The relationship of emotional intelligence with task and contextual performance: More than it meets the linear eye

Emotional intelligence as a conduit for improved occupational health safety environment in the oil and gas sector

To address the issue of promoting occupational health and safety at the workplace, this study aimed to evaluate the mediating effect of four different dimensional constructs of Emotional Intelligence (EI) on the influence Occupational Health and Safety Management Practices (OHSMP) hold on safety performance and workplace accidents among oil and gas workers. The study is explanatory research that adopted a cross-sectional survey design. Convenience and stratified sampling techniques were used to select 699 respondents from the three major government-owned oil and gas organizations. The multiple standard regression and bootstrapping mediation methods were used for data analysis after subjecting the data to exploratory and confirmatory factor assessments. Results indicated that OHSMP significantly predicts EI, safety performance, and workplace accidents. Again, EI was found to predict safety performance and workplace accidents significantly. Results also indicated that all the construct dimensions for measuring EI significantly explain the relationship between OHSMP and safety performance, as well as the influence of OHSMP on workplace accidents. The theoretical basis for these findings is that workers with high-level EI are likely to cope with occupational health and safety lapses or safety-related challenges at the workplace by participating and complying with the organization's safety management practices or procedures. Such employees are likely to exhibit safe working behaviors and contribute to improving safety performance in the organization.

Does maximum emotional intelligence facilitate team organizational citizenship behaviors: A perspective of integrating strategic core roles and multilevel theory

This study examines how maximum emotional intelligence (EI) members can contribute to the emergence of team-level organizational citizenship behaviors (OCB). Based on integrating a strategic core role and multilevel theory, we developed and tested a model in which the maximum EI score in teams results in intrateam trust and consequently impacts team OCB and examined whether the indirect effect of maximum EI on team OCB through intrateam trust would be moderated by EI diversity and trust divergence in teams. The results from 129 project teams showed that the relationship of maximum EI with team OCB is mediated by intrateam trust and this relationship is stronger for lower levels of EI diversity and trust divergence than for higher levels of diversity and divergence. The findings advance our understanding of the role of EI in team settings. Our research has important implications for organizations attempting to develop the applied value of EI.

The Relationship Between Emotional Intelligence and Expatriate Performance in International Construction Projects

Purpose

In the field of construction, it has been shown that individuals with higher emotional intelligence may perform better on the job. However, it is still a question worth exploring about how emotional intelligence affects expatriate performance in international construction projects. Therefore, this study aimed to verify the relationship between expatriates' emotional intelligence and expatriate performance and explore the mediating role of self-efficacy and psychological resilience.

Methods

A cross-sectional study was conducted in June 2021. A non-probability sampling method was used to obtain data. A total of 315 Chinese construction expatriates in 67 countries and regions around the world were evaluated using four scales: the Wong and Law Emotional Intelligence Scale, the General Self-Efficacy Scale, the Connor-Davidson Resilience scale, and the Kraimer's expatriate's performance scale. The hypothesis model was tested using Partial Least Squares Structural Equation Modeling (PLS-SEM).

Results

The results of the data analysis indicated that self-efficacy (β_{Indirect effect} = 0.175, p<0.05) and psychological resilience (β_{Indirect effect} = 0.112, p<0.05) served as fully mediating variables (β _{Direct effect} = 0.177, p=0.101), suggesting a way to explain how emotional intelligence affect the performance of contractor expatriates. The findings also suggest that self-efficacy and psychological resilience also play continuous and multiple mediating roles (β_{Indirect effect} = 0.143, p<0.05) between emotional intelligence and expatriate performance.

Conclusion

This study attempted to investigate the mechanism of emotional intelligence's influence on expatriate performance from the perspective of individual psychological resources. The results of the study suggest that the emotional intelligence of expatriates may bring about an increase in performance levels by improving self-efficacy and psychological resilience levels. This provides a practical way to improve the performance of expatriates and a new management perspective for human resource management in international construction projects.

Special education teachers' emotional intelligence and its relationships with social support, work engagement and job performance: a job demands-resources theory's perspective

Based on the Job Demands-Resources theory, this research investigated the multiple mediating role of special education teachers' social support and work engagement in the relationship between their emotional intelligence and job performance. Data of 710 Chinese mainland teachers in special education schools were analyzed. The results showed that emotional intelligence directly predicted job performance. Both social support and work engagement partially mediated the relationship between emotional intelligence and job performance. Furthermore, social support and work engagement serially mediated the relationship between emotional intelligence and job performance. The limitations and implications for future studies and practices are discussed.

