“It's the situation I'm in”: the importance of managerial context to effectiveness

Work-life enablers for job satisfaction in healthcare: moderating role of organization type

Purpose

This paper aims to examine how the quality of work-life (QWL) factors influence job satisfaction and tests if organization type moderates this relationship.

Design/methodology/approach

The study adopts a quantitative cross-sectional research design using survey administration among resident doctors used in the Indian health-care sector. Drawing on the person-environment fit theory, leader-member exchange theory and action learning theory, the authors discuss the results.

Findings

Results depicted that in addition to the direct relationship between QWL and job satisfaction, this association is moderated by organization type.

Practical implications

The study provides critical information for health-care managers to prioritize three QWL attributes, namely, meaningful development, supervision, working conditions to enhance job satisfaction among resident doctors.

Originality/value

The study contributes to the limited empirical scholarly research adding a deeper understanding of pertinent factors influencing resident doctor’s QWL-job satisfaction relationship.

Demographic variables as moderators between QWL and OCB

Purpose

The purpose of this paper is to examine the impact of quality of work life (QWL) on organizational citizenship behaviour (OCB) of employees. Also, the paper examines the role of demographic variables, i.e. gender, position and type of organization as moderators of relationship between QWL and OCB.

Design/methodology/approach

A survey with sample of 375 was used in this study. PROCESS tool by Hayes (2013) was used to analyze the relation between QWL, OCB and demographic variables.

Findings

QWL was found to positively influence OCB. Gender and type of organization were found to moderate the relationship, whereas position failed to moderate the relation significantly.

Practical implications

The study reinforced the significance of QWL practices by organizations to improve extra-role behaviours of employees. Also, importance of considering gender and the industry you are in is emphasized in using and designing the QWL programme for employees.

Originality/value

While many antecedents have been studied in relation to OCB, QWL is rarely discussed. The paper attempts to reemphasize QWL’s importance in doing so in light of demographic variables as moderators.

The applications, advantages and challenges in the implementation of HRIS in Pakistani perspective

Purpose

The purpose of this paper is to find the applications, advantages and challenges of human resource information system (HRIS) from different sectors of Pakistan. It also finds the demographic perspective of HRIS.

Design/methodology/approach

Questionnaire was adopted from previous studies. Responses were gathered through social websites and physically. The questionnaire was sent to 491 respondents from which only 99 responded. Reliability, t-testing and chi-square were used for the analysis.

Findings

Result shows that HRIS is widely used in Pakistani organizations for the purpose of accessing employees’ information, absence monitoring and performance appraisal to get quick responses to information, reduction of error and paperwork. It helps standardizing the program and manpower requirement, but lack of commitment by the lower management is the most significant barrier for its implementation because of fear of change by them. It is also found that there is no association between gender and adoption of HRIS but different employment position perceives differently the adoption of HRIS.

Research limitations/implications

The research is limited to the Pakistani organizations. The research paper is useful for the Pakistani human resources professionals, as it gives the local perspective of HRIS.

Originality/value

The previous results are from the developed countries and there is merely any reliable paper found on the several aspects of HRIS in Pakistani context. The research has also focused on the demographic variables that are employment position and gender with respect to their perception on the adoption of HRIS.

Organizational culture as a moderator of the personality‐managerial competency relationship

Purpose

The purpose of this paper is to examine the moderating or contingent effect of organizational culture on the relationship between the personality and managerial competencies of primary care managers in Thailand.

Design/methodology/approach

A survey involving distribution of questionnaires to 358 rural primary care managers in southern Thailand was conducted. Self‐reported measures on personality, managerial competency and organizational culture constructs, adopted from previous research, were employed. Exploratory factor analysis, confirmatory factor analysis, and hierarchical multiple regressions were used for data analysis.

Findings

Humanistic, prescriptive, and leadership culture moderated significantly the relationship between conscientiousness and specific dimensions of managerial competency, i.e. partnership, collaboration, and visionary leadership. In particular, the study found that managers seemed to be demonstrating the highest level of such competencies when they scored high on conscientiousness and worked in an environment that emphasizes a high humanistic culture, high leadership culture, and low prescriptive culture.

Research limitations/implications

The findings may be generalizable to any people working in primary care who have a responsibility to engage people in their own care. Further research could be done in other countries to see whether this conclusion is in fact correct. It would also be useful to research whether the findings apply to other health and social areas.

Practical implications

Specific personality traits have an influence on managerial competency within certain organizational cultures. A humanistic and leadership culture should be fostered in primary health care units. Focusing on developing conscientiousness in managers should not be overlooked. Relevant training development programs may be important.

Originality/value

This study argues that the effects of personality on managerial competency are moderated by organizational culture. The findings will be useful to policy makers and those responsible in human development, particularly, health care managers.