Merits doi: 10.3390/merits4020008
Authors: Sean P. M. Rice
The present study evaluated the empirical distinction between the PERMA-Profiler and the Workplace PERMA-Profiler, which measure flourishing using the same items with different contexts (i.e., general vs. workplace orientations). Both scales were administered online via MTurk (N = 601), and single-group measurement and structural invariances were assessed. Partial metric and scalar invariances were supported, indicating that the PERMA constructs were measured equivalently across scales (except for the relationships factor). Structural properties (covariances, means) were not invariant, indicating distinct utility for each scale in their respective contexts. The results suggest that simple adaptations to items to change their context, but not content, may retain the original scale’s psychometric properties and function with discrimination.
]]>Merits doi: 10.3390/merits4010007
Authors: Bénédicte Gendron
The lockdown during the pandemic questioned the learning and working conditions but underlined crucially the teaching pedagogy and new essential teachers’ roles and competencies, and on the whole, the operational framework of education for quality of education for all. The research was carried out through a European Project and gathered at training centers in two countries focusing on learning and pedagogical issues during the lockdown through focus group discussion methodology and labels analysis. If planning, material resources, and health issues came out as relevant difficulty categories, the findings underlined collaborative projects and capacitating pedagogy as efficient and helpful. The findings also questioned the quality-of-life framework at school and the teaching pedagogy and new teachers’ roles as competencies to cope with such a situation to support transformative learning. The outcomes suggested a positive operational framework, the innovative bienvivance paradigm, derived from medical methodology, which can help school organizations by inner development for outer changes to integrate diversity, equity, and educational quality efforts into their missions. It aims at serving inclusive excellence toward human resource sustainability and zero waste of human resources. It can be seen as an effective framework for quality and equity in education. It supports the UN and UNESCO recommendations and the psycho-socio-economic optimization of human resource issues, which are crucial in these human resource mobility and migrations waves, and broadly copes with global changes.
]]>Merits doi: 10.3390/merits4010006
Authors: Franziska M. Renz Julian U. N. Vogel
This study presents a problem-based learning (i.e., PBL) assignment to engage students around the areas of diversity, justice, equity, inclusion, belonging (i.e., DEI), and sustainability in the classroom and workplace. The assignment is developed based on the learning objectives of an upper division business course following an outlined three-step process. A pretest-posttest research design with a control group demonstrates that the experiential assignment is effective in enhancing students’ problem-solving skills which, according to employers, recent college graduates need to improve upon. The PBL approach also increases students’ interest in DEI and sustainability so that they want to make a difference in society. While students’ confidence in their preparedness to become a manager decreases over the course of a semester, this loss in confidence is mitigated by students’ active participation in the PBL assignment.
]]>Merits doi: 10.3390/merits4010005
Authors: Ryan Humeniuk Elham Erfanian G. Jason Jolley
Ohio’s 5G and broadband industry is rapidly changing. In this study, we assess the current skills and skills gaps of the state’s workforce and the supply and demand of labor within the 5G and broadband industry. We use a skillshed analysis to determine declining occupations with easy and challenging transitions into 5G and broadband occupations. Based on the analysis, we determine where skills gaps exist and where additional resources are needed to prepare the state’s workforce for the 5G and broadband industry.
]]>Merits doi: 10.3390/merits4010004
Authors: Camille Giovannini David Giauque
During the COVID-19 crisis, organizations had to demonstrate organizational resilience (OR) to continue to carry out their missions. We conducted qualitative research to identify the factors that contributed to the OR of police and penitentiary institutions in French-speaking Switzerland, in terms of their operations and management. The modes of action and crisis responses of these emergency services, regularly confronted with crises and particularly impacted during the pandemic, are worthy of attention. To this end, we synthesized the OR factors that are frequently identified in both theoretical and empirical review articles and identified four theoretical conceptualizations: (a) resilience engineering, (b) ecological resilience (these two are the most widely used), (c) a third way situating resilience at an intermediate stage in a metamodel representing the evolution of organizations from a fragile to antifragile state, and (d) a conceptualization focusing on the temporal dimension of OR. Based on the results of 25 semi-structured interviews with executives from cantonal police forces and prisons, we present what we consider to be the key levers in a three-phase resilience process (upstream, during, and after the shock): anticipatory and proactive organizational culture, information management and communication, liminal leadership practices, social and environmental practices, agility-enhancing governance practices, and learning capabilities. Our results largely confirm that these parameters significantly contributed to the OR of the institutions in question. They also enable us to propose winning configurations of factors that can increase the potential for OR.
]]>Merits doi: 10.3390/merits4010003
Authors: Roslyn Cameron Christine Edwards Gregory Harper
Effective workplace leadership development programs are considered critical to organizational adaptive capacity and sustainability. The purpose of this exploratory study is to conduct an environmental scan of contemporary practices and approaches to leadership and management development programs in Australian workplaces. An online survey was distributed to a sample of Australian human resource professionals given the field’s strong practitioner orientation. The survey sample includes members of the Australian Human Resources Institute (AHRI), the professional body for human resource professionals and practitioners in Australia. The findings indicate a substantial majority of the current practice is not informed by evidence-based theory or practice. The most commonly used model is 70:20:10, which lacks a coherent evidence base and has been widely criticized for that reason. The findings point to the frequent application of bespoke leadership frameworks and significant theory–practice gaps. While organizations cite “ensuring delivery of business results”, as the main driver for instigating leadership development programs, with support from top management being crucial to the effectiveness and success of leadership development programs/interventions, evaluation and measurement of impact and return on investment remains problematic. Based on these insights, we present a future research agenda for monitoring and evaluating leadership development programs that will build a stronger theoretical foundation to inform evidence-based practice.
]]>Merits doi: 10.3390/merits4010002
Authors: Annick Parent-Lamarche Alain Marchand Sabine Saade
In pursuing this study, we were interested in the effect of changes in psychological demands over time on burnout. We were also interested in examining the moderating role resources could play between changes in job demands over time and employee burnout. Multilevel regression analyses of repeated measures were conducted to capture the hierarchical structure of the data (time (Level 1, n = 537 (12-month period between T1 and T2)); employees (Level 2, n = 289)) nested in firms (Level 3, n = 34). To measure change in psychological demands, the distribution of psychological demands at T1 and T2 were dichotomized at the T1 median. Following this dichotomization, four groups were created: low T1 and low T2; high T1 and low T2; low T1 and high T2, high T1 and high T2. In terms of direct associations, an increase in psychological demands over time was associated with emotional exhaustion and cynicism but not professional efficacy. Locus of control, self-esteem, and social support from supervisors were also directly associated with burnout. As for interaction effects, social support from coworkers attenuated the effect of changes in psychological demands over time (i.e., increasing psychological demands) on cynicism. In other words, employees facing greater psychological demands over time (increasing psychological demands) and benefitting from social support from their coworkers had less cynicism. Our findings offer meaningful insights into possible ways of lowering burnout levels. Based on the results obtained, psychological demands, social support, locus of control, and self-esteem should be considered valuable intervention targets.
]]>Merits doi: 10.3390/merits4010001
Authors: Rudi A. Marciniak David J. Cornell Barbara B. Meyer Razia Azen Michael D. Laiosa Kyle T. Ebersole
Firefighting is an occupation with high injury risks, particularly when conducting fireground operations. The fire service generally quantifies the job demands of firefighting through tracking emergency call volume across 24 h shifts; however, volume alone does not account for the specific work completed in response to different call types. Utilization of external (i.e., objective work) and internal (i.e., intrinsic responses to work) training load measures have the potential to quantify the multifaceted workload demands of responses to medical and fire emergencies and inform injury prevention strategies. Therefore, the purpose of this study was to utilize training load measures to quantify the workloads across emergency call types. For medical emergencies and fire emergencies, the external load and the physiological, perceived, and cumulative internal loads were quantified. The results indicate that the magnitude of objective work required for fire emergency responses that include fire suppression and/or auto-extrication is approximately three times greater than that of medical and other fire emergency (i.e., no suppression or extrication) responses. Further, in response to the objective work for fire suppression and/or auto-extrication calls, the intrinsic workloads are six times more physiologically and perceptually demanding than—as well as double, cumulatively—those of medical and other fire emergency responses.
]]>Merits doi: 10.3390/merits3040042
Authors: Darrell Norman Burrell
The COVID-19 pandemic has ushered in an unprecedented adoption and integration of telehealth and artificial intelligence (AI) driven by telemedicine technologies into healthcare systems worldwide. These innovations promise to revolutionize healthcare delivery by offering greater accessibility, efficiency, and responsiveness to patient needs. However, the rapid deployment of these technologies in response to the crisis has illuminated the imperative need for systematic evaluation processes that comprehensively assess their operations and outcomes. This article underscores the critical importance of developing rigorous evaluation frameworks tailored to the evolving landscape of telehealth and AI-driven telemedicine technologies. The absence of standardized evaluation processes presents multifaceted challenges including uncertainties regarding long-term efficacy, patient safety, data security, and ethical considerations. Ensuring the responsible and effective integration of telehealth and AI into healthcare systems requires adaptable, multidimensional evaluation mechanisms that align with clinical objectives and regulatory standards. Through an examination of documents, procedures, policies, and best practices by regional hospitals, this article advocates for developing evaluation processes that enable stakeholders to optimize the deployment of telehealth and AI technologies fostering patient-centered care while addressing emerging challenges. In an era marked by healthcare transformation, establishing robust evaluation frameworks emerges as a paramount endeavor essential for realizing the full potential of telehealth and AI-driven telemedicine in the post-COVID-19 healthcare ecosystem.
]]>Merits doi: 10.3390/merits3040041
Authors: Kamal Lamichhane Takayuki Watanabe
Utilizing a dataset from Metro Manila in the Philippines, we estimate the impact of gender on the return of education for individuals with disabilities, specifically focusing on visual, hearing, and walking difficulties. Controlling sample selection to address endogenous labor participation and accounting for the endogeneity of schooling decisions, our estimations reveal a significant rate of return to education, ranging from 25.7% to 38.1%. Importantly, examining the potential for nonlinear-schooling return, we observe a more pronounced effect of disability for females compared to their male counterparts, suggesting the presence of dual discrimination and signaling effects for females. Our research emphasizes the urgency for the Philippine government to not only improve educational opportunities but also to enhance employment prospects, particularly for females with disabilities. Some of the policy recommendations would include the implementation of equal-opportunity measures, including antidiscrimination policies; an expanded quota system to boost employment opportunities; efforts to address accessibility issues; and subsidies for private-sector employment are also necessary for the economic empowerment of females with disabilities.
]]>Merits doi: 10.3390/merits3040040
Authors: Natan Klein Carlos Costa João P. Marôco Cicero Roberto Pereira Maria José Chambel
Relationally enriched jobs can foster psychological states, which, with respect to the beneficiaries of one’s work, drive one’s motivation. These states can be measured with the psychological effects of relational job characteristics scale, an instrument for which the validity is, at present, only supported by preliminary evidence. Accordingly, the present study’s objective was to test a set of psychometric properties reflecting the validity and reliability of the interpretations proposed for this scale. Findings drawn from a sample of 2011 K-12 Brazilian teachers suggested that a tridimensional structure with some residual covariances afforded the best fit. Given the existence of high inter-factor correlations, a second-order factor was proposed as a complementary, if not necessary, feature. Internal consistency omega and alpha coefficients attested to the scores’ reliability, and the factor structure achieved indicates invariance across public state, public municipal, and private Brazilian schools. Different relationships with prosocial motivation and work engagement were identified, suggesting validity of the scale based on relationships with other variables.