Expatriate effectiveness: from conceptualization to operationalization

Expatriate effectiveness has been studied extensively in the expatriate literature. Despite its popularity, the construct has not been well-defined or properly operationalized. Adopting a performance perspective, we conceptualize expatriate effectiveness in terms of task, contextual, and adaptive performance. The relative importance of each type of performance may vary across expatriate jobs and over the course of the expatriate’s tenure. We propose six operational and implementation guidelines for expatriate effectiveness measurement in the contexts of the nature of the expatriate job, the prioritized performance at each stage of adjustment, rater sources and capabilities, rater culture, frequency of evaluation, and the fit between measurement methods and criteria. We contribute to cross-cultural management research by providing a thorough description of the criterion issues in this literature, offering a conceptual framework to differentiate and integrate a variety of constructs that reflect different aspects of cross-cultural effectiveness, and calling attention to the influential role of measurement operations and implementation for the validity of research studies.

Linking emotional intelligence to safety performance: The roles of situational awareness and safety training

INTRODUCTION

Safety outcomes in the workplace require individual employees to perform (behave) safely in everyday duties. While the literature suggests that emotional management capabilities or traits can be positively related to individual performance in certain conditions, it is not clear how they can influence safety-related performance in high-risk work contexts. Drawing upon trait activation theory, this paper aims to examine when emotional intelligence (EI) benefits employees' safety performance. We propose that when employees receive inadequate safety training, EI is more likely to trigger their situational awareness and consequently promote their safety performance.

METHOD

We collected time-lagged data from 133 full-time airplane pilots working in commercial aviation industry. Hierarchical moderated regression analysis was conducted to test the moderating effect of safety training inadequacy on the EI-situational awareness relationship. The moderated mediation model, which involves conditional indirect effects of EI on safety performance via situational awareness across different levels of safety training inadequacy, was tested using the PROCESS-based bootstrap confidence interval.

RESULTS

Safety training inadequacy negatively moderated the relationship between EI and situational awareness, such that EI was significantly related to situational awareness only when safety training inadequacy was more salient. The more inadequate safety training was, the greater the indirect effect of EI on safety performance via situational awareness was.

CONCLUSIONS

Inadequate safety training, as a negative situational cue, can activate individuals' EI to drive their safety-related cognitions (e.g., situational awareness) and behaviors. Effective safety training may be able to complement employees' low EI in shaping their situational awareness and safety behaviors. Practical Applications: Aviation managers should monitor the adequacy and effectiveness of safety training; this could make pilots' situational awareness and safety performance depend less on personal attributes (e.g., EI), which organizations are less able to control. When training capacity is temporarily limited, priority might be given to those with low EI.

Impact of Emotional Intelligence on Organisational Performance: An Analysis in the Malaysian Public Administration

Organisations have shifted from traditional beliefs to the incorporation of agile methods for attaining high levels of performance through its established goals and objectives. Emotional intelligence (EI) is envisaged to contribute to the achievement of higher levels of performance. With the current global economic crisis and the pandemic situation, it has become very critical to achieve higher levels of performance with limited resources. Countries confront challenges by way of attaining a higher level of emotional maturity and realisation in order to sail through the current economic storm. The Administrative and Diplomatic Officers (ADOs) are seen to shoulder a heavy responsibility in materialising this shift. This study analyses the impact of EI on organisational performance (OP) in the Malaysian public sector. A survey instrumentation was distributed to 700 ADOs based in Putrajaya, within five selected ministries, obtaining 375 valid responses. The results attained, analysed using the SMART-PLS method, affirm the significant positive effect of EI on OP, suggesting the need for an increase in the EI of civil servants by including EI indicators and measures in the areas of recruitment, learning and development, workforce planning, succession planning, and organisational development. EI should actively be adopted to increase awareness and maturity, which would thus enable civil servants to embrace the current challenging agile environment.

Promoting tacit knowledge application and integration through guanxi and structural holes

Purpose

This study aims to explore the impacts of structural holes (SH) and guanxi and their interaction on the application and integration of tacit knowledge among co-workers in inter-organizational arrangements.

Design/methodology/approach

The relationships were examined using a mixed-methods research approach through 305 questionnaires and 50 interviews collected from a university and a pharmaceutical company in China.

