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Abstract
The workplace elicits a wide range of emotions and, likewise, emotions change our experience of the workplace. This article reviews the scientific field of emotion in organizations, drawing from classic theories and cutting-edge advances to integrate a disparate body of research. The review is organized around the definition of emotion as an unfolding sequence of processes: We interpret the world around us for its subjective meaning, which results in emotional experience. Emotional experience, in turn, has consequences for behaviors, attitudes, and cognition. Emotional experience also elicits expressive cues that can be recognized by others. Each process in the emotion sequence can be regulated. Processes can also iterate until emotion is shared throughout workgroups and even entire organizations. A distinct body of organizationally relevant research exists for each process, and emotional intelligence refers to effectiveness across all. Differences across culture and gender, future research directions, and practical implications are discussed.
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Freeburg D, Klein K. Are library staff autonomous? The influence of routines and the development of workarounds. JOURNAL OF LIBRARIANSHIP AND INFORMATION SCIENCE 2022. [DOI: 10.1177/09610006221140902] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/15/2022]
Abstract
As knowledge workers, library staff are assumed to be highly autonomous, meaning that they are in control of how work is done. Yet, this work is heavily influenced by the expectations of others, and the expectation to take control can pressure staff to overwork. In this qualitative study, 13 public library staff members engaged in think-alouds (TAs) and semi-structured interviews (SSIs) aimed at uncovering potential misalignments between a staff member’s own prescriptive expectations for library work and the expectations of management, customers, colleagues, and technological and material artifacts. Findings suggest that public library staff have several expectations for how work will be done and, at times, want the freedom to control work in ways that match these expectations. They devise and implement defiance workarounds aimed at reinforcing their own expectations in the face of conflicting expectations from other system actors. Yet, autonomy is a multifaceted concept that goes beyond the mere need for control and, sometimes, giving up control meant that other needs were fulfilled. This study advances research on the nature of workplace autonomy and the active role of workers in its expression. This study also has implications for library management, as it suggests important considerations for shared autonomy and workplace relationships, as well as the need to engage in efforts aimed at shifting problematic expectations in the library work system.
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Kujanpää M, Syrek C, Tay L, Kinnunen U, Mäkikangas A, Shimazu A, Wiese CW, Brauchli R, Bauer GF, Kerksieck P, Toyama H, de Bloom J. Needs-based off-job crafting across different life domains and contexts: Testing a novel conceptual and measurement approach. Front Psychol 2022; 13:959296. [PMID: 36211856 PMCID: PMC9536339 DOI: 10.3389/fpsyg.2022.959296] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/01/2022] [Accepted: 08/22/2022] [Indexed: 11/13/2022] Open
Abstract
Shaping off-job life is becoming increasingly important for workers to increase and maintain their optimal functioning (i.e., feeling and performing well). Proactively shaping the job domain (referred to as job crafting) has been extensively studied, but crafting in the off-job domain has received markedly less research attention. Based on the Integrative Needs Model of Crafting, needs-based off-job crafting is defined as workers’ proactive and self-initiated changes in their off-job lives, which target psychological needs satisfaction. Off-job crafting is posited as a possible means for workers to fulfill their needs and enhance well-being and performance over time. We developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world (the United States, Germany, Austria, Switzerland, Finland, Japan, and the United Kingdom). Furthermore, we examined the criterion, convergent, incremental, discriminant, and structural validity evidence of the Needs-based Off-job Crafting Scale using multiple methods (longitudinal and cross-sectional survey studies, an “example generation”-task). The results showed that off-job crafting was related to optimal functioning over time, especially in the off-job domain but also in the job domain. Moreover, the novel off-job crafting scale had good convergent and discriminant validity, internal consistency, and test–retest reliability. To conclude, our series of studies in various countries show that off-job crafting can enhance optimal functioning in different life domains and support people in performing their duties sustainably. Therefore, shaping off-job life may be beneficial in an intensified and continually changing and challenging working life.