]]>Merits doi: 10.3390/merits3040039
Authors: Simon Perry
This research paper explores how non-native English-speaking teachers can consider using their multilingualism and transnationalism as assets in creating competitive portfolios fit for the 21st century linguistic marketplace. This enhancement in the portfolio to attract credit as ‘investors of the self’ is an aspect of human capital that can be utilized by non-native English-speaking teachers to enhance their self-esteem. This, in turn, can encourage potential investors to view non-native English-speaking teachers as relevant players in a global landscape that appreciates linguistic diversity and pluralism, as well as transnational experience. This research was conducted by performing interviews with non-native English-speaking teachers and an analysis of website 2.0 sources, aiming to gain insights into the opinions of non-native English-speaking teachers regarding their human capital and how new approaches can aid their equity within the field of English language teaching. The results demonstrated a desire in teachers to utilize their inherent skillsets comprising multilingual and transnational capabilities.
]]>Merits doi: 10.3390/merits3040038
Authors: Alfredo Salomão Filho Tanja Tillmanns Trudy Corrigan
In an ageing society, organizations must consider the inclusion and effective management of older professionals if they wish to remain competitive. Besides having harmful and far-reaching effects on people’s health, age discrimination in the workplace leads to absenteeism, lower levels of productivity, and early retirement. Within such a context, this problematic organizational feature of most Western, now ageing, organizations and labour markets starts gaining more relevance. However, to date there has been little discussion, research, or policy development to ensure that older employees’ skills and capabilities are optimally put to use by organizations without the occurrence of ageism. We present the results of a systematic literature review based on 30 studies in the context of ageing organizations to make recommendations for human resource management. We suggest an approach to effectively manage intergenerational organizations, reducing the occurrence of age discrimination and its related consequences, as well as to achieve high employee engagement. Our review indicates that a strong ethics framework that is continuously followed, disseminated, and updated by management, together with a combination of efforts from all stakeholders, may accomplish the best results towards a culture that respects and values people of all ages at work, positively impacting on productivity.
]]>Merits doi: 10.3390/merits3040037
Authors: Runa Maj Fasthoff Lea Nolte Timo Kortsch
Stress increases among the working population in Germany. Workplace stress management interventions are therefore becoming increasingly important, especially in the public sector, which has a higher structural risk for work-related stress than other organizations. Currently, face-to-face formats dominate, but promising digital offerings are being developed. The aim of this study was to investigate the effectiveness of a stress management intervention as a face-to-face and self-guided digital format, referring to the Job Demands-Resources Model. The preregistered study applied a randomized control group design in which N = 65 public service employees were assigned to face-to-face training, an online course, or waitlist control group. Participants completed online questionnaires before the intervention, shortly after the intervention, and six weeks later. Although trends for reductions in emotional exhaustion and perceived stress were evident among the intervention groups, mixed analyses of variance showed no interaction effects between the time and group on the outcomes. The main effects showed a significant decrease in stress levels regardless of the group and significant differences between intervention groups, with the online course reporting the lowest stress level. The results indicate that digital and analog stress management interventions can have desired effects within occupational health management. However, many unpredictable events (e.g., illness, vacation during the intervention) seem to influence the effectiveness in the workplace setting, and so further research is needed.
]]>Merits doi: 10.3390/merits3030036
Authors: Dimitrios Adamis Georgia Maria Krompa Abdul Rauf Owen Mulligan Edmond O’Mahony
Community Mental Health Teams (CMHTs) have been introduced as an alternative to hospital-based treatment. Their effectiveness and the factors that may influence it have not yet been fully investigated. According to Belbin’s theory, a team is more effective if its members have diverse roles. The aim of this study was to investigate if there is an association between CMHTs’ effectiveness and Belbin’s team role balance. Participants were members of eight CMHTs. The data collected were demographics (age, gender), discipline, years of experience, and team tenure. Also, the following scales were administered: the Belbin Team Role Self-Perception Inventory (SPI) and team effectiveness scale (TES). One hundred and six members participated. A significant correlation between team role diversity and effectiveness was found. Multilevel analysis showed that role diversity and being a doctor were the only two significant independent predictors of team effectiveness. Belbin’s theory is therefore applicable to CMHTs. The more diverse roles the members of a team have, the better the effectiveness of the team. Given that roles can be modified, team leaders need to be aware of the members’ roles and be able to modify them. Thus, they can increase the effectiveness of their teams.
]]>Merits doi: 10.3390/merits3030035
Authors: Chris T. Cartwright Maura Harrington Sarah Smith Orr Tessa Sutton
International and national crises often highlight behavioral patterns in the labor market that illustrate women’s courage and adaptability in challenging times. The COVID-19 pandemic and resulting changes in the workplace due to social distancing, remote work, and tele-communications protocols showcased women’s power of authenticity and accessibility (interpersonal and personalized experiences) to engage with their constituents effectively. The catalyzed this research was our desire to underscore the importance of studying the impact of COVID-19 on women leaders. The COVID-19 pandemic brought to light specific challenges and disparities women faced in the workplace. It has been asserted that women leaders substantially benefit businesses and organizations and we wanted to test this out through the practices of our research participants. Decades of research reveal that women leaders enhance productivity, foster collaboration, inspire dedication, and promote fairness in the workplace. This article introduces the feminist Connective Leadership Model (CL) an integrative leadership model and one informed by early feminist theory for understanding women’s leadership during the COVID-19 pandemic. A mixed-method study of select US women leaders before and during the COVID-19 pandemic revealed the CL model and its efficacy for adaptive, inclusive leadership in various contexts. First, this article highlights the impact of the COVID-19 pandemic on women’s leadership and behavioral response to the crisis through the lens of the CL model. Second, this article delves into challenges the women leaders faced, including adaptive challenges, isolation, team management, increased caregiving responsibilities, and gender-related disparities. Third, this article reframes women’s voices articulated through a crisis management leadership framework coupled with an understanding and application of the behaviors defined through complexity theory which are aligned with the CL model. Finally, the article discusses the four ‘As’ of crisis leadership: authenticity, alignment, awareness, and adaptability. The application of the CL model provides an effective framework for determining the most appropriate leadership behaviors within the complex challenges of a crisis; it enables the leader to focus on personal, employee, and organizational well-being.
]]>Merits doi: 10.3390/merits3030034
Authors: Annika Martin Julia Mori Dominik Emanuel Froehlich
This paper explores the challenges early career researchers (ECRs) face in academia and the benefits of being part of a distributed peer mentoring network. The study highlights the importance of social capital and emotional and motivational support in promoting wellbeing and career development, particularly during the COVID-19 pandemic. Using both qualitative and quantitative methods, the paper examines the impact of a collaborative environment on individual productivity and the development of clear goals. The study reveals that the supportive network of like-minded, ambitious people across borders and hierarchies offers the opportunity to identify with others and create a sense of belonging. The paper concludes by emphasizing the need for qualitative methods of social network analysis to investigate the meaning of social structures in the career development of ECRs.
]]>Merits doi: 10.3390/merits3030033
Authors: Lena Göbel Steffen Burkert
In this study, we examine the relationship between supervisor gender, the adoption of HR practices, and employee commitment. Based on leadership theories arguing that female supervisors are more focused on employee needs than male supervisors, we suggest that female supervisors are more likely to adopt HR practices that address employee needs. Using social exchange arguments, we predict that this in turn leads to higher affective commitment among employees. We test our theoretical predictions using three waves of the German Linked Personnel Panel (LPP). Our results indicate that female supervisors promote personnel development practices (DP) more than male supervisors, which has a positive impact on employees’ affective commitment to the organization. We find no statistically significant effect of a female supervisor on the provision of family-friendly work practices (FFWP). We discuss the implications of these findings and suggest avenues for future research.
]]>Merits doi: 10.3390/merits3030032
Authors: Salustia Teresa Cano Ibarra Maria Teresa De La Garza Carranza Patricia Galvan Morales Jose Porfirio Gonzalez Farias
The objective of this research was to identify the relationships between the variables of job satisfaction, professional satisfaction, distributed leadership, and the perception of insecurity in academics at five universities located in the state of Guanajuato. The research was of a non-experimental type and, according to its temporality, cross-sectional, because it was developed at a specific moment. The study is also descriptive and correlational, because it analyzes the degree of association between the variables. Finally, an exploratory factor analysis study was carried out (AFE). The results revealed that the relationship between the variables of job satisfaction and professional satisfaction was positive and significant, the relationship between the variables of distributed leadership and the perception of insecurity was positive but not significant, and the relationship between the variables of the perception of insecurity and the distribution of leadership was positive and significant. The relationship between the perception of insecurity and job satisfaction was positive but not significant. In the analysis of the control variables of sex, marital status, type of university, and level of studies with the dependent variable of job satisfaction, statistical tests were carried out to verify the existence of the significant differences between the groups. Furthermore, this analysis was conducted in relation to the variables of sex, marital status, and type of university.
]]>Merits doi: 10.3390/merits3030031
Authors: Silvia Sacchetti Andrea Salustri
The aim of this study is to analyze the well-being of young music teachers working in Trentino Music Schools (TMS). Specifically, we assess (i) the extent to which the interaction between teaching and playing affects the well-being of young musicians using a satisfaction measure for their overall professional path as teachers and musicians, and (ii) what extrinsic and intrinsic drivers may guide their involvement in teaching activities in the early stages of their careers. To this end, we analyze original survey data on young musicians teaching in TMS to estimate their relative satisfaction and identify their motivational drivers. Specifically, we estimate from elementary items six constructs concerning material work conditions, immaterial welfare (i.e., the capabilities activated by the schools), and initial monetary and non-monetary motivations to become a music teacher, then we run two ordered logit regressions to test whether a set of variables of interest and the estimated constructs contribute to explaining junior teachers’ satisfaction. Our findings highlight that junior teachers are satisfied if they can preserve the desired proportion of artistic activity and can teach a consistent number of hours so as to leave the desired space and time for making music independently of school activities. They consider teaching to be one of the components of their professional activities and can be expected to try to maintain sufficient space to be able to also develop the independent artistic sphere of their career as musicians.