Findings

SH hinders the application and integration of tacit knowledge, while guanxi promotes these latter. In addition, guanxi moderates the negative impact of SH on tacit knowledge application (TKA) and tacit knowledge integration (TKI).

Research limitations/implications

By developing a framework to identify how co-workers strategically leverage their guanxi and SH to facilitate TKA and TKI, this study identifies the key factors that drive these latter in complex inter-organizational arrangements, contributing to the literature on knowledge management. In addition, the study makes a contribution to the advancement of SH theory by comparing guanxi with other social relationships in terms of their application to SH in different cultures, and recognizing the cultural contingencies that condition the effect of SH on knowledge management performance, thereby generating an important implication for the identification of the different roles that structural-hole owners play in brokerage situations. Finally, by comparing the difference between guanxi and interpersonal relationships in Chinese culture, this study provides a reasonable explanation for guanxi’s moderating effect on SH.

Practical implications

By uncovering the significance of guanxi cultivation with individuals who occupy yet-to-be-filled SH to make them more committed to the network, this study seeks to provide organizational leaders with helpful suggestions for the creation of incentives to fill SH.

Originality/value

By developing a framework to identify how co-workers strategically leverage their guanxi and SH to facilitate TKA and TKI, this study provides a theoretically defensible and empirically supported solution to the problems experienced by co-workers in applying and integrating tacit knowledge effectively in complex inter-organizational arrangements.

Leadership of change in South Africa public sector turnarounds

Purpose

Organisational decline has far-reaching, negative emotional and financial consequences for staff and customers, generating academic and practitioner interest in turnaround change processes. Despite numerous studies to identify the stages during turnarounds, the findings have been inconclusive. The purpose of this paper is to address the gap by defining these stages, or episodes. The characteristics of leaders affect the outcome of organisational change towards turnarounds. This paper focusses, therefore, on the leadership requirements during specific episodes, from the initial crisis to the full recovery phases.

Design/methodology/approach

A total of 11 semi-structured interviews were conducted with executives from the public sector in South Africa who went through or were going through turnaround change processes and 3 with experts consulting to these organisations.

Findings

Contrary to current literature in organisational change, this study found that, in these turnaround situations, leadership in the form of either an individual CEO or director general was preferable to shared leadership or leadership distributed throughout the organisation. This study found four critical episodes that occurred during all the public service turnarounds explored, and established that key leadership requirements differ across these episodes. The study shows how these requirements relate to the current literature on transactional, transformational and authentic leadership.

Practical implications

The findings on the leadership requirements ultimately inform the selection and development of leaders tasked with high-risk turnaround change processes.

Originality/value

Four episodes with corresponding leadership requirements were established in the particular context of public sector turnaround change processes.

An integrated TOPSIS-MOORA-based performance evaluation methodology for the key service providers in sharing economy: case of Airbnb superhosts

Purpose

In the context of sharing economy, the superhost program of Airbnb emerges as a phenomenal success story that has transformed the tourism industry and garnered humongous popularity. Proper performance evaluation and classification of the superhosts are crucial to incentivize superhosts to maintain higher service quality. The main objective of this paper is to design an integrated multicriteria decision-making (MCDM) method-based performance evaluation and classification framework for the superhosts of Airbnb and to study the variation in various contextual factors such as price, number of listings and cancelation policy across the superhosts.

Design/methodology/approach

This work considers three weighting techniques, mean, entropy and CRITIC-based methods to determine the weights of factors. For each of the weighting techniques, an integrated TOPSIS-MOORA-based performance evaluation method and classification framework have been developed. The proposed methodology has been applied for the performance evaluation of the superhosts (7,308) of New York City using real data from Airbnb.

Findings

From the perspective of performance evaluation, the importance of devising an integrated methodology instead of adopting a single approach has been highlighted using a nonparametric Wilcoxon signed-rank test. As per the context-specific findings, it has been observed that the price and the number of listings are the highest for the superhosts in the topmost category.

Practical implications

The proposed methodology facilitates the design of a leaderboard to motivate service providers to perform better. Also, it can be applicable in other accommodation-sharing economy platforms and ride-sharing platforms.

Originality/value

This is the first work that proposes a performance evaluation and classification framework for the service providers of the sharing economy in the context of tourism industry.