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Affiliation(s)
- Miika Kujanpää
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
- School of Business, University of South-Eastern Norway, Hønefoss, Norway
- *Correspondence: Miika Kujanpää,
| | - Christine Syrek
- Department of Management Sciences, University of Applied Sciences Bonn-Rhein-Sieg, Rheinbach, Germany
| | - Louis Tay
- Department of Psychological Sciences, Purdue University, West Lafayette, IN, United States
| | - Ulla Kinnunen
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
| | - Anne Mäkikangas
- Faculty of Social Sciences (Work Research Centre), Tampere University, Tampere, Finland
| | - Akihito Shimazu
- Faculty of Policy Management, Keio University, Kanagawa, Japan
| | - Christopher W. Wiese
- School of Psychology, Georgia Institute of Technology, Atlanta, GA, United States
| | - Rebecca Brauchli
- Digitization Initiative of the Zurich Universities, University of Zurich, Zurich, Switzerland
| | - Georg F. Bauer
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics, and Prevention Institute, University of Zurich, Zurich, Switzerland
| | - Philipp Kerksieck
- Public and Organizational Health, Center of Salutogenesis, Epidemiology, Biostatistics, and Prevention Institute, University of Zurich, Zurich, Switzerland
| | - Hiroyuki Toyama
- Department of Education, University of Helsinki, Helsinki, Finland
| | - Jessica de Bloom
- Faculty of Social Sciences (Psychology), Tampere University, Tampere, Finland
- Department of HRM & OB, University of Groningen, Groningen, Netherlands
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Barros VF, Ramos I. Organizational mindfulness to innovation at an organization in the cork sector. INFORMATION TECHNOLOGY & PEOPLE 2022. [DOI: 10.1108/itp-05-2020-0296] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThe purpose of the research described in this paper is to provide empirical evidence pointing to IT artifacts' contribution to organizational mindfulness.Design/methodology/approachTo accomplish the specified aim, the authors studied how a leading company in the cork industry uses a platform to support the innovation process's ideation phase. This case study took two and a half years, and the research information was collected in documents, meetings, observations and interviews.FindingsThe study provides empirical evidence pointing to the funneling of collective attention induced by the studied platform. The use of an innovation platform was engaging the collective attention to the incremental innovation of processes to the detriment of products' disruptive innovation.Originality/valueThe authors’ findings contribute to developing an IS mindfulness theory and designing sociotechnical arrangements that expand organizational mindfulness. The analysis of the gathered research information resulted in a first explanation for the impact of using IT artifacts on organizational mindfulness. The resulting framework emerged as a first step in the effort to develop an IS mindfulness theory, paving the way for developing a methodological approach to support CIOs in addressing the challenges of the digital age.
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Roussillon Soyer C, Balkin DB, Fall A. Unpacking the effect of autonomous motivation on workplace performance: Engagement and distributive justice matter! EUROPEAN MANAGEMENT REVIEW 2021. [DOI: 10.1111/emre.12476] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
Affiliation(s)
| | - David B. Balkin
- Leeds School of Business University of Colorado Boulder Colorado USA
| | - Amar Fall
- Université de Pau et des Pays de l'Adour PAU France
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Chan CMH, Wong JE, Wee LH, Jamil NA, Yeap LLL, Swarna Nantha Y, Siau CS. Psychological and work-related factors predicting work engagement in Malaysian employees. Occup Med (Lond) 2021; 70:400-406. [PMID: 32537649 DOI: 10.1093/occmed/kqaa107] [Citation(s) in RCA: 3] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/14/2022] Open
Abstract
BACKGROUND Past research on work engagement has focused almost exclusively on either psychological or work-related factors in almost wholly separate literature. There is therefore a need to examine how these factors collectively influence work engagement. AIMS To determine levels of work engagement and to identify psychological and work-related characteristics predicting work engagement in employees in Malaysia. METHODS We recruited 5235 employees from 47 public and private organizations in Malaysia who responded to an online health survey. We assessed work engagement with the 9-item Utrecht Work Engagement Scale (UWES-9) and psychological distress using the 6-item Kessler scale. We performed multiple linear regression to determine predictors of work engagement. RESULTS Employee mean age was 33.8 years (standard deviation [SD] ± 8.8). The mean work engagement score on the UWES-9 was 3.53 (SD ± 0.94). Eleven of 18 variables on multiple regression predicted work engagement, F(18, 4925) = 69.02, P < 0.001, R2 = 0.201. Factors that predicted higher work engagement were age, marital status, education level, job type, job permanency, longer sleep duration, lower psychological distress and no history of workplace bullying. CONCLUSIONS Key factors associated with poorer work engagement in Malaysian employees include inadequate sleep, psychological distress and a history of workplace bullying. These are modifiable factors that individuals and employers can target to improve work engagement, ideally tailored according to occupational type.