]]>Merits doi: 10.3390/merits3030030
Authors: Michelle Chin Chin Lee Alyssa Yen Lyn Ding
Positive leadership such as transformational leadership is pertinent to employee positive work outcomes, yet not many studies have looked at how it functions under specific work environment (i.e., organizational culture). The present study investigates the process and extent to which transformational leadership relates to employee job performance through performance feedback under hierarchical culture within the Asian setting. Using a cross-sectional design with multilevel modelling, 60 private organizations were approached where 44 teams totaling to 256 participants were included in this study. Results reveal that performance feedback mediated transformational leadership and job performance. In the context of transformational leadership under hierarchical culture, a low hierarchical culture and a high transformational leadership showed the highest level of performance feedback while a low level hierarchical culture and a low transformational leadership showed the lowest level of performance feedback. A high hierarchical culture and a low transformational leadership showed the highest job performance while a low hierarchical culture and a low transformational leadership showed the lowest job performance. Organizations in Eastern countries may depend on the positive effects of transformational leadership for higher performance feedback among employees which positively relate to employee job performance.
]]>Merits doi: 10.3390/merits3030029
Authors: Jennifer Altman Casey Mace Firebaugh Stephanie M. Morgan Michael Epstein
Workplace wellness programs have the potential to help improve employee well-being and manage the growing costs associated with poor employee health. Low participation rates stunt the benefits to employee health and limit organizations from maximizing their return on investment. Understanding what influences participation is key to developing effective programs. This research explores the complexity of influencers by blending key concepts of the social–ecologic model and the Fogg Behavioral Model. Ninety-one full-time U.S. employees participated and completed a brief online survey. Key measures included participation in workplace wellness programs, perceived workplace support for health, employee motivation to participate, and employee ability to participate. Perceived support for health was positively correlated with all variables examined. These study findings expand on the current literature to help researchers and practitioners better understand the pathways in which culture of health relates to participation in workplace wellness programs by including the potential moderating effects of motivation, ability, and total number of workplace wellness programs.
]]>Merits doi: 10.3390/merits3030028
Authors: Efrosini Chryssouli Theodore Koutroukis
The aim of this paper was to assess secondary education teachers’ burnout in the Thessaloniki area. More specifically, the teachers of humanities (THs) and the teachers of sciences (TSs) were examined. In these groups, a comparative approach to burnout was performed. The sample consisted of 142 THs and 108 TSs. The Maslach and Jackson burnout measurement scale and the burnout sources questionnaire, as adapted by Mouzoura, were used to collect data. Based on the results of the survey, moderate burnout level was found in the teachers as a whole. It was also proved that between the two groups, there was no difference in the degree of burnout. In addition, THs record lower rates of depersonalization than TSs. Thus, it seems that demographic characteristics, level of education, and type of school differentiate burnout levels. Moreover, both groups of teachers’ specialties identified issues related to educational organization and administration as the most important cause of burnout. Individually, however, THs appear to be more exhausted emotionally due to professional obligations that magnify the workload and time pressure compared to TSs, who are particularly “affected” by the lack of material teaching resources. Moreover, this paper explores and records several dimensions of burnout faced by the participants in the survey and reports certain recommendations that can practically influence their workplace.
]]>Merits doi: 10.3390/merits3030027
Authors: Joseph A. Allen Emilee Eden Katherine C. Castro McKaylee Smith Joseph E. Mroz
People often offer an excuse or an apology after they do something wrong in an attempt to mitigate any potential negative consequences. In this paper, we examine how individuals employ social accounts when explaining their interpersonal transgression of meeting lateness to others in actual work settings. We examined the different combinations of social accounts and the social outcomes (forgiveness, helping behaviors, and intentions to continue interaction) of being late to a meeting. Across two studies using complementary experimental and survey methods, we found that a majority of late arrivers’ explanations included remorse and that including remorse significantly influences helping behaviors. Furthermore, we found no interaction between excuses and offering remorse. Implications of these findings and future directions are discussed.
]]>Merits doi: 10.3390/merits3030026
Authors: Donald G. Gardner Vathsala Wickramasinghe
Organizations are increasingly concerned about their social and environmental responsibilities and are interested in developing strategies to improve their performance and accountability in these areas. One such strategy focuses on leadership styles, by which leaders are selected or trained to address the needs of people and entities outside themselves (i.e., stakeholders), and subsequently inspire their followers to do the same. Implicit in this strategy is an assumption that a new type of leadership is required to achieve social and environmental responsibility goals. In this study, we offer a different perspective by proposing that leaders may only need to be encouraged or trained to emphasize some aspects of their existing leadership styles, while minimizing the use of others. We focus our study in Asia, where a paternal leadership style is prevalent, and often expected by followers. This leadership style consists of behaviors that may be organized into three dimensions: authoritarian, benevolent, and moral. We propose that the benevolent and moral dimensions reflect leadership styles that promote followers’ social motivation and examine their interaction with the self-transcendent values of their followers in predicting followers’ prosocial motivation to help others through their work. We found that only the benevolent dimension was significant and appeared to compensate for low self-transcendent values in followers. Implications for using leadership to promote social responsibility are discussed.
]]>Merits doi: 10.3390/merits3030025
Authors: Pipiet Larasatie Chorirotun Nur Ulifah
The masculine image and the notions of manual work and physical strength have resulted in more men workers in forestry. This gender imbalance has influenced the sector’s leadership environment, a critical element in the workplace setting for meeting organizational goals. This study aims to investigate women’s leadership dynamics in Perhutani, the only state-owned enterprise responsible for managing forest resources in Indonesia. Utilizing in-depth interviews with 11 women leaders from middle to top management levels, we found that there is a perceived physical limitation barrier to being a woman leader in Perhutani. To climb the career ladder, a support system from family, colleagues, and supervisors is important. However, family can be two sides of a coin, as it is also acknowledged as an internal constraint to being a woman leader. Our respondents acknowledge leadership labyrinth theory in being able to reach top leadership positions and tokenism theory, pointing out that the benefits of women leadership for Perhutani include the realization of gender equality, referring to the key performance index from the Government of Indonesia. For our respondents, being in a men-dominated sector is considered one of the attractive aspects of being a woman leader. They felt constantly challenged, but in a positive way. With these circumstances, our respondents showcase leadership styles in line with the theories of heart leadership and mother leadership. Heart-led leaders draw on the qualities of empathy, love, and vulnerability, while mother leadership means not only leading with the heart of a mother, but also with the mission, vision, and actions of a mother.
]]>Merits doi: 10.3390/merits3020024
Authors: Sophie Kathrin Schaffernicht Elisabeth Quendler
The target group of this study—people with disabilities who work and who are cared for in institutions that offer occupational therapy—is largely absent from the discussions about urban agriculture. When implementing the UN Convention on the Rights of People with Disabilities, education and work are essential aspects, especially for the self-determination of people with disabilities. However, people with disabilities are currently often prevented from truly participating in society. The main research objective of this study lies on the identification on systemic barriers to inclusion into horticultural working life as well as possible solutions. The aim of this study was to find out how inclusion processes could be facilitated in the field of urban agriculture in Vienna. A pilot project was carried out for this purpose during May and October 2019. A university, three social institutions with seven employees, two horticultural farms with two farm managers and fifteen people with disabilities took part in this pilot project. During the tomato harvest, action research was applied, evaluated and modified. At the same time, the authors tried to contribute to Grounded Theory. One of the results of this study is the suggestion that offers in the field of urban agriculture should go beyond pure cooperation between social institutions and horticultural farms. A social-ecological scenario with agro-ecological inclusion farms is elaborated. It is concluded that the establishment of such farms in terms of the UN Convention on the Rights of People with Disabilities in Vienna could bring the city closer to reaching the Sustainable Development Goals. This is exemplified in a new framework on social-ecological inclusion processes in the world of work.
]]>Merits doi: 10.3390/merits3020023
Authors: Merike Kolga
During the COVID-19 pandemic, the attributes of nurturing, empathy, and relating rather than directing moved into the spotlight as important skills for leadership. These skills are representative of the concept of “care” that is often associated with women’s or feminine leadership. The importance of care as a component of leadership had not received significant attention in the leadership literature until the pandemic brought the need for care onto center stage. This article argues that care will continue to be an important attribute of leadership and an essential attribute of an androgynous leadership style—that includes behaviors typically classified as male and those behaviors typically classed as female—that is needed to navigate the increasing complexity of the world most effectively. The article further argues that complexity leadership theory provides the most appropriate leadership approach through which complex adaptive organizations can initiate and foster the development of “care” behaviors as part of an androgynous approach to leadership which produces system-wide benefits in complex systems more capable of addressing the global challenges of the climate crisis and increased environmental disasters, future pandemics, local wars, terrorist attacks, and other phenomena.
]]>Merits doi: 10.3390/merits3020022
Authors: Giorgia Casalone Eliana Baici
Education and training are primary sources of individual human capital. We explored the relationship between education and off-the-job vocational training and the impact of training programmes on youth employment in Italy. We focused on three outcomes: employment probability, use of formal/informal job search channels, and skill matching. We identified programme effects by comparing the outcomes of treatment and control groups using propensity score matching with a robustness check to assess the potential bias due to unobservable characteristics. Individuals with vocational high school degrees are more likely to participate in vocational training programmes, but in southern regions, individuals with technical or generalist high school degrees also attend vocational training programmes. Vocational training programmes have positive effects on youth employment outcomes, reduce the use of informal job search channels, and improve skill matching, especially in the centre-northern regions.
]]>Merits doi: 10.3390/merits3020021
Authors: Enkhzul Galsanjigmed Tomoki Sekiguchi
A part of diversity management is working to achieve gender equality and create a comfortable working environment for women. However, in many organizations, gender biases and stereotypes frequently occur, consciously or unconsciously, regardless of whether women take on leadership roles. In addition, women must overcome a variety of challenges when taking on leadership roles or aspiring to become leaders. Based on the above background, we review and integrate the literature on management and career studies related to the challenges that women face in the process of advancing to leadership positions in organizations. Specifically, we examine the external and internal factors that create the various obstacles that women who aspire to leadership positions in structured organizations face from a gender perspective. Based on the integrative review, we discuss the implications for practices to increase the number of female leaders.
]]>Merits doi: 10.3390/merits3020020
Authors: Cherie Chu-Fuluifaga Martyn Reynolds
In Aotearoa New Zealand, teachers have signaled that they would like to further their development as classroom practitioners, as a way of improving their capabilities as professionals. They want to foster strengths-based authentic partnerships between themselves and their diasporic migrant communities. This article attends to Pacific education, the education in Aotearoa New Zealand of students with migratory links to one or more Pacific Island Nations through a strength-based lens. We report on a Professional Learning Development (PLD) research endeavor, Learning From Each Other, that focused on supporting partnerships between Pacific communities and teachers. We provide a window on the sense making of teachers as they listen to, and are challenged by, diasporic Pacific community voice. Particular emphasis is placed on how teachers explore and transform their approach to partnership by negotiating with habitual practice. The examples given, selected for their apparent ordinariness, relate to new understandings of space and time. The study provides lessons applicable to other situations where access to quality education is problematic for diasporic, migrant communities and where teachers need support for the re-thinking that is required for enhanced partnership arrangements of benefit to all.