Cognitive intelligence, emotional intelligence and personality types as predictors of job performance: Exploring a model for personnel selection

Orientation: The process of personnel selection is essential for organisations because it ensures that only those candidates who are likely to contribute to the economic value of an organisation are chosen to fill job vacancies.Research purpose: This research sought to explore cognitive intelligence (CI), ability emotional intelligence (ability EI), trait emotional intelligence (trait EI) and personality types as predictors of job performance with the view to propose a valid selection model for the Zimbabwean organisational context.Motivation for the study: In the personnel selection context, separate studies investigated the single predictive power of the constructs relevant to the study in different settings and studies. The role of personality types in selection is especially under-researched.Research approach, design and method: The study utilised a cross-sectional survey design. The convenience sample constituted (N = 299) supervisory and professionally qualified, experienced specialists from various organisations in Zimbabwe. The GAMA, AES, WEIS, MBTI, Form M and JPS were administered.Main findings: Structural equation modelling indicated CI as the best predictor of job performance, followed by ability EI and then by personality types. Trait EI could not account for any variance in job performance.Practical implications/managerial implications: Personnel selection models in the Zimbabwean context could consider including the empirically demonstrated variables in selection practices.Contribution/value-add: The research advanced personnel selection theory by empirically and scientifically identifying the core elements of, and proposing a personnel selection model for use by human resources practitioners and organisations in the African context.

Influence of big data and predictive analytics and social capital on performance of humanitarian supply chain

Purpose

The purpose of this paper is threefold: first, to investigate the role of big data and predictive analytics (BDPA) and social capital on the performance of humanitarian supply chains (HSCs); second, to explore the different performance measurement frameworks and develop a conceptual model for an HSC context that can be used by humanitarian organizations; and third, to provide insights for future research direction.

Design/methodology/approach

After a detailed review of relevant literature, grounded in resource-based view and social capital theory, the paper proposes a conceptual model that depicts the influence of BDPA and social capital on the performance of an HSC.

Findings

The study deliberates that BDPA as a capability improves the effectiveness of humanitarian missions to achieve its goals. It uncovers the fact that social capital binds people, organization or a country to form a network and has a critical role in the form of monetary or non-monetary support in disaster management. Further, it argues that social capital combined with BDPA capability can result in a better HSC performance.

Research limitations/implications

The proposed model integrating BDPA and social capital for HSC performance is conceptual and it needs to be empirically validated.

Practical implications

Organizations and practitioners may use this framework by mobilizing social capital, BDPA to enhance their abilities to help victims of calamities.

Social implications

Findings from study can help improve coordination among different stakeholders in HSC, effectiveness of humanitarian operations, which means lives saved and faster reconstruction process after disaster. Second, by implementing performance measurements framework recommended by study, donors and other stakeholders will get much desired transparency at each stage of HSCs.

Originality/value

The findings contribute to the missing link of social capital and BDPA to the existing performance of HSC literature, finally leading to a better HSC performance.

High-performance work system and organizational citizenship behaviour at the shop floor

Purpose

The manufacturing industry is presently experiencing technological disruption on a global scale. Consequently, to tackle such disruption, firms are identifying a volatile, uncertain, complex and ambiguous (VUCA) scenario and seeking ways to counter it. Accordingly, this paper aims to investigate the employee performance through assessing organizational citizenship behaviour (OCB) among the shop floor employees of the fast-moving consumer goods (FMCG) industry where a high-performance work system (HPWS) has been implemented.

Design/methodology/approach

A descriptive research design was used in the study, and 395 shop floor employees working in leading multinational firms, with a minimum global turnover of US$1bn, were interviewed. These manufacturing firms were located in three industrial clusters in the northern part of India.

Findings

The results indicate that HPWS influences OCB. Most of the dimensions of HPWS and OCB were found to be positively associated. The findings also disprove the labour process theory in the context of the study.

Practical implications

The findings report a broad view of the relationship between HPWS and OCB in the Indian manufacturing context. The study offers the practical insights that HPWS is a universally accepted framework and that organizations should focus on the effective implementation of HPWS in a VUCA scenario, which is in line with past studies. The study also provides future directions for research.

Originality/value

This paper has established the relationship between HPWS and OCB in the manufacturing sector, especially for shop floor employees.

Role of social and organizational support in the adjustment of Tunisian self-initiated expatriates

Purpose

This paper aims to explore the lived experiences of Tunisian self-initiated expatriates (SIEs) for social and organizational support that they experienced during their international expatriation assignment in a host country.

Design/methodology/approach

This study is a qualitative research. The data were collected from Tunisian Expatriates through semi-structured interviews.

