bluuebunny/crossref_metadata_2025_split huggingface dataset:
Learning to identify employees that are engaged, helpful and proactive
Authors: Lyons Paul , Bandura Randall Paul 
Published: February 2016

Purpose– The purposes of this paper are to: help managers and other practitioners learn about voluntary, helpful employee behavior; provide examples of how such behavior is manifest in everyday work situations, and demonstrate how to assess the behavior for recruitment and selection. A brief study is presented that demonstrates how valid and reliable measures may be used to identify employee predisposition for voluntary, helpful behavior.Design/methodology/approach– Two substantive components of this work are: a detailed literature review that describes and demonstrates the elements of voluntary, helpful behavior (v-hob); and a report of a brief correlational study that demonstrates how two short surveys may help in predicting employee voluntary, helpful behavior.Findings– Literature review reveals that v-hob is related to many positive employee outcomes among which are better work performance, more positive relationships with co-workers and managers, and lower turnover, as contrasted with employees-in-general. The study undertaken reveals two measures: job dedication, and contextual performance are valuable in predicting employee v-hob.Research limitations/implications– In the survey portion of this paper the sample size is relatively small yet amenable for statistical analysis. Study participants are representative of a single academic discipline and are representative of the same university. The two survey tools used have repeatedly been shown to have validity and reliability.Practical implications– This paper offers a detailed view of employee helpful behavior and it helps managers develop ways to assess one ' s proclivity for the behavior.Originality/value– This paper helps managers, HR specialists and others attain knowledge on the expression of employee v-hob. Two survey tools are provided to help identify employees who may be predisposed to offer this desirable behavior.
Springboard contributes to Royal Mail’s continuing success
Authors: Little Bob 
Published: February 2016

Purpose
– The purpose of this paper is to set out the results – so far – of using the Springboard women’s development programme within Royal Mail.

Design/methodology/approach
– This paper comprises a case study on the application of the Springboard women’s development programme throughout Royal Mail. It covers gender, diversity and inclusion issues within the company.

Findings
– The Springboard programme helps women be more realistic in their self-assessment; have more self-confidence; take more initiative; set and achieve clearer goals; have increased personal motivation; accept more responsibility for their own development; have a more mature and positive attitude; communicate more assertively and effectively; add more value to their work; improve customer relations; present a positive image, and improve their assertiveness skills.

Research limitations/implications
– It is possible to achieve ambitious objectives in terms of gender, diversity and inclusiveness at work through the use of a development programme such as Springboard.

Practical/implications
– With help from programmes such as Springboard, women can become more open, and receptive, to change; raise their confidence and self-esteem levels; take on more responsibility; make more effective use of resources, and improve their problem-solving abilities. The programme is also proving able to help them compete more effectively for promotion at work; take on and be successful in management roles. This helps them achieve their career goals, raise their aspirations and generally develop their careers.

Social/implications
– Women are being helped to compete effectively with men in the workplace as well as developing an understanding of how to be successful in their personal lives (in terms of sorting out difficult relationships, improving fitness and gaining a better study/life balance).

Originality/value
– The Springboard women’s development programme is helping to change the working culture built up over some 400 years at Royal Mail.
Learning culture, continuous learning, organizational learning anthropologist
Authors: van Breda-Verduijn Hester , Heijboer Marjoleine 
Published: February 2016

Purpose– The purpose of this paper is to clarify the way an organizational culture forms the right breeding ground for continuous learning. More and more organizations feel the urgency for innovation and continuous improvement. Learning is a key issue in this. A powerful culture of learning forms an effective breeding ground for continuous learning. That is the reason why in this paper the concept of “learning culture” will be analyzed: how will it contribute to continuous improvement and innovation? The authors will answer this question by taking the perspective of an organizational learning anthropologist.Design/methodology/approach– The paper combines the perspective of educational sciences and cultural anthropology, and is based on a variety of professional literature. The main point of reference is the model of organizational culture of Schein (1999).Findings– Each organization has its own unique learning culture. A learning culture is considered effective when it is supporting the organizational objectives. And a learning culture is effective when it forms an effective breeding ground for the learning needed within the organization.Practical/implications– This perspective will bring learning and development professionals new ways of looking at the learning issues and solutions in their organizations. They will get acquainted with the method to analyze the learning culture in their own organization. They will understand how their organizational culture can influence learning issues. Besides that, they will get some ideas on how to improve the learning culture of their organization.Originality/value– This paper combines insights from cultural anthropology and educational sciences.
Critical success factors in enterprise resource planning implementation
Authors: Saade Raafat George , Nijher Harshjot 
Published: February 2016

