairness. The results support all hypotheses. Furthermore, we discuss the theoretical and practical implications of the findings.

The hybrid career concept: creating hybrid career pathways

Purpose

Hybrid career has been discussed in the literature for some time but is still an emergent concept. The study investigated the careers of university professional staff working in universities in Australia and the UK to better understand the careers of this underresearched cohort of staff. The findings were used to extend the theory of the hybrid career.

Design/methodology/approach

A total of 139 career stories were collected via an open-ended question in an online survey. Inductive thematic analysis was used to create themes and theorise career pathways relevant to the participants' careers.

Findings

It was found that participants had a hybrid career orientation (HCO) based on their essential values and their reciprocal relationship with their employer. Four career pathways emerged from the data: intra-organisational advancement, inter-organisational advancement, work–life balance and dead end.

Research limitations/implications

There is a need for future research to investigate the HCO, both to add depth to the understanding of careers for university professional staff in universities and to examine the hybrid concept in other settings.

Practical implications

It is suggested that by grouping staff into career pathways, human resource practitioners could provide more targeted interventions to ensure that staff are motivated and productive for the benefit of the organisation.

Originality/value

The research has extended the concept of the hybrid career and discovered four career pathways relevant to university professional staff.

Job Insecurity in the COVID-19 Pandemic on Counterproductive Work Behavior of Millennials: A Time-Lagged Mediated and Moderated Model

During the COVID-19 pandemic, the market environment for the information technology (IT) industry changed dramatically, presenting companies with numerous obstacles in day-to-day management activities and changing business needs. Previous studies found that job insecurity due to COVID-19 significantly impacted millennials. Our research explored the effect of job insecurity on counterproductive work behavior among millennial employees during the COVID-19 period, using moral disengagement as a mediating variable, and psychological capital and negative emotions as moderating variables. In this study, 298 employees working in Chinese IT companies completed the questionnaire survey. We collected data from employees over three different time intervals (baseline, three weeks later, and six weeks later) to mitigate the issues of common method bias and single-source data. We analyzed the collected data using SPSS25.0 and Amos24.0 for structural modeling. Our research results indicate that job insecurity is positively associated with counterproductive work behavior, and moral disengagement plays a mediating role. In addition, psychological capital moderates the relationship between job insecurity, moral disengagement, and counterproductive work behavior. Negative emotions also moderate the mediating effect of moral disengagement between job insecurity and CWB.

Fostering Workplace Innovation through CSR and Authentic Leadership: Evidence from SME Sector

The cut-throat situation of competitiveness in almost every business sector, followed by globalization, shortened product life cycles, and rapid technological changes have raised the importance of innovation to overrun the rivals. Scholars have established that appropriate leadership style is a key enabler for organizational success. However, it is not clear in existing literature how the concept of authentic leadership is related to innovative work behavior (IWB). Likewise, the role of corporate social responsibility (CSR) to induce IWB is also vague in current literature. Thus, the basic purpose of the current study was to test the relationship of CSR and IWB with the mediating effect of authentic leadership. The proposed model was tested in the small and medium-sized enterprises (SMEs) sector of China. The data were collected through a questionnaire that was distributed among different respondents of the current survey. The data were obtained from a dyad of supervisor and subordinate serving in different SMEs in Wuhan city of China. The study used the structural equation modeling (SEM) technique to validate different hypotheses. The empirical results confirm that CSR positively relates to IWB while authentic leadership partially mediates this relationship. The findings of the current survey will be helpful for policymakers to recognize employees as a source of innovation through CSR and authentic leadership.