Findings

This study has revealed diverse some interesting insights about the lived experiences of Tunisian SIEs about the support which they received from their family members, social network and members of the host-country organization. This study has also introduced a scale that can be used for measuring the level of social and organizational support received by SIEs.

Practical implications

This study has offered some implications for the researchers and professionals to advance research and practice to regulate the lived experiences of SIEs.

Originality/value

This study has highlighted the lived experiences of SIEs for social and organizational support in the Tunisian context representing the collectivist Muslim society.

Moderating role of employee engagement on conflict–politics relationship

Purpose

The purpose of this paper is to explore the relationship between relationship conflict and the perception of organization politics (POP) and the moderating role of employee engagement. The study hypothesizes that the conflict results in the presence of POP only for those employees who are relatively less engaged with the organization. The paper further explores the mediating role of perceived politics between the relationship conflict and job-related outcome variables including openness to diversity, turnover intent and perception of justice. In sum, the authors contend that employee engagement will act as a moderator between relationship conflict and POP, and POP further will act as a mediator between relationship conflict and its job-related outcomes.

Design/methodology/approach

A descriptive study was carried on to conduct this research. Data were collected at two different points of time from the employees of two public sector undertakings (n=206). About 80 questionnaires were not returned by the respondents, reducing the sample size to be 126. Of these, 115 were usable, resulting in a 55.83 percent response rate. SEM was employed to test the hypotheses with the help of Smart PLS 3.0. A two-step process was followed to test the hypothesized model. Testing the significance of proposed relationships in the structural model was followed by the evaluation of the measurement model.

Findings

The results of the study highlighted a positive association between the relationship conflict and POP. A moderating effect of employee engagement on relationship conflict and perceived organizational politics (POP) was observed. Further, POP was found to have a positive relationship with the intention to leave and a negative relationship with openness to diversity and perception of justice was observed. POP mediated the relationship between relationship conflict with the intention to leave and the perception of justice.

Research limitations/implications

The very first limitation of the present study is its cross-sectional design. Since the data were gathered from the same respondents, the causal relationships between variables are subject to biases (Bobko and Stone-Romero, 1998). Further, the data were gathered with the help of self-report questionnaires, and the findings of this study might have been influenced by the social desirability response bias (Podsakoff et al., 2003). Hence, future work should focus on using a combination of sources for data collection. This study also proposes a possible role of emotional intelligence in employee engagement and their POP, which can be tested in future studies.

Practical implications

The study suggests that relationship conflict leads to POP, which eventually results in adverse job-related outcomes. In order to control the negative effects of politics perception, organizations should undertake conflict prevention and conflict management techniques. To further reduce the level of POP, organizations shall take steps to better engage their employees because even when the level of relationship conflict is high, people perceive less politics if they are highly engaged with the organization.

Originality/value

The study is an original work carried out to understand the relationship between relationship conflict and the POP, and the moderating role of employee engagement.

Social isolation: development and validation of measures

Purpose

The purpose of this paper is to develop and empirically validate items on social isolation. The comprehensive literature review of existing studies on the measures of social isolation, loneliness and the related construct was conducted. The paper seeks to conceptualize, validate and present items to measure social isolation.

Design/methodology/approach

The paper is based on theoretical and empirical investigation of the measures of social isolation, loneliness and related constructs such as social others, social loneliness and feeling of sociability. The items were generated through theoretical exploration of previous literature and later modified. The author examined the items through exploratory factor analysis, confirmatory factor analysis and further checked for external criterion validity. Data collected from 128 individuals, in India, were examined to design and validate the scale.

Findings

The finding of the paper is a ten-item social isolation scale. Using structural equation modeling, we have found extraversion and well-being significantly associated with final items in the present study, confirming the external quality of the scale.

Practical implications

Organizations may benefit by close examination of the presence of social isolation in employees along with providing support and assistance to employees so as to reduce negative consequences of social isolation and can address the well-being of the employee.

Originality/value

There is a dearth of developed and validated measures of social isolation in the literature. The study reveals the conceptualization and empirical validation of measures of social isolation in the Indian context so that researchers can move forward to develop theories on social isolation.

Skill mapping for blue-collar employees and organisational performance

Purpose

The purpose of this paper is to explore the skill mapping process in a manufacturing organization and to examine its relationship with the select performance indicators, such as quality and defects. This paper also explores the role of the supervisor in the whole process of skill mapping of the blue-collar employees.