Purpose– The purpose of this paper is to consolidate the critical success factors (CSFs) as published in enterprise resource planning (ERP) implementation case studies. The authors perform the analysis and propose the final CSFs based on the reported ERP implementation process stages.Design/methodology/approach– The paper follows the eight category coding steps proposed by Carley (1993) and utilizes only ERP implementation case studies to identify a distinct set of critical success factors. The 37 case studies used in this paper provide a reasonable sample from different countries and contexts. Two methodologies were followed, one for the literature review process and the other for the analysis and synthesis.Findings– Out of 64 reported CSFs that were extracted from the literature and subsequent detailed analysis and synthesis the authors found a total of 22 factors that are distinct. These factors which encompass change management, are proposed with five ERP implementation stages.Research limitations/implications– The final set of success factors proposed in this study gives a consolidated and unified view of the significant variables to be considered during all the stages of ERP implementation. The research is limited to case study literature and does not account for ERP implementation models and frameworks. Another limitation would be the scope of the literature searched which is that of the Management Information Community.Practical implications– The proposed CSFs can be used by practitioners in five ways: assess implementation of an ERP;ex-anteassessment; comparative analysis with other implementation experiences; utilize CSFs from model as part of key performance indicators; and utilize the model to establish a concise strategy to project management process for the ERP implementation.Social implications– ERP implementation is complex. The promise has not yet been fully realized. An ERP-enabled organization entails primarily strategy and change management. To that effect, all stakeholders are impacted by ERP implementation. This paper, identified CSFs extracted from cases of ERP implementation and proposes a model to support its project management, user satisfaction and sustainability. The results aim at reducing costs, maintaining timeline, reducing employee anxieties and with a successful implementation, better service to customer base.Originality/value– This paper is the first attempt to present a consolidated list of CSFs and mapping them to the stages of an ERP implementation as reported from the industry. It originality is its focus on utilizing rigorous published case studies with the hope that future case studies would utilize the work to report on the same factors. The value is that as the case studies are increased, comparison and differentiation between is enhanced.
Consumer adoption of mobile banking in Jordan
Authors: Alalwan Ali Abdallah , Dwivedi Yogesh K. , Rana Nripendra P. P. , Williams Michael D. 
Published: February 2016

Purpose
– The purpose of this paper is to propose and examine a conceptual model that best explains the key factors influencing Jordanian customers
'
intention to adopt mobile banking (MB).

Design/methodology/approach
– The proposed conceptual model was based on the Technology Acceptance Model (TAM). This was extended by adding perceived risk and self-efficacy as an external factors. Structural equation modelling (SEM) was conducted to analyse the data collected from the field survey questionnaires administered to a convenience sample of Jordanian banking customers.

Findings
– The results showed that behavioural intention is significantly influenced by perceived usefulness, perceived ease of use, and perceived risk.

Research limitations/implications
– Practical and theoretical implications for both Jordanian banks and researchers in the MB context are also discussed in the concluding section.

Originality/value
– MB-related issues are yet to be examined empirically in the Jordanian context. This submission has attempted to fill this gap by empirically examining some of the important factors influencing the adoption of MB from the Jordanian customers’ perspective.
What do we know about the role of enterprise architecture in enterprise integration? A systematic mapping study
Authors: Banaeianjahromi Negin , Smolander Kari 
Published: February 2016

Purpose– Constant changes in the environment seem to have become the biggest challenge of a modern enterprise, which emphasizes the constant need to integrate the enterprise into its changing environment. Aiming at eliminating the integration challenges, EA is proposed as a solution. The purpose of this paper is to survey and analyse the available literature on determining the role of EA in EI and also to identify gaps and state-of-the-art in research.Design/methodology/approach– This paper presents a systematic mapping study that found 50 papers in the intersection of EA and EI, these papers were surveyed, analysed, and classified with respect to research focus, research method, and paper type.Findings– Based on the analyses of the final 50 articles, the authors realized that “EA framework” is the dominating research focus of these studies. “Evaluation research” is recognized as the most common paper type in this area. However, “Experience paper” was a rare paper type in this research domain. “Constructive research” and “Case study/multiple case studies” are widely applied as the research method. “Survey”, “Delphi study” and “Grounded theory” are the least employed research methods. The conclusion was that there is a need for empirical research in this area. After analysing the articles based on their publication year, the authors also noticed a significant growth between 2004 and 2010. After 2010 the number of publications had a downward trend.Originality/value– To the knowledge of the authors, this study is the first systematic literature study regarding the role of EA in EI. There are several systematic literature reviews about the EA or EI separately but none of them has addressed the specific realm of the research. Hence, the goal of this study is to provide a map of existing literature to enable improvement of the practice with the known research results and to identify gaps for future research.
Psychological contract profiles among permanent and temporary agency workers
Authors: Chambel Maria J , Lorente Laura , Carvalho Vânia , Martinez Isabel Maria 
Published: February 2016

