High performance human resource practices and organizational performance: The mediating role of occupational safety and health

Impact of Knowledge-Based HRM Practices on Organizational Performance

This paper examines the components of Intellectual Capital (IC) as mediating variables between knowledge-based Human Resource Management (HRM) practices and organizational performance. Therefore, integrating research channels in the field of human resource and organization performance. Factor analysis and path analysis have been performed to test the research model and finally parallel mediation effects of the mediators have been examined. Outcomes of the study showed that HRM practices lead to the creation of Intellectual Capital, and the relationship between HRM and performance is positively mediated by components of IC in context of Indian service sector. Additionally, in comparison, amongst the mediators, organizational capital is found to be the most contributing component followed by human and relational capital. The findings of this research will assist the HR managers and organizations in the composition and positioning of HRM practices and IC.

Conjoint analysis: the assumptions, applications, concerns, remedies and future research direction

Purpose

Since the inception of the conjoint analysis technique in the year 1971, papers addressing the epistemological aspects of conjoint analysis are scant. Hence, this paper attempts to address the vacuum of qualitative discourse addressing the epistemological and methodological aspects of conjoint analysis including different issues, challenges, probable solutions, limitations and future direction of conjoint analysis in the recent decade.

Design/methodology/approach

For exploring the methodological and epistemological aspects of conjoint analysis, the seminal papers on conjoint analysis were reviewed. Moreover, the authors' experience for the state-of-art review was also taken into consideration.

Findings

The findings suggest that conjoint analysis that roots back since 1971 has not seen much exploration in Asian regions and is mainly used for new product development in the field of marketing or allied areas. Moreover, the reliability and validity of conjoint analysis is always a matter of concern for the researchers that hinders this technique's wider adaptability. Thus, the paper presents some probable solutions to address the focal issues useful for improved reliability and validity of the conjoint analysis technique.

Research limitations/implications

This paper attempts to familiarize the researchers with epistemological and methodological aspects of conjoint analysis with certain solutions to evolve beyond existing conjoint analysis dimensions in terms of improved validity, reliability, epistemological and methodological aspects of conjoint analysis (CA). Moreover, it acts as a call for research in different research domains, especially in the Asian continent.

Originality/value

There exist certain seminal research papers on epistemological aspects of conjoint analysis. However, there is a dearth of such attempt in the recent decade addressing the application issues of conjoint analysis incorporating the recent issues as well. Therefore, this paper is an attempt to usher the future researcher to understand the methodological aspects of conjoint analysis. It may prevent them from violating the basic assumptions and methodological threshold. This research technique is preferred equally by academicians and practitioners, thus making it imperative to have clarity beforehand for improved research rigor.

Strengthening work engagement through high-performance human resource practices

Purpose

The purpose of this paper is to examine the relationship between the individual high-performance human resource practices (HPHRPs) and work engagement (WE) among the employees in the service industry in India.

Design/methodology/approach

The data were collected from a sample of 234 employees working in the service sector in India with the help of a survey questionnaire method. Confirmatory factor analysis was used to validate the data. To test the hypothesized relationship, structural equation modelling was used.

Findings

The results revealed that five HPHRPs have a positive impact on the WE of employees in the service sector in India. Internal career opportunities negatively impact WE.

Research limitations/implications

The study sample is limited to the service sector in India. Researchers are encouraged to study employee and organizational performance measures other than WE which could be impacted by high-performance work practices.

Practical implications

Managers seeking to strengthen WE could implement these HPHRPs in their firms operating in Indian service sector.

Originality/value

The paper is an attempt to provide empirical evidence on how the individual HPHRPs impacts WE in an organization. Earlier research has shown the impact of bundled HPHRPs on WE. Thus, this study is first to empirically test the direct relationship of individual HPHRPs with WE.