Design/methodology/approach

The study uses a case-based approach and the company selected is Mahindra and Mahindra Ltd, Swaraj Division, located in Phase 4, Industrial Area, Mohali (Punjab). The qualitative aspect of the paper is based on ten semi-structured interviews of the senior-level managers. These interviews are conducted in order to understand the role of the supervisor in skill mapping process and its relationship with the organizational performance. The quantitative aspect is based on the regression analysis to find out the impact of skill index on select performance indicators.

Findings

The results of the study indicate that the role of the supervisor in performance appraisal is very important in the whole process of skill mapping. Swaraj is an example where a robust skill mapping process for blue-collar employees have supported the business in improving the skill of employees and consequently supporting the business to perform well on key deliverables, such as better quality and less defects. The select variables are inter-correlated and variations in the select organizational performance indicators (production and defects) are due to variations in the skill index of the blue-collar employees in the manufacturing organization. The performance indicators of the manufacturing organization in terms of manufacturing defects have declined and also the production has increased, which is a good indicator for the organization.

Practical implications

The present study is of interest to researchers who are trying to understand the system for skill mapping and utilization of appraisal inputs in improving organizational performance.

Originality/value

To the authors’ best knowledge, this paper is one of the first to address the skill mapping process in a manufacturing organization especially for the blue-collar employees.

Self-efficacy and workplace well-being: moderating role of sustainability practices

Purpose

How psychological variables especially self-efficacy plays significant role to attain workplace well-being is yet to be explained. The extant literature calls for further research works in the field of sustainability practices to bridge the gap between self-efficacy and workplace well-being. The purpose of this paper is to extend the literature of workplace well-being while scientifically examining the moderating role of sustainability practices.

Design/methodology/approach

The study collected data from 527 full-time executives of Indian public and private manufacturing industries. The authors performed moderated regression analysis through a series of hierarchical models to test the hypotheses of the study.

Findings

The result indicates positive relationship between self-efficacy and workplace well-being. Furthermore, the result suggests that the relationship between self-efficacy and workplace well-being was stronger among executives with high level of sustainability practices and vice versa.

Research limitations/implications

The cross-sectional sample of executives employed in Indian manufacturing organizations limits the generalizability of the findings.

Practical implications

HR functionaries and senior management may benefit by closely examining their sustainability practices along with their employees perceived ability to address workplace well-being.

Originality/value

The study contributes to extend the literature on self-efficacy and workplace well-being. This research work is one of the first few studies to examine the moderating effect of sustainability practices.

Measuring of job satisfaction: the use of quality of work life factors

Purpose

Banking industry forms a part of financial services that has emerged itself as the most important source for India’s economic growth. Job satisfaction of employees is one of the important pre-requisites to ensure smooth functioning of banks. The purpose of this paper is to explore the association of job satisfaction with the quality of work life factors of bank employees (n=300), followed by the essential influential relationship of these concepts with socio-demographic characteristics, thereby, proving its own distinct contribution to the subsist body of literature.

Design/methodology/approach

This study has considered five private sector banks in India and has used the technique of multi-stage sampling to collect primary data. The respondents from different cadres, namely, executive, associate and manager involved in customer-oriented interactions participated in this survey. The analysis has been conducted by applying descriptive statistics, regression analysis (impact of the quality of work life factors on job satisfaction) and χ2 statistics (association of the quality of work life and job satisfaction with socio-demographic variables). The results have been compared with the Herzberg Theory of Job Satisfaction.

Findings

The results of the study show the presence of variance (R2 61.40 percent) in job satisfaction as explained by the quality of work life constructs. The unconducive work environment has confirmed negative association with job satisfaction. The study foresees to contribute useful information to the top management level in the organizations to enhance employees’ overall job satisfaction.

Research limitations/implications

The opaqueness with which the Indian banking industry has its roots and existence in India, the present study clearly has limits: the small size of the sample and the study considered only private sector banks.

Practical implications

A planned approach at organizational and individual level is highly recommended. The bank management must realize the importance of their devoted staff by giving them quality work environment. The initiatives like regular exercise routines can be adopted to reduce stress. Some respondents expressed the need for intercity branch associations, which can help them to solve common problems, better learning opportunities with an informal atmosphere along with other training sessions organized formally.

Originality/value

The paper gives a theoretical explanation of the quality of work life and job satisfaction factors in the Indian private banks falling under the umbrella of Indian banking industry with respect to the employees of private sector banks.