]]>Merits doi: 10.3390/merits3020019
Authors: Annamaria Lumiala Kaija Marjukka Collin
Workplace learning (WPL) is a complex phenomenon involving the intertwined processes of working and learning. Recent studies have shown the importance of sustainable perspectives in WPL situations. In the literature, sustainable development is still predominantly referred to environmental, economic and social sustainability. In this study, sustainable perspectives denote the widespread use of previous knowledge, the rapid application of new knowledge and the effects of this knowledge on well-being, thus leaning on human sustainability. The purpose of this study is to examine conceptions of WPL among Finnish police supervisors and to reveal whether sustainable learning perspectives manifest. Eight thematic interviews were analysed using phenomenographic and theory-driven content analyses. The analysis produced six main categories of WPL, and sustainable learning perspectives manifested in all categories. This study confirms previous findings regarding WPL and presents similarities in sustainable learning perspectives to those found in previous research. Learning outcomes can be improved by understanding WPL conceptions and sustainable learning perspectives; thus, the findings of this study can help organisations, supervisors and human resources better plan and implement sustainable WPL possibilities for employees and their careers.
]]>Merits doi: 10.3390/merits3020018
Authors: Charles Touma Anita D. Bhappu
We extend prior research by empirically demonstrating employees’ attitude–behavior gap when sharing goods and services with coworkers using platform technology. We also integrate theories on psychological ownership and territoriality in organizations with the theory of planned behavior and the technology acceptance model to develop an individual-level framework for understanding employees’ adoption of organization-sponsored sharing platforms, or lack thereof. Specifically, our abductive analysis of interview data from a field study illustrates how psychological ownership attitudes, sustainable consumption norms, and technology usability perceptions influence employees’ sharing motivations and intentions. Our findings and framework provide organizations with a roadmap for increasing employee engagement and corporate social responsibility through coworker collaborative consumption. Managers should promote sustainable consumption in their organization and strengthen related employee norms to facilitate the sharing of goods and services among coworkers, which helps build community at work. Managers should also ensure that the chosen organizational-sponsored sharing platforms are easy to use so that employees perceive this technology as useful and feel confident using it. The implementation of these strategies should enable organizations to successfully extend the sharing economy to the workplace. Future research could also leverage our contextualized construct definitions to develop survey measures for quantitatively testing and refining our framework.
]]>Merits doi: 10.3390/merits3020017
Authors: Vanessa Begemann Nale Lehmann-Willenbrock Maie Stein
Workplace gossip, a ubiquitous organizational behavior broadly defined as talking about an absent target in an evaluative way, has received increasing scientific attention over the past few years. The complexity and dynamism of the workplace gossip phenomenon create challenging research conditions such that studies focusing on the allegedly same type of workplace gossip can produce differential findings. To address this problem and better align theory and methodology, our manuscript first proposes a framework of workplace gossip that accounts for the interdependencies of the context-embeddedness and dynamism of workplace gossip. Guided by this framework, we systematically evaluate extant workplace gossip research, spanning a total of N = 104 empirical research articles. Highlighting current methodological challenges that indicate a neglect of the dynamic nuances and contexts of workplace gossip, we argue that previous organizational research painted an overly simplistic picture of workplace gossip. By looking beyond traditional organizational research designs, we derive recommendations to advance research on workplace gossip and, ultimately, to establish it as a complex and dynamic social interaction behavior.
]]>Merits doi: 10.3390/merits3020016
Authors: Sinéad Clarkson Lucy Hind Sambo Lyson Zulu
The surveying profession in the UK construction industry continues to be blighted by a skills shortage, and this continues to constrict growth. Therefore, it is suggested that this should make it easier for women and other underrepresented groups to be employed in the construction industry. While this is the case, barriers to entry have been well researched. This study aimed to identify what methods have been previously successful at increasing female engagement within the surveying profession in the UK. This study followed a mixed-method, complementary approach, combining quantitative and qualitative questions in an online questionnaire, which was distributed via social media (LinkedIn) and the researchers’ contacts, and achieved 44 responses over a period of six weeks. The target population was female UK residents employed in surveying roles. Quantitative data on both awareness and opinion of the methods used during previous initiatives to engage women with surveying underwent reliability analysis, descriptive statistical analysis, and a Spearman’s rank order correlation to assess the relationship between time in industry and opinion on the efficacy of the methods used in each initiative; however, no statistically significant relationship was found. To better understand the opinions of women already in the industry, the qualitative data underwent thematic analysis via inductive coding, the results of which then underwent descriptive statistical analysis. The study found a broad lack of awareness of previous initiatives, with most respondents having little or no awareness of the five initiatives examined. However, evidence suggested there was general support for the methods used in those initiatives, such as intervention at school age, increasing the visibility of women in surveying roles, and changes to workplace culture. There was no statistically significant link between time in industry and opinion on the efficacy of each initiative. Key themes included concerns regarding the implementation of current initiatives, and enthusiasm for intervention at school age as the best method to engage more women with the surveying profession. The findings have implications for both practice and future research. First, professional institutions, such as the Royal Institution of Chartered Surveyors, should be aware of the limitations of the initiatives they put in place to encourage women into their profession. Second, the results have an impact on other professions. However, a cross-comparative study that examines initiatives by other professional institutions would be useful.
]]>Merits doi: 10.3390/merits3020015
Authors: Igor Tkalec
The article explores the extent to which working conditions and health factors shape Millennials’ preferences to retire early in the European context. On the one hand, Millennials’ approach to life and work potentially implies a preference to retire early. Yet, on the other hand, the ongoing trend of tightening conditions and penalizing early retirement, as well as the expected decrease in living standards in old age for Millennial cohorts, restricts options and discourages early retirement. The results indicate that Millennials across Europe do not explicitly express a wish to retire early. This holds true most prominently for Millennials who are healthy and satisfied with their job. The analysis employs a classification decision tree model as the main method.
]]>Merits doi: 10.3390/merits3010014
Authors: Carla Curado Tiago Gonçalves Cláudia Ribeiro
The literature on careers is rapidly evolving, presenting relevant academic developments. Considering the volatility of the environment and the workforce and the search for sustainability, a new research avenue concerning sustainable careers is emerging. Sustainable careers are regarded as a complex mental schema represented by experiences and continuity patterns grounded on individual subjective evaluations, such as happiness, health and productivity. According to conceptual models, these are fundamental individual indicators that allow the attainment of a sustainable career. By following this theoretical proposal, the work tests the conceptual model using proxies for its indicators (job satisfaction, well-being and organizational citizenship behavior). We validate the use of these proxies by performing association, variance, and cluster analysis on data coming from a survey conducted on employees of a European energy company. The results corroborate our hypotheses and support the choice of the selected proxies as adequate operationalization of the indicators. This study contributes to theory and practice alike by validating measures to represent each indicator and their association with sustainable careers. The study contributes to the development of research on sustainable careers by providing a set of measures that can be used to profit from an existing theoretical model and operationalize it in future studies exploring its contribution to several other variables. There are managerial implications that arise from our results and may help human resources managers contribute to the sustainable careers of their employees. We acknowledge the study’s limitations at the end of the paper and offer future directions for research.
]]>Merits doi: 10.3390/merits3010013
Authors: Despoina Karagianni Olga Lainidi Anthony Montgomery
Globally, adolescents and young adults are calling for action from governments on global humanitarian crises, taking on leadership roles that have contributed to redefining leadership in terms of behavior and action rather than qualities and status. However, there is a significant gap with regard to the conceptual and theoretical understanding of how adolescents and young adults experience leadership. In this paper, we present the results of two qualitative studies that examined the phenomenon of leadership among adolescents and young adults. Study 1 involved interviews with young adult leaders to analyze the fit between traditional leadership theories and their experience of leadership. Following this, Study 2 utilized the results from Study 1 to design a diary study of adolescents attending a leadership program. Both studies revealed that leadership is experienced as a pathway that involves three mechanisms of transferability: sensemaking, action and reflection. The findings of the studies are contrasted with traditional models of leadership that underrepresent the developmental nature of leadership and the transferability of leadership skills across different environments.
]]>Merits doi: 10.3390/merits3010012
Authors: Tingting Zhang Chloe Rodrigue
This study aims to examine the effects of various maternity leave support on the quiet quitting behaviors and mental health conditions of working mothers across industries during the post-pandemic period. Through an empirical survey method of 310 valid responses from a panel data, the study results indicated that working mothers who took maternity leave were less likely to adopt quiet quitting behaviors when they returned to work after childbirth and showed better mental health at work compared to their peers who did not take maternity leave because of childbirth and/or childcare. Additionally, paid maternity leave was not found to have a significant effect on quiet quitting behaviors and mental health of working mothers across industries, but the duration of maternity leave was found as a significant factor in impacting working mothers’ quiet quitting behaviors and their mental health conditions. Moreover, peer workers’ quiet quitting behaviors and supervisors’ support for childcare (e.g., flexible work schedule) were found significantly to improve working mothers’ quiet quitting tendencies at work. Lastly, there exist significant differences in age and race in the working mothers’ quiet quitting behaviors at work.
]]>Merits doi: 10.3390/merits3010011
Authors: Sara McPhee Lafkas Marin Christensen Susan R. Madsen
The COVID-19 pandemic upended countless lives all over the world. Considerable research has shown that women’s career progression has been more negatively impacted by the pandemic than men’s, especially in the wake of school closures and increased childcare responsibilities. In order to understand more deeply the impact of the pandemic on women’s careers, a large mixed-method survey was conducted in Utah, a western state in the United States. This article reports on the responses of 2564 respondents to one of three open-ended questions taken from the overall survey, namely: “How has the pandemic impacted your career advancement experiences and opportunities over the short term and longer term?” The article frames the findings of this question by outlining workplace conditions and structures that contributed to women not advancing prior to the pandemic and applies the lenses of identity theory and systems psychodynamic theory to illustrate tendencies for workers and organizations to maintain the gendered dynamics that impede women’s career advancement. Findings included 59.1 percent of respondents who described a negative effect on their career advancement caused by the pandemic. Overarching themes and sub-themes were identified from these negative effects. Overarching themes included: (1) “Everything is on hold”; (2) “Lost or relinquished opportunity”; (3) “Reevaluation of Career”; and (4) “Experiences by Characteristics.” The latter theme highlighted unique experiences women faced versus men and manifested the gendered dynamics identified by identity and psychodynamic theories. Findings highlighted the importance of making workplace changes such as more flexible work and/or hybrid work arrangements, improved leave policies, the provision of childcare and other support services, and government policies that eliminate gendered barriers to women’s career advancement.
]]>Merits doi: 10.3390/merits3010010
Authors: Svea Luebstorf Joseph A. Allen Emilee Eden William S. Kramer Roni Reiter-Palmon Nale Lehmann-Willenbrock
Purpose: With the onset of the COVID-19 pandemic, employees suddenly had to work remotely and realize all work-related social interaction in virtual formats. The sudden shift to the virtual format came with new workplace stressors. To understand the stressors of remote work and videoconferences, we present two qualitative studies. The aim of this study is to better understand the stress associated with remote work and videoconferencing, with an emphasis on how workers cope with the added stress. Methodology: We applied thematic analysis to open-ended survey data from employees in the US (n = 349) and in-depth telephone interviews of 50 meeting leaders from the US and Germany. Findings: We identified the work–home interface, technology, and communication issues as key challenges of remote work. Further, we found camera usage, early meeting phases, and multitasking to be central stressors of videoconferences. Finally, we identified individual- and team-level coping strategies to reduce the impacts of virtual meeting stressors on employees. Originality: Our research contributes to the emerging field studying the effects of virtual work and videoconferences on employees. We provide an overview of the challenges of remote work at the early stages of the pandemic, and we present an overview of the stressors that emerge in virtual meeting environments. We discuss insights into why videoconferences may fatigue employees. Including German and US samples, our research allows a cross-cultural comparison of videoconferencing stressors. Finally, we present actionable practical recommendations to improve videoconferences.