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Affiliation(s)
- C M H Chan
- Centre for Community Health Studies, Faculty of Health Sciences, Universiti Kebangsaan Malaysia, Kuala Lumpur, Malaysia
| | - J E Wong
- Centre for Community Health Studies, Faculty of Health Sciences, Universiti Kebangsaan Malaysia, Kuala Lumpur, Malaysia
| | - L H Wee
- Centre for Community Health Studies, Faculty of Health Sciences, Universiti Kebangsaan Malaysia, Kuala Lumpur, Malaysia
| | - N A Jamil
- Centre for Community Health Studies, Faculty of Health Sciences, Universiti Kebangsaan Malaysia, Kuala Lumpur, Malaysia
| | - L L L Yeap
- Centre for Community Health Studies, Faculty of Health Sciences, Universiti Kebangsaan Malaysia, Kuala Lumpur, Malaysia
| | - Y Swarna Nantha
- Monash University Malaysia, Clinical School Johor Bahru, Johor, Malaysia
| | - C S Siau
- Faculty of Social Sciences and Liberal Arts, UCSI University, Kuala Lumpur, Malaysia
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Erum H, Abid G, Anwar A, Ijaz MF, Kee DMH. My Family Stands Behind Me: Moderated Mediation Model of Family Support and Work Engagement. Eur J Investig Health Psychol Educ 2021; 11:321-333. [PMID: 34708832 PMCID: PMC8314374 DOI: 10.3390/ejihpe11020024] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/18/2021] [Revised: 03/18/2021] [Accepted: 03/26/2021] [Indexed: 11/16/2022] Open
Abstract
Family motivation as a mediating mechanism is a novel and under-researched area in the field of positive organizational scholarship. Drawing on Social Exchange Theory (SET), this study empirically validates family motivation as a mediator between family support and work engagement. The process by Hayes (2013) was used to analyze time-lagged data collected from 356 employees of the education sector. Results confirm the mediating role of family motivation in the relationship between family support and work engagement and the moderating role of calling in the relationship between family support and family motivation. This study adds to the literature of family-work enrichment accounts by validating family support as a novel antecedent for family motivation and positive attitudes. The implications of the study are discussed.
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Affiliation(s)
- Humaira Erum
- Department of Management Sciences, National University of Modern Languages, Lahore, Punjab 54000, Pakistan;
- School of Business Administration, National College of Business Administration & Economics, Lahore, Punjab 54660, Pakistan
| | - Ghulam Abid
- Department of Business Studies, Kinnaird College for Women, Punjab 54000, Pakistan;
| | - Aizza Anwar
- School of Management, Universiti Sains Malaysia Gelugor, Penang 11800, Malaysia;
- School of Professional Advancement, University of Management and Technology, Lahore, Punjab 54660, Pakistan
| | - Muhammad Fazal Ijaz
- Department of Intelligent Mechatronics Engineering, Sejong University, Seoul 05006, Korea;
| | - Daisy Mui Hung Kee
- School of Management, Universiti Sains Malaysia Gelugor, Penang 11800, Malaysia;
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Xu X, Kwan HK, Li M. Experiencing workplace ostracism with loss of engagement. JOURNAL OF MANAGERIAL PSYCHOLOGY 2020. [DOI: 10.1108/jmp-03-2020-0144] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeDrawing on social exchange theory and a cultural perspective, this study examines the relationship between workplace ostracism and job engagement by focusing on the mediating role of felt obligation and the moderating role of collectivism.Design/methodology/approachA two-wave survey was conducted over four months in a private service business in China. The participants comprised 108 Chinese employees.FindingsThe results indicate that workplace ostracism has a negative relationship with job engagement through a reduced sense of felt obligation. Collectivism strengthens the main effect of workplace ostracism on felt obligation and its indirect effect on job engagement via felt obligation.Research limitations/implicationsThis study contributes to understanding of the internal mechanism of the workplace ostracism–job engagement model by identifying the mediating role of felt obligation. It also emphasizes that collectivist cultures can enhance the effects of workplace ostracism. However, the generalizability of our findings may be limited due to this cultural factor.Practical implicationsOur findings show that workplace ostracism plays a significant role in reducing job engagement. Therefore, it is essential to reduce the incidence of ostracism in the workplace.Originality/valueBy addressing the previously unexplored mechanism that mediates the relationship between workplace ostracism and job engagement, this study provides new directions for research on workplace ostracism and job engagement.