Business incubator training management model to increase graduate competency

Purpose

The purpose of this paper is to produce a business incubator training model for students to form graduates in order to have competence in the field of entrepreneurship in an effort to reduce high unemployment.

Design/methodology/approach

The method used in this study was research and development (R&D) that consisted of the following five stages: first, planning based on the result of initial observation in the field, second, development of training model, third, validity test model, fourth, limited test and fifth, final model determination. This research used and involved 12 beauty successful beauty salon entrepreneurs as validator models of business incubator training management.

Findings

The test results show that the training model developed is effective in forming entrepreneurship competence of graduates, so it is feasible to be applied in Beauty Education Study Program, Engineering Faculty of Universitas Negeri Semarang.

Practical implications

The resulted model can be used as a learning model that can develop the skill of entrepreneurship level for students.

Originality/value

This study provides contribution to the unemployment level decrease and employment acceleration.

Role of organizational image in employee engagement and performance

Purpose

The purpose of this paper is to investigate the role of organizational image in engaging employees and improving their performance. The study has explored the role of employee’s perception about the organizational image, and its linkage with the investment of employee’s energies into their work roles resulting in employee engagement (EE) and hence performance.

Design/methodology/approach

Adopting a model that was built on the basis of research conducted in the form of surveys. By using cross-sectional data and following a quantitative research method, the study collected data from 701 managers in India holding various positions, in different industries. The study has used “Component-Based Structural Equation Modeling” by Smart PLS.

Findings

The key findings of the study help employees as well as employers to have a thorough, comprehensive understanding to improve EE and their performance by creating a positive and consistent organizational image.

Research limitations/implications

This study will be very useful for employers and policymakers to understand the value of organizational image in engaging the workforce effectively. Aligning with the organizational behaviors theoretical support, this study yields some important and useful suggestions for managers to engage and retain their workforce in the present dynamic work environment.

Originality/value

The paper tries to focus on one’s perceptions of the organization and its linkage between EE and performance. The positive perception of employees reflects that they identify themselves and feel connected with the overall vision of the organization.

The linkage between knowledge management practices and organization based projects for better learning outcome

Purpose

The purpose of this paper is to provide a framework to understand and reflect upon issues, which can help in producing better industry-ready students graduating from business schools.

Design/methodology/approach

The paper examines research conducted in the area of knowledge management (KM) and proposes a conceptual framework that can be used by academic institutions to engage students and prepare them for industry needs so that they are better industry-ready graduates. A case study based approach has been adopted in this study.

Findings

In line with the literature-based analysis, a framework for better industry ready students has been proposed, illustrating the linkage between KM, learning from organization-based projects, industry feedback and inputs from international accreditation bodies in higher education.

Originality/value

This paper has provided a comprehensive framework that contributes to the understanding and refining the academic processes in a business school setting with the help of learning from academic KM process. Such a framework has not been previously developed by previous researchers.

Pro-environmental behaviours at workplace

Purpose

The purpose of this paper is to understand the influence of individual and organisational factors on pro-environmental behaviours of the employees at the workplace.

Design/methodology/approach

A model explaining pro-environmental behaviours at workplace has been proposed based on contemporary literature related to value-belief-norm (VBN) theory, corporate environmentalism framework and norm. A cross-sectional survey was carried out in 20 manufacturing organisations in India and 383 useful individual responses were collected. The proposed model has been tested with the help of structural regression analysis.

Findings

The results of the study show that both individual characteristics as well as organisational efforts influence employees’ pro-environmental behaviours. However, the effect varies as per the type of behaviour. Personal norm mediates the relationship between subjective social norm and two types of pro-environmental behaviours.

Research limitations/implications

An individual faces subjective or objective constraints while exhibiting pro-environmental behaviours. The effect of subjective or the objective constraint needs to be explored in future studies.

Originality/value

To explain pro-environmental behaviours at workplace the authors tested VBN theory, as it was overlooked till date in management literature. It also contributes to the VBN literature by extending it to include organisational variables like corporate environmentalism and social psychological variable like social norm.

Experiential learning: analyzing success and failures in Indian telecom sector

Purpose

The purpose of this paper is to study the self and vicarious learning patterns of organizations through operational success and benchmark failure experiences. The study is specific to the Indian telecom sector.

Design/methodology/approach

This study uses published data of four major telecom firms in India reported by Telecom Regulatory Authority of India (TRAI) and analyzed the influence of aspiration performance discrepancy on organizational learning by hypotheses testing. Feasible generalized least square model with year fixed effects is used to run panel data regression.