]]>Merits doi: 10.3390/merits3010009
Authors: Carrie Spell-Hansson
Extrinsic structural inequities, such as historical biases against women in certain professions, their delegation to lower-paying jobs, gender, racial, and other discrimination, and additional systemic factors have been extensively studied as barriers to women entering and advancing in leadership positions in the workplace. Yet, the intrinsic individual characteristics of successful women leaders, including self-awareness, self-respect, self-esteem, self-confidence, self-acceptance, and resilience, that have facilitated their success in obtaining and retaining leadership positions despite these barriers have received far less attention in the literature. Resilience, in particular, is an important intrinsic characteristic that facilitates women’s ability to navigate the often-difficult terrain of organizations, including facing disrespect by supervisors and colleagues. This study investigated the critical factors that contributed to the development of resilience among 24 successful women leaders in the United States which allowed them to be effective when experiencing disrespect in the workplace. Participants identified four categories of disrespect commonly experienced in the workplace, including: (1) not being listened to; (2) not being respected; (3) not being acknowledged; and (4) condescension. Factors that helped them develop the resilience to succeed despite these experiences included early developmental influences, circumstances they successfully overcame in life, and experiences in their youth that shaped how they responded as adults to disrespect or a lack of respect from their supervisors and colleagues. Participants also highlighted the importance of respect, the flip side of disrespect, in motivating them and enhancing their engagement in their work. The reported study is significant in that it identified factors that can be inculcated in women to help them develop resilience, and it highlighted the critical importance of creating a post-pandemic workplace that fosters mutual respect and does not tolerate disrespect.
]]>Merits doi: 10.3390/merits3010008
Authors: Merits Editorial Office Merits Editorial Office
High-quality academic publishing is built on rigorous peer review [...]
]]>Merits doi: 10.3390/merits3010007
Authors: Hannes Zacher Cort W. Rudolph
The notion of the “older worker” is frequently used in the organizational literature, in organizational practice, and in society, but so far, no research has investigated why people consider someone to be an older worker at a certain age. In the qualitative part of this study, we examined potential reasons for considering workers to be “older” at a certain age. In the quantitative part of this study, we investigated demographic characteristics (i.e., age, sex, education), job characteristics (i.e., job level, typical age in a job), and beliefs (i.e., perceived remaining time at work, motivation to continue working after retirement, positive and negative age stereotypes) as predictors of people’s conceptions of “older worker age”.” Data were provided by 269 employees from various jobs and organizations. The mean age at which participants considered someone to be an “older worker” was approximately 55 years. The most frequently stated reasons for considering workers to be “older” at a certain age were retirement age and age-related decline. Results of a regression analysis showed that participants’ age, sex, and perceived remaining time predicted “older worker age”. These findings provide first insights into the psychological construction of the “older worker”.
]]>Merits doi: 10.3390/merits3010006
Authors: Randal Joy Thompson
Working women forced to quarantine during the COVID-19 pandemic lockdown often faced additional unpaid care responsibilities, requiring a “second or even a third shift”, such as educating their children in addition to caring for them while working. The purpose of this study was to gain a deeper understanding of the experiences of a sample of working women with care responsibilities in order to derive recommendations for post-COVID working structures and arrangements. The study explored the unique experiences of four women from the United States, Latin America, and Africa, across a range of personal and organizational contexts. The study employed Interpretative Phenomenological Analysis (IPA) to understand and interpret the lived experiences and meaning-making of these women during the pandemic lockdown. The IPA was supplemented by the visual data gathering techniques of “a special object” and “the River of Experience” to give voice to participants’ more metaphoric thinking. The study concluded that participants’ experiences reflected the superordinate themes of: (1) a deep sense of loss of “the normal”; (2) psychological reboot and seeing the world with new eyes; (3) emerging women’s community and connection; and (4) redefining the world of work for women. Each superordinate theme was supported by several subthemes. Recognizing that the 9-to-5 work world has been remodeled to a certain extent, the participants recommended more flexible work arrangements and more support for human needs by employers and society as essential elements of the postpandemic workplace.
]]>Merits doi: 10.3390/merits3010005
Authors: Ahmed Al Hebsi Stephen Wilkins
Encouraged by the perceived success of new public management (NPM) in other nations globally, the Abu Dhabi government adopted this system of management after 2010. To date, limited research has investigated the advantages and disadvantages of NPM for both the organization and the employee. Thus, the purpose of this study is to assess the extent to which NPM influences employee behaviors, particularly focusing on any possible negative effects of NPM on employee work–life balance. An exploratory, inductive, qualitative research method was adopted, which involved a total of 42 semi-structured interviews, conducted in two rounds with 21 public sector managers in Abu Dhabi. It was found that the strategic objective of maximizing customer satisfaction increased the workload of most managers, and one-third of our research participants perceive that their work–life balance has deteriorated since NPM was adopted. However, removing levels from organizational hierarchies and increasing individual responsibilities were generally reported as motivating. Although studies undertaken in other countries have suggested a link between NPM and worsening employee work–life balance, this link does not always hold true among our participants. Indeed, most individuals reported high levels of loyalty toward their organization and high levels of organizational citizenship behaviors. The reasons for these positive outcomes are explained.
]]>Merits doi: 10.3390/merits3010004
Authors: Eleftherios Giovanis Oznur Ozdamar
Over the past 30 years, the workplace has witnessed significant changes. The fast growth in the use of information and communication technologies and changes in working hours and agreements radically changed the nature of the job. One such change is flexible employment schemes, which can provide alternatives for employees with disabilities and health problems, giving incentives to increase their productivity and job satisfaction. This study examines the relationship between those schemes and labour outcomes, such as job satisfaction, job quality and absenteeism in this group of people. Furthermore, the objective is to explore the role of flexible employment for carers of people with impairments. The empirical analysis relies on the European Working Conditions Survey from 2000 to 2015. The findings show that employees with disabilities and health problems working under flexible employment schemes are more likely to report higher levels of job satisfaction and lower absenteeism rates than their counterparts working under fixed employment schemes. Moreover, carers’ job satisfaction and organisational loyalty are significantly improved when flexible employment schemes are in place. The policy implications suggest efficient implementation at the state and corporate levels of flexible employment systems that can promote job satisfaction, reduce turnover intentions and, thus, increase productivity.
]]>Merits doi: 10.3390/merits3010003
Authors: Donald G. Gardner Jon L. Pierce Feng Lv
While there are many empirical studies of psychological ownership, there are few that examine the origins of it. Why do people develop feelings of ownership over various entities in their lives? In this investigation we empirically explore the role played by basic psychological needs as motives for the development of job-based psychological ownership. Specifically, we hypothesize that person-job fit is positively related to job-based psychological ownership through three major routes (experienced control, intimate knowing, and/or investment of the self). Further, based on extant theory but not previously studied, we hypothesized that self-identity needs and effectance motivation act as first stage moderators of these mediated relationships. Based on data from 308 employees in China, and employing a time-lagged design, we observed a significant positive relationship between person-job fit and psychological ownership through the three routes. Most of these mediated relationships were moderated by the need for self-identity and effectance motivation, such that the positive effects became stronger as the motivational needs strengthened. Implications for theory and practice are discussed.
]]>Merits doi: 10.3390/merits3010002
Authors: Olga Alexandra Chinita Pirrolas Pedro Miguel Alves Ribeiro Correia
The present study was conducted in Portugal and had, as its object of study, workers from Portuguese companies belonging to several sectors of activity. The main goal of this study was the identification of the dimensions related to the causes of churning and to analyse its applicability in the management of human resources to promote individual and corporate welfare. Its specific targets were (a) to make a sociographic characterisation of the workers; (b) to make their professional characterisation; (c) to analyse the perception workers had in relation to the selected dimensions under study. Through the gathering of data per questionnaire, a sample consisting of 801 answers was considered. First, we resorted to a multivariate statistical analysis through the application of an Exploratory Factor Analysis (EFA) that allowed for the selection of the most relevant dimensions, followed by a descriptive statistical analysis on the collected sample and used items. Finally, we resorted to a TwoStep Cluster analysis that allowed for the identification of two Clusters of workers with a differentiated probability for the occurrence of churning.
]]>Merits doi: 10.3390/merits3010001
Authors: Elisabeth Nöhammer
Human resource management and leadership are often required to create, sustain, and manage meaning in the workplace. Spirituality in the workplace is a focal idea in this context but lacks conceptual clarity. This article examines the general logic of the concept by analyzing its prevalent definitions and their implications, investigating its legitimization, examining links to the psychological contract and examining potential outcomes. Inherent paradoxes and ethical and practical issues are shown that call for a re-evaluation of the concept, for which alternative routes are outlined. Practical and philosophical questions requiring further investigation are highlighted to structure future research.
]]>Merits doi: 10.3390/merits2040031
Authors: Karen Perham-Lippman
The global COVID-19 pandemic has profoundly impacted women compared to men in the workplace, creating gender disparity associated with mental health. In occupational fields where women comprise nearly three quarters of the workforce, outcomes of increased depression and psychological distress have resulted, creating even greater gender disparity in terms of mental health risks. These include an exponential increase in substance use associated with mental health issues for which continued stigma and negative perceptions of mental health conditions and substance use have prevented the pursuit of treatment. Further, the increased occurrence of interpersonal violence experienced by women during COVID-19 also presents considerable comorbidity with mental health issues. Research also shows a significant relationship for women between severe intimate partner violence and substance use. It is imperative that gender disparity associated with mental health risks be addressed within the current crisis and that we better prepare for the future to ensure inclusive and accessible resources within workplaces and improved behavioral health outcomes.
]]>Merits doi: 10.3390/merits2040030
Authors: Kevin H C Cheng
Digital nomadism is emerging as a growing segment of the labor force. It is an insightful framework for understanding work during the pandemic and perhaps into the post-pandemic era because it construes work to be related to the notion of space, time and the instrumentality of work. The present study is about how people understand, relate, and make sense of their work during the early phase of the pandemic lockdown in 2020. The study will report difficulties that arise from work digitalization during the lockdown, and the study conceived the various dimensionality of work to cope with work challenges. Semantic network analysis (SNA) was used to aid the analysis of the contents from four European countries. One hundred and sixty respondents are interviewed using a semi-structured questionnaire. The words and word pairs from the SNA resulted in keywords identified for the four countries. There are common word hubs between the countries, such as hubs revolving around the meaning of ‘time’ and ‘meeting’. However, there are also unique hubs such as ‘task’, ‘office’ and “colleagues”. The results provide a cross-cultural comparison of how people adopted to work change. The organization of the word pairs in the network provided the narratives.