Purpose– Based on the psychological contract (PC) theory, the purpose of this paper is to identify PC profiles, differentiating between permanent and temporary agency workers (TAW). Moreover, the authors analyzed whether different profiles presented different levels of work engagement.Design/methodology/approach– A cross-sectional survey data analysis of 2,867 workers, of whom 1,046 were TAW, was analyzed using latent profile analyses.Findings– Four PC profiles were identified, which differed quantitatively in terms of the overall dimension levels (i.e. balanced, relational and transactional) for PC (i.e. content and fulfillment). ANCOVAs showed that the relational/balanced dominant and transactional dominant profiles presented similar engagement levels for TAW, but for permanent workers the former profile showed higher engagement than the latter. However, for both permanent and TAW the fulfillment profile showed higher engagement than the unfulfillment profile.Research limitations/implications– The cross-sectional design and the reliance on self-report measures are the limitations of this study, although no causality was claimed and method biases were controlled.Practical implications– Actions that increase PC fulfillment positively affect the employment relationship of TAW with the client organization.Originality/value– Few studies have addressed PC typologies. Furthermore, most studies have focussed on temporary workers, but not on TAW and their contract with the client organization. Finally, this study emphasizes the crucial role played by the PC in the levels of work engagement.
HRM practices, impersonal trust and organizational innovativeness
Authors: Vanhala Mika , Ritala Paavo 
Published: February 2016

Purpose– Organizational processes that create conditions to facilitate employee innovativeness have become topical due to the constant demand for organizations to renew themselves. Research shows that human resource management (HRM) practices can been used to create such conditions, but also the important complementary role of organizational trust has been highlighted in this context. In particular, earlier studies have mostly focused on the concept of interpersonal trust. However, impersonal trust (the individual employee’s expectations about the employer organization’s capability and fairness) has recently been suggested to be an equally or even more relevant facilitator supporting the effect of HRM practices on organizational innovativeness. The paper aims to discuss these issues.Design/methodology/approach– The hypotheses were tested with two large-scale quantitative studies from the forestry and information and communication technology industries in Finland. Structural equation modelling (with LISREL) was used to test hypothesis.Findings– This study shows that effective HRM practices indeed facilitate organizational innovativeness, and that this effect is partially mediated by impersonal trust in the organization. This result contributes to the existing literature and practice of HRM and the management of organizational innovativeness.Research limitations/implications– Future studies could include also interpersonal trust in order to study trust-innovativeness linkage. The study also examined this phenomenon only in Finnish context and this sets some limitations to the generalizability of the results. In addition, single respondents were used to assess all the variables used in the study. Further studies could improve on this by utilizing more objective measures of organizational innovativeness.Practical implications– The results suggest that organizations should pay attention to designing HRM practices so that they facilitate the building of impersonal organizational trust. In order to improve innovativeness through organizational trust, it is crucial to develop an organization-wide HRM system, since practices that are inconsistently used can lead to unwanted or inefficient results. Strategic and managerial actions related to HRM could increase employees’ trust in the organization and subsequent conditions for providing continuously innovative solutions.Originality/value– The authors add to the literature by identifying the connection of HRM practices to contributing to behavioural, process and strategic innovativeness through the mediation of impersonal trust. To the best of the researchers’ knowledge, this is one of few studies and the first systematic large sample study that examines impersonal trust and its relationship between HRM practices and different types of organizational innovativeness.
Older employees’ desired retirement age: a JD-R perspective
Authors: Frins Wiel , van Ruysseveldt Joris , van Dam Karen , van den Bossche Seth N.J. 
Published: February 2016