Findings

In the case of operating experience for performance above aspiration, firms fail to learn from their own experience as well as from others’ experiences. For benchmark failure experience under positive discrepancy, firms learn from their own experience. For performance below aspiration, no significant result was found. These insights allow managers to reconfigure their learning orientation and to develop an effective mechanism for absorbing crucial knowledge from themselves and peer firms.

Practical implications

Practitioners should take into account that their knowledge repertoire is essential for learning in good times. This study also motivates managers involved in operating activities to make use of publicly disclosed reports, engage in vicarious learning or form a coalition for developing coping mechanism under negative discrepancy scenarios.

Originality/value

This paper presents a unique context by studying operational success, and failure experiences of telecom sector in India wherein benchmark for failure was decided by the governing regulatory body, TRAI, unlike other studies where success and failures reference points are intrinsically selected.

Agentic work behaviour and thriving at work: role of decision making authority

Purpose

The purpose of this paper is to examine the contribution of agentic work behaviour and decision-making authority (DMA) to thriving at work and, more importantly, the moderating role of DMA in the relationship between agentic behaviour and thriving.

Design/methodology/approach

The study has been carried out upon a random sample of 330 employees below supervisory level from manufacturing companies located at Odisha (a state located at the eastern part of India). After verifying the significance of correlation among the study variables through Pearson’s product moment correlation, moderated regression analyses were carried out to examine the independent contribution of agentic work behaviour and DMA to thriving as well as the moderating contribution of DMA towards thriving.

Findings

Results reveal that the three dimensions of agentic work behaviour, namely, task focus, exploration and heedful relation, have a direct positive contribution towards thriving at workplace. As far as the moderation is concerned, it is observed that the thriving level is higher for the employees having high DMA irrespective of the level of agentic work behaviour at each dimension.

Research limitations/implications

The findings imply for designing interventions to enhance task focus, super-ordinate relationship and interest for learning. In addition, the organisations should provide autonomy to employees for decision making.

Originality/value

The study is first of its kind in the Indian context upon employee thriving. In this study, the authors have not only investigated the separate independent contribution of agentic behaviour and DMA, but also their interacting contribution to employee thriving.

Exploring the Effect of Different Performance Appraisal Purposes on Miners’ Organizational Citizenship Behavior: The Mediating Role of Organization Identification

This study theorized and examined the effect of performance appraisal purposes on miners’ organizational citizenship behavior (OCB) via organizational identification. Survey data from 700 miners in state-owned Chinese coal mine enterprises were analyzed using multiple regression and bootstrap sampling. Results indicated that both developmental purpose of the performance appraisal and evaluative purpose of the performance appraisal had positive effects on overall OCB and its four dimensions via organizational identification. Furthermore, developmental purpose of the performance appraisal had a stronger relationship with overall OCB and its four dimensions than evaluative purpose of the performance appraisal. This study provides practical guidance to assist Chinese and even Asian coal mining enterprises in deciding how to motivate miners’ OCB through improving a performance appraisal system and how to strengthen miners’ organizational identification.

Impact of demographic variables on emotional intelligence levels amongst a sample of early career academics at a South African higher education institution

Orientation: Emotional intelligence (EI) is highlighted by the literature as an important attribute that enables an individual to cope with changes and pressures in the work environment and subsequently yields consistent performance. However, some scholars debate the role of demographic diversities and their impact on levels of EI amongst individuals.Research purpose: This study examined the influence of demographic variables on EI levels amongst early career academics (ECAs).Motivation for the study: The study interrogates demographic variables and EI, two issues important in the 21st-century workforce setting. The relationship between the two may be of value to the debate surrounding the success of early career professionals in the higher education sector. The success of ECAs should be of importance to institutions of higher learning.Research approach/design and method: A quantitative approach was followed in conducting the study. Data were collected from a sample of 220 ECAs in a selected university in South Africa. A self-administered questionnaire was sent to the participants using SurveyMonkey online data collection tool. EI was measured using the Schutte Emotional Intelligence Scale.Main findings: Significant EI level differences were observed based on the participants’ ethnic background. However, no significant differences in EI levels could be found based on the respondents’ gender, age and work experience.Practical/managerial implications: The findings may be relevant to career management and human resources forecasting.Contribution/value-add: The study adds to the literature on EI and career success of early career professionals.