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Ni G, Zhu Y, Zhang Z, Qiao Y, Li H, Xu N, Deng Y, Yuan Z, Wang W. Influencing Mechanism of Job Satisfaction on Safety Behavior of New Generation of Construction Workers Based on Chinese Context: The Mediating Roles of Work Engagement and Safety Knowledge Sharing. INTERNATIONAL JOURNAL OF ENVIRONMENTAL RESEARCH AND PUBLIC HEALTH 2020; 17:E8361. [PMID: 33198114 PMCID: PMC7697761 DOI: 10.3390/ijerph17228361] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Received: 09/25/2020] [Revised: 11/04/2020] [Accepted: 11/10/2020] [Indexed: 11/25/2022]
Abstract
China's construction industry developed rapidly and safety production has become a vital issue. Improving the safety behavior of construction workers is an important measure to effectively decrease construction safety accidents. At present, a New Generation of Construction Workers (NGCWs) born after 1980 has gradually become the main force of construction companies in China and the special group characteristics coming from the intergenerational difference may make them behave differently in safety-related activities, therefore, it is very important to study how to promote their safety behavior. This paper aimed to explore the influencing mechanism of job satisfaction on the safety behavior of NGCWs and examine the mediating role of safety knowledge sharing and work engagement. Confirmatory factor analysis and structural equation modeling analysis were applied to test the theoretical model. Empirical research results indicated that job satisfaction can effectively promote safety behavior through safety knowledge sharing and work engagement. Safety knowledge sharing plays a complete mediating role between job satisfaction and safety compliance behavior, as well as between job satisfaction and safety participation behavior. Moreover, work engagement plays a complete mediating role between job satisfaction and safety participation behavior, which can provide valuable management references for China's construction companies to strengthen their safety behavior.
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Affiliation(s)
- Guodong Ni
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Yuanyuan Zhu
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
| | - Ziyao Zhang
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
| | - Yaning Qiao
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Huaikun Li
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
| | - Na Xu
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Yongliang Deng
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Zhenmin Yuan
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
| | - Wenshun Wang
- School of Mechanics & Civil Engineering, China University of Mining and Technology, Xuzhou 221116, China; (Y.Z.); (Z.Z.); (Y.Q.); (H.L.); (N.X.); (Y.D.); (Z.Y.); (W.W.)