]]>Merits doi: 10.3390/merits2040029
Authors: Yoshie Tomozumi Nakamura Jessica Hinshaw Rebecca Burns
In this exploratory case study, we examined women’s lived experience as leaders and their participation in an in-person leadership development program. More specifically, we studied how women perceived an in-person leadership development program through a lens of authentic leadership. Our method for gathering information included individual interviews, field observation, and archival data. The interviews focused on particular episodes and stories of the participants’ leadership experiences in their professional life and learning experiences through the leadership development program. The findings from this study indicated the importance of self-awareness of leader identity and increased confidence, building their authentically balanced approach, and creating a social network through collective learning. This paper concludes with future research and practical implications for women leaders, senior human resource development professionals, and senior managers who design and develop women leadership training programs.
]]>Merits doi: 10.3390/merits2040028
Authors: Zane L. Berge
There is little to no empirical evidence that designing instruction to match individual learning styles increases learning. Similarly, the same is true when people are grouped into “generations”. If generational differences exist, the size of their effect is small and does not affect the effectiveness of training. Still, educators and trainers overwhelmingly think differentiated design based on learning styles and generational differences cause students to learn more. Why? I argue that there are other outcomes to instruction besides effectiveness. If instruction matches an individual’s preferences, content and skills can often be learned more efficiently and certainly appeal more to the learner than if it does not match their preferences. It is argued that both efficiency and appeal of instruction are important outcomes for students even when effectiveness is not significantly changed by matching the instructional approach to the learner’s preferences.
]]>Merits doi: 10.3390/merits2040027
Authors: Olga Lainidi Eirini Karakasidou Anthony Montgomery
(1) Background: The aim of the study was to investigate if the Dark Triad (DT)—which includes psychopathy, Machiavellianism and narcissism—impulsiveness and Honesty-Humility (HH), can predict individuals’ intended behavior in a one-shot Prisoner’s Dilemma Game (PDG) and whether this relationship is moderated by gender. (2) Methods: A cross-sectional correlational design was used, examining regression and moderation models. A total sample of 197 working adults from Greece (64% women, Mage = 35.13 years old) completed a one-shot, simulated PDG, the Dirty Dozen scale, the Barratt Impulsiveness Scale and the Honesty-Humility subscale from the HEXACO NEO-PI. (3) Results: Significant correlations between overall DT score, narcissism and psychopathy scores and impulsiveness and all three DT traits, as well as the overall DT score and honesty-humility, were identified. Overall DT scores were found to increase the odds of defecting, while gender significantly moderated the effects of Machiavellianism, HH and impulsiveness on the participants’ behavior in the one shot PDG, leading to different effects for men and women. (4) Conclusions: Gender moderates the relationship between certain personality traits and behavior in social situations involving interdependence and/or moral decision making, such as the PDG, leading to changes both in terms of the statistical significance and the direction of the effect. Simulated social situations could serve as situational judgment tests in an effort to develop a better understanding of the underpinning mechanisms between personality, gender and social behavior.
]]>Merits doi: 10.3390/merits2040026
Authors: Ruth D. Neill Patricia Gillen John Moriarty Jill Manthorpe John Mallett Heike Schroder Denise Currie Patricia Nicholl Jermaine Ravalier Susan McGrory Paula McFadden
This paper shared the compared results on the psychological wellbeing and work-related quality of life amongst health and social care workers during the COVID-19 pandemic in the UK. Health and social care professionals within nursing, midwifery, allied health professions, social care and social work occupations working in the United Kingdom (UK) during the pandemic were recruited. Repeated cross-sectional online surveys were conducted during two time periods of the pandemic (May–July 2020 and May−July 2021). A total of 4803 respondents completed the survey. The findings revealed that over the pandemic, psychological wellbeing (SWEWBS measure) and work-related quality of life (WRQoL scale) scores significantly decreased in all five occupations (p < 0.001) with midwives having the lowest scores on both scales at all time points. Respondents were found to significantly (p < 0.001) use of negative coping strategies such as behavioural disengagement and substance usage. Analysis of variance revealed a statistical difference between occupations and wellbeing across 2020 and 2021, while work-related quality of life was only statistically significantly different in 2021. The findings revealed that due to this decrease, there is a distinct need for more support services and flexible working conditions within health and social care services, to improve wellbeing and work-related quality of life.
]]>Merits doi: 10.3390/merits2040025
Authors: Elisabete Fialho Maria José Sousa Ana Moreira
The objectives of this study are to identify the importance of teleworking during the COVID-19 pandemic and, evaluate the future development of this working form, characterize the process, identify its benefits and challenges, and present some solutions to deal with telework. To this end, the following research questions were formulated: (1) What areas of telework had the most significant impact during the COVID-19 pandemic? (2) What is the impact of telework on productivity? (3) What are the positive and negative aspects of teleworking? (4) What solutions do leaders propose for telework to intensify in the future? The sample for this study consists of 159 participants holding managerial positions. The data analyses were completed and allowed us to study the challenges of leadership in teleworking in direct public administrations. The results indicate that productivity is maintained, although productivity has decreased in the education sector. The positive aspects found were flexibility, better time management, that communication became simpler, and greater motivation. As negative aspects, we found changes in leadership, communication, and lack of material. To minimise the negative aspects of teleworking, the leaders essentially mentioned mixed-work (face-to-face and teleworking), distribution of appropriate material, training, teleworking regulation, and productivity control.
]]>Merits doi: 10.3390/merits2040024
Authors: Xiaochuan Song
Abusive supervision has been found to negatively impact employees. Extant literature based on the Social Exchange Theory (SET) has suggested that employees who experience abusive supervision are likely to engage in workplace deviant behaviors to respond to abusive supervision. However, from the standpoint of power distance, employees do not always respond to abusive supervision in negative ways. This paper aims to investigate employees’ perceptions and reactions to abusive supervision over time as well as factors that can impact their coping strategies to abusive supervision. By conducting two studies, including (1) a lagged-designed study with path analysis and mediation and moderation tests and (2) an experiment with independent sample t-tests, I examine employees’ reactions to abusive supervision over time as well as factors that impact their reactions. Results suggest that, over time, employees are likely to reconcile with their abusive supervisors. Furthermore, employees are less likely to reconcile with their abusive supervisor after engaging in workplace deviant behaviors. Furthermore, employees’ need for harmony (NFH) and the perceived value of the relationship with the supervisor (VOR) can impact their reactions to abusive supervision. This paper moves beyond the Social Exchange Theory, the overarching theory in abusive supervision literature, expands our understanding of abusive supervision, and discusses employees’ responses to abusive supervision over time. Contributions, implications, and future research are discussed.
]]>Merits doi: 10.3390/merits2040023
Authors: Patricia A. Clary Patricia Vezina Rose
Research shows that 67% of the nonprofit sector workforce in the United States are women and worldwide, women account for the majority of employees in the nonprofit sector. Identified as service provider professionals, these women provide the care and nurture of countless people and yet often neglect themselves as they serve others out of passion or a strong work ethic. At the height of the COVID-19 pandemic, service provider professionals responded to an increased demand for programs and services with fewer resources. The increase in the demand for programs and services with a decrease in resources contributed to stress for these workers, leading to the phenomenon of burnout. To address the phenomenon of burnout, we propose that nonprofit organizations need to be systems thinking organizations and consider implications at the organization’s micro, mezzo, and macro levels. Three themes emerged from this study, self-care at the micro level, psychological safety at the mezzo level, and reviewed and revised policies and procedures that address the unique needs of women at the macro level. The article considers the nonprofit sector, burnout, and women in the nonprofit sector and its implications for organizations at the micro, mezzo, and macro levels.
]]>Merits doi: 10.3390/merits2040022
Authors: Kofi Agyekum Hayford Pittri Edward Ayebeng Botchway Judith Amudjie Victoria Maame Afriyie Kumah Jenefailus Nikoi Kotei-Martin Reindolf Animapauh Oduro
Technology has undoubtedly played a vital role in improving construction procedures and processes for many years. However, its application for health and safety monitoring and management has not been fully exploited in the Ghanaian construction industry. This study aims at exploring the current technologies essential for health and safety in the Ghanaian construction industry. Three specific objectives are set: (1) to identify the current health and safety technologies important in the Ghanaian construction industry; (2) to examine the level of utilization of the current health and safety technologies in the Ghanaian construction industry; (3) to identify the barriers to the adoption of the current health and safety technologies in the construction industry. A structured questionnaire is used to solicit the views of 123 construction professionals who double as health and safety officers in large construction firms in Ghana. The questions are developed through a critical comparative review of the related literature. The data are analyzed via descriptive and inferential statistics. The findings reveal that key among the current technologies important for health and safety in the Ghanaian construction industry are wearable safety devices, geographic information systems, sensing technologies, virtual reality, and BIM. The findings further reveal a moderate level of usage of the key technologies among construction professionals in Ghana. Key among the barriers to the adoption of these technologies for health and safety in the Ghanaian construction industry are the factors ‘excess costs related to acquiring new technologies’, ‘weak innovation culture’, ‘lack of continuous training of the workforce in adapting to the technologies’, ‘resistance to change with aging workforce’, and ‘little or no governmental support and regulations for the use of the technologies’. The findings from this study provide insight into the ever-increasing state-of-the-art technologies used in the construction industry.
]]>Merits doi: 10.3390/merits2040021
Authors: G. L. D. Wickramasinghe M. P. A. Perera
The success of the implementation of advanced manufacturing systems, such as total productive maintenance (TPM), depends on employee commitment and retention. This study investigated total productive maintenance (TPM) practices implemented by apparel production firms, and the effect of these practices on affective commitment (AC), and employee retention (ER) of operators on the production floor. The study adopted the survey research methodology. In total, 411 operators from apparel production firms responded to the study. The responses were analyzed using statistical methods. Four hundred and eleven responses were received for the survey and data were analyzed using statistical methods. The findings suggest that TPM practices significantly positively affect AC. Affective commitment mediates between TPM and ER. The success and sustainability of TPM implementations depend on the firm’s ability to retain trained operators and keep their AC high. The study has several implications for theory and practice.
]]>Merits doi: 10.3390/merits2040020
Authors: Jack C. Friedrich Ryszard J. Koziel Hannes Zacher Cort W. Rudolph
Research on job resources suggests strong links with work engagement, but less is known about its association with personal resources and possible mechanisms linking personal resources to work engagement. Based on the job demands-resources (JD-R) model and lifespan development theories, we develop and test a model of the indirect relationships between personal resources (i.e., adaptive coping in the form of selection, optimization, and compensation and personal health in the form of subjective health complaints) and work engagement through work ability. To test this model, a sample of employees (n = 520) was recruited from a panel of employed older (i.e., aged 40+) workers. Results suggest that work ability mediates the relationships between selection, optimization, and compensation and subjective health complaints and work engagement.