Purpose– Using the job demands-resources (JD-R) model as a theoretical framework, the purpose of this paper is to investigate how job demands and job resources affect older employees’ desired retirement age, through an energy-depletion and a motivational process. Furthermore, the importance of gain and loss cycles (i.e. recursive effects) for the desired retirement age was investigated.Design/methodology/approach– A two wave full panel design with 2,897 older employees ( > 50) served to test the hypotheses. Confirmatory factor analysis and structural equation modeling were used to test the measurement and research model. Cross-lagged analyses tested the presence of gain and loss cycles.Findings– Results from cross-lagged analyses based on two waves over a one-year period indicated the presence of both a gain and a loss cycle that affected the desired retirement age.Research limitations/implications– This is the first longitudinal study applying the JD-R model to a retirement context. Limitations relate to employing only two waves for establishing mediation, and using self-reports.Practical implications– Because work conditions can create a cycle of motivation as well as a cycle of depletion, organizations should pay special attention to the job resources and demands of older workers. The findings can inspire organizations when developing active aging policies, and contribute to interventions aimed at maintaining older employees within the workforce until – or even beyond – their official retirement age in a motivated and healthy way.Originality/value– This is the first longitudinal study applying the JD-R model to a retirement context and finding evidence for gain and loss cycles.
Curvilinear relationships between role clarity and supervisor satisfaction
Authors: Zheng Xingshan , Thundiyil Tomas , Klinger Ryan , Hinrichs Andrew T 
Published: February 2016

Purpose– Utilizing attribution theory, the purpose of this paper is to propose a more nuanced theoretical understanding of role clarity – supervisor satisfaction trajectories. The authors also identify leadership characteristics that moderate these trajectories: supervisor developmental feedback (SDF) and interpersonal justice.Design/methodology/approach– In this field study, survey responses were collected from 334 employees. Data were submitted to hierarchical polynomial regression.Findings– The impact of too much role clarity was dependent on the level of interpersonal justice and SDF. When these moderators were high, too much role clarity had a decremental effect on supervisor satisfaction. When these moderatos were low, high role clarity was depicted by an asymptotic trajectory.Research limitations/implications– Cross-sectional data were collected from a single source. Future research might attempt to replicate findings using longitudinal designs and multiple data sources. Proposed mediating mechanisms might be measured and incorporated into tests of the theoretical models.Practical implications– When managing employee role clarity, more is not always better. Decision makers should examine supervisor-subordinate characteristics to predict employee responses to increased levels of role clarity. Even under optimal conditions, one should expect decreasing marginal returns from role clarity interventions.Originality/value– This is the first study to explore nonlinear relationships between role clarity and supervisor satisfaction. This is also the first study to explore moderators of role clarity trajectories.
Demographic dissimilarity, value congruence, and workplace attachment
Authors: Gonzalez Jorge A. 
Published: February 2016

Purpose– Relying on relational demography and person-organization fit perspectives, the purpose of this paper is to explore the interactive effect of demographic dissimilarity and value congruence on workplace attachment outcomes – affective and normative organizational commitment and turnover intentions. Based on optimal distinctiveness theory, asymmetrical effects across gender and race/ethnicity are also examined.Design/methodology/approach– A diverse sample of 278 restaurant workers in 30 different work units is used to test the hypotheses using hierarchical OLS regression.Findings– The results partially support the idea that perceived and objective value congruence moderate the relationship of race/ethnic and gender dissimilarity on workplace attachment. Tests for asymmetrical demographic group effects showed that value congruence had a stronger moderating effect for whites than for people of color, and for men than for women.Research limitations/implications– The results suggest that value congruence can ameliorate the adverse diversity effects on workplace attachment, but that a complete substitution effect may not be present. Women and minorities may still be sensitive to demographic representation even when their value congruence is high. This implies that a simultaneous pursuit of fit and diversity is an adequate diversity management strategy to stimulate the inclusion and workplace attachment of all social groups.Originality/value– This study joins a limited number of studies addressing the interaction of value congruence and demographic dissimilarity, and presents empirical evidence from a work setting. Also, this is the first study to show gender and race/ethnic differences in this interaction.
Earnings management in family firms: current state of knowledge and opportunities for future research
Authors: Paiva Inna Sousa , Lourenço Isabel Costa , Branco Manuel Castelo 
Published: February 2016

Purpose– This paper aims to synthesize the extant research on earnings management in family firms.Design/methodology/approach– The paper reviews the current state of knowledge about earnings management in family firms, identifying the main theoretical frameworks used in the empirical research on the topic, as well as the main types of said research and its findings.Findings– Agency theory is identified as the main theoretical framework used. Two major types of research identified in the literature are discussed, namely, earnings management in family firms versus non-family firms and earnings management in different types of family firms.Originality/value– Important research gaps are identified, and future research priorities are suggested. These pertain to the lack of research on earnings management in different types of family firms, the utility of using qualitative and experimental research, as well as the importance of using theoretical frameworks better able to capture the peculiarities of family firms.