Evaluation of mobbing perception levels of health employees

The objective of this study was to evaluate the mobbing perception levels of health workers, who were mobbed and to determine whether the socio-demographic characteristics of the employees made a significant difference in the perception of mobbing. Within the scope of the study, the mobbing perception levels of 516 healthcare personnel were evaluated by using relational screening model. In order to collect data, socio-demographic data form and Leymann Psychological Terrorist Scale developed by Heinz Leymann were used. As a result of the study, 70.0% of the participants who were exposed to mobbing reported that they were exposed to mobbing behaviors by their managers. The Leymann Psychological Terrorism Scale was found to be 1.49. Mobbing behaviors that affect self-disclosure and communication possibilities is the most common bullying behavior that the participants were exposed (x̄: 1.73). As a result, the data suggested that company policies rather than demographic characteristics of individuals are effective in the exposure to mobbing behaviors. It is thought that the cultural structures of the societies and the individuals' knowledge about which behaviors can be evaluated as mobbing have an effect on the mobbing perception levels of the individuals. Accepting mobbing behaviors as a normal situation in hierarchical structure or interpersonal relationships is one of the important problems in prevention. For this reason, one of the most important steps in the prevention of mobbing is to ensure that both managers and employees are informed about mobbing.

Innovations in Human Resources Management: Instruments to Eliminate Mobbing

Mobbing in employees’ relationships is a widely researched and analyzed problem, and the concept is still developing. The deliberations mostly concentrate on negative aspects associated with this phenomenon, e.g., deterioration of the relationships between employees, devastating consequences for victims, deterioration of the company’s performance and image. The research on what managerial solutions can help reduce or eliminate the problem is still, however, not very abundant. Also, though many studies confirm the existence of this phenomenon in different sectors of the economy, there is not so much research on mobbing in relationships between employees in the leisure sector organizations. What is equally important, the dysfunction of relationships between employees includes the factors that have a significant impact not only on the quality of communication but also on the services provided in the organizations providing services. Given this fact, this study deals with the prevalence of mobbing in relationships between employees of the leisure sector organizations, distinguishing the most frequent forms of psychological pressure, and shaping the managerial solutions to eliminate the problem. The results of the qualitative research are presented using a semi-structured interview method. The research sample comprises employees of the Lithuanian hotels. The qualitative data analysis was performed using Emic and Etic approaches. The results achieved show that the dynamics of mobbing in the leisure sector organizations can be related to the economic recession, when the number of customers has decreased, corporate earnings shrunk. It affected the staff policy of organizations; it also shows that the relationship between the employees forming within organizations is significantly exposed to external circumstances, the influence of which could be compensated by the change in personnel policy. The originality of this article is presupposed by the fact that a complex, versatile model of managerial solutions designed to eliminate the phenomenon of mobbing is presented as the main result of the studies carried out. Using the proposed model, the practitioners will be able to look at the phenomenon of mobbing from a different angle, and researchers analyzing destructive relationships between the employees will be able to develop strategies of prevention and intervention of mobbing in relationships between employees based on the model. Keywords: mobbing, employee relations, human resource management, managerial solutions, qualitative methods, Lithuania.

Simulation of Innovative Systems under Industry 4.0 Conditions

The world is at the threshold of the fourth industrial revolution, which has already begun. It requires enterprises and even sectors to move toward Industry 4.0. Innovative systems (IS) play an important role in this process. In the article, the innovative systems in Industry 4.0 are considered to be complex systems whose components have a lot of tasks; in particular, to produce innovative policy; to provide the subjects of innovative activity with the necessary resources; to participate directly in the process of creation, commercialization, and the practical use of new knowledge; to implement integration approaches between these processes, etc. The complexity of the innovation system leads to the development of modern approaches to their modeling, as a tool for further designing, creating, and modifying real innovative systems of different levels of organization under the conditions of Industry 4.0. In the simulation of IS under the conditions of Industry 4.0, the description of the subsystems by a number of sets is proposed. The model is described by the graph of relationships, including the abstract level of the hierarchical model of IS, its elements, indicators and their values, functions, actions and operations, their states and efficiency, and the tree of goals. In order to make optimal solutions, using the mathematical apparatus of the theory of Markov chains to study the dynamic and static characteristics of the states of the IS is proposed. This approach can be widely used in the simulation, designing, development, and rebuilding of IS at different levels of an organization.