]]>Merits doi: 10.3390/merits2040019
Authors: Heejung Chung Hyojin Seo Holly Birkett Sarah Forbes
This paper examines whether the expansion of working from home led to a more equal division of domestic work during the pandemic. We use unique data of dual-earner heterosexual couples gathered during the first lockdown in the UK when workers were required to work from home by law. Results reveal that mothers were likely to be carrying out a larger share of domestic work both before and during the lockdown. When fathers worked from home, compared to those going into work, a more equitable division was found for cleaning and routine childcare. Furthermore, homeworking fathers were up to 3.5 times more likely to report that they increased the time they spent on childcare during the lockdown compared to before. However, we also found evidence of homeworking mothers having increased their time spent on domestic work, and doing a larger share of routine childcare, compared to mothers going into work. Overall, the study shows that when working from home is normalised through law and practice, it may better enable men to engage more in domestic work, which can in turn better support women’s labour market participation. However, without significant changes to our work cultures and gender norms, homeworking still has the potential to enable or maintain a traditional division of labour, further exacerbating gender inequality patterns both at home and in the labour market.
]]>Merits doi: 10.3390/merits2040018
Authors: Claire A. Simmers Adela J. McMurray
This study examines navigating work careers through self-concept (locus of control and work values ethic) and job satisfaction within the postindustrial work environment of the 21st century. Career construction theory conceptualizes one’s career as a process of responding to a changing environment through self-concepts to more actively construct their careers. The SARS-CoV-2 (COVID-19) pandemic further highlights the importance of individuals’ self-leading their work journeys. The study indicates that work values ethic is an important variable in further explaining the relationship between locus of control and job satisfaction in our sample. When the effect of work values ethic is removed, the association between locus of control and job satisfaction is insignificant. We expect this research to spur further efforts by individuals to improve their understanding of the intricacies among their intrapersonal traits, needs, and abilities to better navigate their work careers with application to newly defined workplaces as a result of COVID-19. Our results also inform the practice of career education and counseling.
]]>Merits doi: 10.3390/merits2040017
Authors: Phyu Phyu Zaw Yoshi Takahashi
This study aims to investigate the relationship between transformational leadership and transactional leadership, as a job resource and contextual performance as a work outcome, mediated by work engagement and moderated by trait mindful awareness as a personal resource. Some researchers highlight work engagement as a mediating mechanism between job resources and individual outcomes, while others suggest that personal resources may improve employees’ awareness of the job resources around them and, in turn, improve their performance. Notably, empirical evidence shows that the moderation of trait mindful awareness is not synergistic, but compensatory, along with the “substitutes for leadership theory.” Data were collected from employees in the United States via the online Amazon Mechanical Turk platform. A total of 282 respondents were randomly assigned to one of two vignettes—one reflecting transformational and one reflecting transactional leadership. The findings revealed that the positive relationship between transformational leadership and contextual performance is partially mediated by work engagement. Mindful awareness significantly strengthens the relationship between transformational leadership and work engagement. This study contributes to the literature by providing further empirical evidence on the inconclusive contextualization of mindful awareness as a personal resource.
]]>Merits doi: 10.3390/merits2030016
Authors: Carolin Dietz Pauline Bauermann Hannes Zacher
Digitalization and demographic change represent two megatrends that impact organizations and workplaces around the globe. Rapid developments in information and communication technology (ICT) are fundamentally changing the ways in which work is conducted. At the same time, workforces are becoming increasingly older and age diverse. Integrating the model of workplace ICT use and work design with socioemotional selectivity theory from the lifespan development literature, we investigate employee age as a moderator of the indirect and total effects of ICT use for task and social functions on self-rated task proficiency and job satisfaction. As potential mediators, we focus on three job-related resources: job autonomy, team cohesion, and task significance. Data were collected from 1761 employees at three measurement points across two months. The results showed that ICT use for task and social functions were not significantly associated with job autonomy, team cohesion, task significance, task proficiency, and job satisfaction, while controlling for baseline levels of these mediator and outcome variables. Job autonomy was negatively related to task proficiency, and team cohesion was positively related, whereas both job autonomy and team cohesion were positively related to job satisfaction. Contrary to expectations, age did not moderate the indirect and total effects of ICT use for task and social functions on task proficiency and job satisfaction. We discuss the implications of our findings for future research and practice regarding ICT use and age in the work context.
]]>Merits doi: 10.3390/merits2030015
Authors: Steven Mellor
Stemming from union intolerance as a psychological construct, defined as sustained hatred by nonunion employees when unions are perceived to encourage intolerable vices in employees and, notably, in union employees, we sought to broaden the empirical basis to claim scale validity for the union intolerance scale. In doing so, we targeted two forms of construct validity: convergent-discriminant validity and concurrent criterion-related validity. Based on survey data drawn from a sample of American nonunion employees (N = 162), we found supportive correlational evidence for both forms. In reference to convergent validity, the scores yielded by the intolerance scale showed expected convergence with the scores yielded by measures of general intolerance of stigmatized groups and union reliance. In reference to discriminant validity, the scores yielded by the intolerance scale showed expected divergence with the scores yielded by a measure of self-reported negative social emotions linked to vices. As for concurrent validity, the scores yielded by the intolerance scale were associated with the scores yielded by a measure of support for the Protecting the Right to Organize Act (the PRO Act), a proposed labor law passed by the U.S. House of Representatives, in which employees indicated whether they will or will not urge their two State Senators to cast a vote in favor of the Act when it is brought to the floor of the U.S. Senate. Included are discussion points about why the scale can be suggested as valid and how scale validity can be extended.
]]>Merits doi: 10.3390/merits2030014
Authors: Elwasila S. E. Mohamed
Human capital in general spurs economic growth. Female human capital in terms of education and health in particular is important for economic growth in countries where poverty and gender inequalities are pervasive, such as Sudan. This study aimed to investigate the role of female human capital in economic growth in Sudan, together with female labor force participation and women’s participation in the national parliament. The study applied a basic autoregressive distributed lag model ARDL and a nonlinear (NARDL) accounting for structural breaks to time-series data over the period 1975–2021. The bounds tests revealed that female human capital variables and economic growth have a long-run equilibrium relationship. The empirical results revealed that female human capital has a negative effect on gross national income per capita (GNIP). However, female labor participation was found to have a significant positive effect on economic growth in both models. Prevalence of HIV/AIDS among women of age 14–25 has a significant negative effect on economic growth, which is likely also reflecting the negative effect of female human capital. Results also showed that women’s participation in the parliament has positive and significant effect on economic growth in the short run only. The study argues for enhancing female human capital via female enrollment in education and through the promotion of women’s health, including combatting HIV/AIDS. Effective female labor participation can be enhanced through reductions in women’s vulnerability in employment and increasing their work in waged formal sectors. Women’s political empowerment could foster long-term growth, but its quality aspects must be ascertained.
]]>Merits doi: 10.3390/merits2030013
Authors: Rachael N. Pettigrew
Introduced in 1990, Canadian parental-leave policy has seen several iterations. The most recent policy change, introduced in December 2017, extended parental leave from 35 to 61 weeks, resulting in longer work interruptions. Forty-six structured interviews were conducted to explore Canadian employers’ perception of how use of the new extended leave may impact employees’ careers. Though some employers offered explicit support for employees, a large proportion of employers felt that use of the longer leave would negatively impact employees’ careers. The presence of unions appeared to insulate employees from a career impact. A thematic analysis revealed that the career impact perceived by employers resulted from concern for employees’ missed opportunities (e.g., training, promotions), length of absence, specific employment situations (e.g., role, level in the organization, career ambitions, and tenure with the organization), and gendered views of employee leave use. Given that the vast majority of Canadian parental-leave users continue to be women, this research highlights the presence of considerable workplace stigma for work interruptions and that longer parental leave may only serve to exacerbate that stigma, especially for women. Recommendations and implications for parental-leave policy, workers, and employers are discussed.
]]>Merits doi: 10.3390/merits2030012
Authors: Randal Joy Thompson
COVID-19 plunged the globe into a multi-year pandemic that still continues to this day, meting out devastating repercussions on the international economy and the wellbeing of people everywhere [...]
]]>Merits doi: 10.3390/merits2030011
Authors: Frédéric Cornu
Following the COVID-19 pandemic, public organizations are tempted to introduce to practices that allow employees to work independently of time and space. However, little is known about the impact of such practices on employees’ outcomes. The purpose of this study is to investigate the relationship between New Ways of Working (NWW) and in-role performance, while also considering the role that outcome-oriented culture plays in this relationship. Hierarchical regression models are used to analyze a sample of 1204 public employees at the cantonal level in Switzerland. Our findings support the hypothesized positive relationships between two NWW practices (flexibility in time and location and access to organizational knowledge). However, the moderating role of an outcome-oriented culture is only partially supported. Our study emphasizes the significance of having an organizational culture that is aligned with practices such as NWW to improve job performance.
]]>Merits doi: 10.3390/merits2030010
Authors: Amal Benkarim Daniel Imbeau
Many companies try to follow Toyota’s production model to achieve better performance. In their attempts, however, they primarily focus on Lean Production tools, often overlooking the role of employees and HRM practices. In this work, we aim to investigate the implementation of Toyota’s HRM practices in the aerospace sector. For this purpose, we used a qualitative methodology, whereby data were collected through semi-structured interviews with thirty office and production employees from a Canadian aerospace company. Our results show that the company under study adopted several of Toyota’s HRM practices, including training, communication, respect, supervisor/manager support, fairness, and occupational health and safety. These findings underscore the importance of Toyota’s HRM practices in the aerospace sector. Notably, however, not all of Toyota’s HRM practices were adopted, and among those adopted, we found considerable differences in implementation. Overall, our findings provide novel insights into the implementation of HRM practices in the aerospace sector and highlight the flexibility in their implementation to adapt to the context of the target company.
]]>Merits doi: 10.3390/merits2030009
Authors: King Carl Tornam Duho
This study aims to examine the impact of intellectual capital and intangible value on the performance of listed non-financial firms in West Africa. The study used the Value Added Intellectual Coefficient (VAIC™) to measure intellectual capital performance (with components as ICE—Intellectual Capital Efficiency an additive measure of the next two metrics, HCE—Human Capital Efficiency, SCE—Structural Capital Efficiency and CEE—Capital Employed Efficiency), financial ratios to measure intangible value and return on assets to measure performance while controlling for firm-level and macroeconomic variables. Using the panel-corrected standard error regression on 59 firms operating from 2007 to 2018, the study found that VAIC, ICE, HCE and SCE measures of intellectual capital are the pièce de résistance that drive the performance of firms. It is found that the relationship is curvilinear taking the shape of an inverted U. CEE does not drive the performance of firms, and asset tangibility inhibits performance but the investment in intangible fixed assets has a positive insignificant effect on performance. Firm size has a positive impact while financial leverage has a negative impact on performance. Human development does not drive performance but foreign direct investment and economic development do. There are country-specific insights where in Ghana intellectual capital and intangible value have a very strong positive effect on performance, followed by a relatively high impact in Cote D’Ivoire while there is a weak effect in the Nigerian context. The study also explores the effect of other variables such as firm size, financial leverage, human development, foreign direct investment and economic development. The findings are useful for policy, accounting, finance, economic and human resource practitioners as well as, for the academic community.