Why some leaders qualify for hate: an empirical examination through the lens of followers’ perspective

Purpose

The leaders’ perception about self and the opinion of the subordinates about them is crucial to understand why some leaders qualify for hate. Much has been discussed on the positive and ethical side of leadership. However, the research on the darker side of leadership needs more attention. Therefore, the purpose of this paper is to explore the factors along with their impact responsible for hate-for-leaders, a relatively scant area of leadership. This study may facilitate understanding why some leaders become subject to hate despite many efforts by the organization.

Design/methodology/approach

For exploring the different factors responsible for hate-for-leaders, a survey was conducted by developing a scale using the focus group, Delphi technique, exploratory factor analysis and confirmatory factor analysis. The results were analysed using structural equation modelling.

Findings

The factors responsible for qualifying the leaders for hate were identified. Moreover, the results indicated that the subordinate hate the leaders for his/her unacceptable behaviour/actions which they assume the leader has control over it and exhibited otherwise intentionally on targeted employees. Moreover, some undesirable behaviour of leaders is attributed to fundamental attribution errors i.e. situational factors.

Practical implications

A fully developed scale for assessing the hate-quotient for leaders is proposed. This research will facilitate the managers/leaders as to why some of the followers/employees hate them. This scale provides an opportunity for managers and leaders to introspect themselves for improved workplace relationships and not to encourage sunflower management that seeks to get submissive and aligned-thought employees around the leader.

Originality/value

The fact that the decisions taken by managers/leaders adversely affecting the employees are not always because of malice or wrong intentions but sometimes due to situational factors i.e. fundamental attribution error. Moreover, the scale act as a reference to evaluate the hate-for-leaders in the organizational context.

Occupational health and safety issues in the informal economic segment of Pakistan: a survey of construction sites

This research covers the current status of occupational health and safety (OHS)-related practices in the informal construction segment of Pakistan. Data were collected, through interviews, from 316 construction sites employing 3577 workers. The results of the study reveal that both employers and workers lack knowledge of OHS laws/standards and no practices of this nature are enacted at these construction sites. Alarmingly, work-related accidents, whenever they happen, are not given due attention and there is no formal injury-report system. The informal construction industry employs a huge portion of the informal workforce, and lack of OHS happens at tremendous human cost. These research findings may thus play their role in strengthening the case for reforms in the sector. This study, if properly utilized, may also enable employers of the sector by increasing their knowledge about OHS practices and, as a result, trying to offer safer environments for their workers.

Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure

This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX) as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers’ feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1) LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2) emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure.

Effect of corporate social responsibility on nonfinancial organizational performance: evidence from Yemeni for-profit public and private enterprises

Purpose

This paper aims to explore the relationship between corporate social responsibility (CSR) and nonfinancial organizational performance (NFOP) of for-profit public and private enterprises in Yemen. It also aims to find whether there is a significant difference of the level of adopting CSR as a periodic activity between business-related public enterprises known as state-owned enterprises (SOEs) and private enterprises.

Design/methodology/approach

Empirical analyses were conducted on a sample comprising 103 for-profit public and private enterprises. Relationship between CSR and NFOP was examined using multiple regression analyses whereas t-test analysis was used to find any significant difference in adopting CSR activities between SOEs and private enterprises operating in Yemen.

Findings

The four components of CSR (i.e. economic, legal, ethical and philanthropic) have positive significant relationships with NFOP when measured separately in private enterprises and in both SOEs and private enterprises as a whole entity. Conversely, there was insignificant influence of CSR on NFOP when examined separately in only SOEs. Furthermore, there was no statistically significant difference between SOEs and private enterprises concerning the level of adopting periodically CSR activities.

Research limitations/implications

Having potential personal preferences among respondents was among the major limitations of this study. Moreover, using nonfinancial measures for assessing NFOP forms another key limitation.

Practical implications

Having potential personal preferences among respondents was among the major limitations of this study. Moreover, using nonfinancial measures for assessing NFOP forms another key limitation.

Originality/value

This is one of the first papers discussing the influence of CSR on NFOP which has been given less remarkable attention in the literature compared to financial organizational performance. Moreover, the paper investigates CSR effects on NFOP in Yemen which belongs to the Third World countries.