- Research Center for Digitalized Construction and Knowledge Engineering, China University of Mining and Technology, Xuzhou 221116, China
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Kelders SM, van Zyl LE, Ludden GDS. The Concept and Components of Engagement in Different Domains Applied to eHealth: A Systematic Scoping Review. Front Psychol 2020; 11:926. [PMID: 32536888 PMCID: PMC7266981 DOI: 10.3389/fpsyg.2020.00926] [Citation(s) in RCA: 46] [Impact Index Per Article: 11.5] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/29/2019] [Accepted: 04/14/2020] [Indexed: 11/13/2022] Open
Abstract
Within the context of eHealth interventions, a shared understanding of what constitutes engagement in and with eHealth technologies is missing. A clearer understanding of engagement could provide a valuable starting point for guidelines relating to the design and development of eHealth technologies. Given the cross-disciplinary use of the term "engagement," investigating how engagement (and its components) is conceptualized in different domains could lead to determining common components that are deemed important for eHealth technological design. As such, the aim of this paper was 3-fold: (a) to investigate in which domains engagement features, (b) to determine what constitutes engagement in these different domains, and (c) to determine whether there are any common components that seem to be important. A comprehensive systematic scoping review of the existing literature was conducted in order to identify the domains in which engagement is used, to extract the associated definitions of engagement, and to identify the dimensionality or components thereof. A search of five bibliographic databases yielded 1,231 unique records. All titles, abstracts, and full texts were screened based on specific inclusion and exclusion criteria. This led to 69 articles being included for further analyses. The results showed that engagement is used in seven functional domains, categorized as follows: student (n = 18), customer (n = 12), health (n = 11), society (n = 10), work (n = 9), digital (n = 8), and transdisciplinary (n = 1) domains. It seems that some domains are more mature regarding their conceptualization and theorizing on engagement than others. Further, engagement was found to be predominantly conceptualized as a multidimensional construct with three common components (behavior, cognition, and affective) shared between domains. Although engagement is prolifically used in different disciplines, it is evident that little shared consensus as to its conceptualization within and between domains exists. Despite this, engagement is foremost seen as a state of being engaged in/with something, which is part of, but should not be confused with, the process of engagement. Behavior, cognition, and affect are important components of engagement and should be specified for each new context.
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Affiliation(s)
- Saskia M Kelders
- Department of Psychology, Health and Technology, Centre for eHealth and Wellbeing Research, University of Twente, Enschede, Netherlands.,Optentia Research Focus Area, North-West University, Vanderbijlpark, South Africa
| | - Llewellyn Ellardus van Zyl
- Optentia Research Focus Area, North-West University, Vanderbijlpark, South Africa.,Department of Industrial Engineering, University of Eindhoven, Eindhoven, Netherlands.,Department of Human Resource Management, University of Twente, Enschede, Netherlands.,Institut für Psychologie, Goethe University, Frankfurt, Germany
| | - Geke D S Ludden
- Department of Design, Production and Management, University of Twente, Enschede, Netherlands
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Ozyilmaz A. Hope and human capital enhance job engagement to improve workplace outcomes. JOURNAL OF OCCUPATIONAL AND ORGANIZATIONAL PSYCHOLOGY 2019. [DOI: 10.1111/joop.12289] [Citation(s) in RCA: 10] [Impact Index Per Article: 2.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- Adnan Ozyilmaz
- School of Economics and Administrative Sciences Department of Business Administration Karadeniz Technical University Trabzon Turkey
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The Role of Human Resource Management (HRM) for the Implementation of Sustainable Product-Service Systems (PSS)—An Analysis of Fashion Retailers. SUSTAINABILITY 2018. [DOI: 10.3390/su10072518] [Citation(s) in RCA: 9] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Implementation of product-service systems (PSS) requires structural changes in the way that business in manufacturing industries is traditionally conducted. Literature frequently mentions the importance of human resource management (HRM), since people are involved in the entire process of PSS development and employees are the primary link to customers. However, to this day, no study has provided empirical evidence whether and in what way HRM of firms that implement PSS differs from HRM of firms that solely run a traditional manufacturing-based business model. The aim of this study is to contribute to closing this gap by investigating the particular HR components of manufacturing firms that implement PSS and compare it with the HRM of firms that do not. The context of this study is the fashion industry, which is an ideal setting since it is a mature and highly competitive industry that is well-documented for causing significant environmental impact. PSS present a promising opportunity for fashion firms to differentiate and mitigate the industry’s ecological footprint. Analysis of variance (ANOVA) was conducted to analyze data of 102 international fashion firms. Findings reveal a significant higher focus on nearly the entire spectrum of HRM components of firms that implement PSS compared with firms that do not. Empirical findings and their interpretation are utilized to propose a general framework of the role of HRM for PSS implementation. This serves as a departure point for both scholars and practitioners for further research, and fosters the understanding of the role of HRM for managing PSS implementation.
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