]]>Merits doi: 10.3390/merits2020008
Authors: Marcel Rolf Pfeifer
This study investigates the changes in team composition in four academic high-tech start-ups and spin-offs. These companies were initiated on academic grounds and had to undergo transition in order to act as private companies. For human resources of all kinds this goes along with a change in the requirements of their skills and their work. This pilot study focused on four high-tech start-ups from Germany and Slovakia that are active and still in transition in the year 2021. Data was obtained with qualitative research methods from managers that were in charge during the transition of the company. During expert interviews, the researchers used semi-structured questionnaires in order to gather data from the managers on particular aspects of spin-off team member skills and requirements. The qualitative results obtained from the managers were compared, showing that with fundamental changes in the business objectives of the company the required management skills and team composition changes from an academic skills portfolio towards a private-sector portfolio. Likewise, a change in the human resource hiring strategy of the spin-offs was found in that stage. However, research also showed that spin-offs seem to undergo two transition phases during their way from an academic research group towards a company based on free market principles.
]]>Merits doi: 10.3390/merits2020007
Authors: Nuno António Hugo Pinto
The development of skills for entrepreneurship among young people has attracted interest at various levels, as a way of overcoming many problems that affect this group in the areas of economic development and job creation. This article assumes that participating in a youth association enables young people to develop a series of skills, in particular, their entrepreneurial capacities. This study pays attention to the contributions of the participation in youth associations for the promotion of entrepreneurship. The investigation based on a qualitative approach, through comparative case studies in Portugal. It was possible to verify that youth associations assume a dual role, on the one hand contributing to the personal, social and professional development of its leaders, members and participants, and on the other hand, as a promoter of social transformation, particularly at the local level.
]]>Merits doi: 10.3390/merits2010006
Authors: Enrico Marelli Marcello Signorelli
The position of young people in the labor market is disappointing in most countries worldwide, as shown by the generally scanty labor market indices: high rates of unemployment and NEET (not in education, employment or training), and low activity and employment rates [...]
]]>Merits doi: 10.3390/merits2010005
Authors: Megan Rose Elliroma Gardiner Jonas Debrulle
The research for this study examined the extent to which organisational factors, represented by perceived organisational support and workplace incivility, and individual factors, represented by core self-evaluation (CSE), predicted intrapreneurship. The key hypothesis was that CSE would be associated with intrapreneurship and that incivility and perceived organisational support would serially mediate this relationship. Participants were 410 working adults who volunteered to complete a series of questionnaires measuring CSE, incivility, perceived organisational support, and intrapreneurship. Analysis showed a serial mediation effect between CSE and intrapreneurship through incivility and perceived organisational support. By integrating both individual and organisational antecedents of intrapreneurship from the perspective of CSE, the research illustrates the significant role CSE plays in determining to what extent intrapreneurial behaviours will be exhibited. Findings from this study provide insights for both organisations and researchers in determining the fundamental relationships between individual and organisational factors in predicting intrapreneurial behaviours.
]]>Merits doi: 10.3390/merits2010004
Authors: Martina Morando Leonardo Brullo
Currently, the number of migrant workers is significantly high and represents a global issue. The impact of the negative aspects of employment and psychosocial risk factors in the workplace on migrants’ health and well-being has been underestimated. This study focused first on a perceptions analysis of the diversity climate, safety climate and experiences of discrimination of migrant workers, and then on testing whether and how the contents and meanings of ad hoc training were transferable and transferred to their workplace. Through a program of 4 phases (pre-screening, intervention, assessment and follow-up) and a series of interviews and focus groups, 24 participants were recruited for the study. Consistent with literature, the findings confirmed a poor perception of diversity and safety climate, and several discrimination experiences. The training outcomes showed an improvement of the individual perception of safety, motivation and self-efficacy. In contrast, the work context is still perceived as closed and constraining, which makes complete transferability hard to achieve. Results are quite encouraging and bear out the need for training and the first positive effects on working conditions and quality of life. This study is one of the first attempts in Italy to integrate the analysis of migrants’ labor situation, training and its evaluation. Future studies are required.
]]>Merits doi: 10.3390/merits2010003
Authors: Martina Morando Silvia Platania
Even though the constructs of climate and organisational culture were developed and described for the first time decades ago [...]
]]>Merits doi: 10.3390/merits2010002
Authors: Wendy M. Purcell
People are the focus of Merits, an international, peer-reviewed open access journal [...]
]]>Merits doi: 10.3390/merits2010001
Authors: Felix Kipkosgei
This study investigated the effect of perceived entrepreneurial stress on entrepreneurial resilience with the well-being of an individual entrepreneur in mediating role and perceived online social support moderating this relationship. Using survey data collected from 204 entrepreneurs in two major towns in Kenya, considered entrepreneurial hubs were analyzed. To uncover this relationship, confirmatory factor analysis was conducted to test the discriminant validity of the measurement model. Hierarchical multiple regression was used to test four hypotheses in seven models to estimate direct, indirect and interaction effects. The results showed that perceived entrepreneurial stress and the well-being of individual entrepreneurs are significantly negatively related; this study also found out that the well-being of individual entrepreneurs and entrepreneurial resilience are positively related. For moderation effect, perceived online social support positively moderated the relationship between the well-being of individual entrepreneurs and entrepreneurial resilience. Finally, to test the indirect effect, bootstrapping analysis was used to identify mediation effects. The bootstrapping indirect test results revealed that the well-being of individual entrepreneurs mediates the relationship between perceived entrepreneurial stress and entrepreneurial resilience. This study outlines online communities as an avenue where entrepreneurs can access online social support that can facilitate entrepreneurial resilience during crises and to foster resilience among entrepreneurs despite adversity, entrepreneurs need to consider making a culture of seeking and providing social support online to fellow entrepreneurs and online communities.
]]>Merits doi: 10.3390/merits1010008
Authors: Tiago Gonçalves Carla Curado
Quality of care is a complex performance measure of healthcare performance that considers the influence of several contributors. This study enlarges our understanding of how such influences occur. We analyze individual and organizational level characteristics that have a complex relationship with quality of care. We examine specific patterns that lead to both the presence and absence of quality of care using a fuzzy-set qualitative comparative analysis. Our data comes from an online survey of healthcare professionals from a Portuguese university hospital, namely nursing and medical professionals. Our results reveal that combinations of individual-level characteristics, such as the quality of social support among professional peers and the perceived robustness of social networks, contribute to perceptions of quality of care. In addition, the results indicate that combinations of organizational-level characteristics, such as the presence of ethical leadership and the awareness of knowledge management systems, also lead to perceptions of quality of care. The solutions leading to the presence and absence of quality of care are discussed. We conclude that managerial practices in the university hospital should foster informal communication and peer support, given how pervasive their influence is on quality of care, even in circumstances where ethical leadership and awareness of knowledge management systems are absent from the configurations. Additionally, we reveal combinations of both individual-level and organizational-level characteristics that generate the absence of such quality of care, and thus we alert managers for the need to fight such situations.
]]>Merits doi: 10.3390/merits1010007
Authors: Dominik Emanuel Froehlich
The COVID-19 pandemic was a career shock for many, including early and mid-career researchers. Due to the (digital) transformation it has caused in the social domain, it may have lastingly changed the rules for career development. In this conceptual paper, we investigate how the changed social environment created gaps in our understanding of academic career development and the role social capital plays in it. Our narrative review of the literature arrives at three major gaps: two are related to the nature, antecedents, and outcomes of (career-related) social capital, and one is related to the methodological backdrop of how knowledge is being generated in this domain. Based on the identified gaps, we specify avenues for further (and much needed) research.
]]>Merits doi: 10.3390/merits1010006
Authors: Maranda Ridgway
This article develops our understanding of how host country contextual features affect the career coordination strategies of dual-career couples (DCCs) from the perspective of expatriate women. The lived experiences of nine women expatriates in the Gulf Cooperation Council (GCC) were explored through in-depth interviews. The findings challenge our understanding of the coordinated career strategies of DCCs by suggesting that sociocultural features of the host country context can hamper egalitarian career strategies such that they become hierarchical and subsequently negatively impact women expatriates’ career capital. Not only are women’s careers hampered while in the GCC, but the contextual setting has a long-term adverse effect on women’s career capital. The main results from this study suggest that sociocultural features of the host country setting, such as the inability to access professional networks due to gendered segregation, prevent women’s careers from being prioritised and force a ‘tipping point’, creating a lag in women’s careers and negatively impacting their career capital.
]]>Merits doi: 10.3390/merits1010005
Authors: Meir Russ
The new Post Accelerating Data and Knowledge Online Society, or ‘Padkos’, requires a new model of decision-making. This introductory paper proposes a model where decision making and learning are a single symbiotic process, incorporating man and machine, as well as the AADD (ánthrōpos, apparatus, decider, doctrina) amalgamated diamond model of individual and organizational decision-making and learning processes. The learning is incorporated by using a newly proposed quadruple loop learning model. This model allows for controlled changes of identity, the process of creating and the sense-making of new mental models, assumptions, and reflections. The model also incorporates the recently proposed model of quantum decision making, where time collapse of the opted past and the anticipated future (explicitly including its time horizon) into the present plays a key role in the process, leveraging decision making and learning by human as well as artificial intelligence (AI) and machine learning (ML) algorithms.
]]>Merits doi: 10.3390/merits1010004
Authors: Alan Clardy
According to the long-standing axiom of management, one cannot manage what cannot be measured. Two questions emerge that are applicable to the Human Resource (HR) function. What does it manage? What should it measure? Prior answers recommend that HR should manage its functional activities, the organization’s human capital, or certain strategically important factors in a balanced scorecare, none of which are fully satisfactory. This paper argues that the HR function should manage the organization’s workforce. To do that, one must measure aspects of that workforce. This paper provides a generic framework of measures for that purpose. The foundation measures focus on the structure of jobs in the organization, the demographic characteristics of the workforce, their attitudes, the flow of personnel, and certain moderating variables. Measures for special segments of the workforce, such as sales and service personnel and leaders, are also noted.
]]>Merits doi: 10.3390/merits1010003
Authors: Ingi Runar Edvardsson Guðmundur Kristján Óskarsson
The outsourcing of human resources has increased in recent years. As in other fields of management research, limited knowledge is available on outsourcing in small- and medium-sized enterprises (SMEs). The aim of this paper is to present a study on the outsourcing of human resources in Icelandic service SMEs in the period 2009–2018. Surveys were used to gather information on outsourcing, with the participation of 802 firms. The results show that three out of four firms have outsourced some activities, while only 21% have formulated a formal strategy for outsourcing. The main motives for outsourcing are accessing expertise and simplifying operations. Cost reduction comes in third place. SMEs tend to outsource human resources on a very limited scale, while 50% of firms outsource information technology and 39% outsource security services. Larger firms outsource human resources on a larger scale than smaller firms. Managers in companies that outsource human resources are more satisfied with many aspects of outsourcing compared to those managers who do not outsource those resources. Firms that outsource human resources also realise more actual cost reduction. Outsourcing in SMEs has little impact on employment, as 3% of firms lay off staff and 6% transfer staff to vendors. Larger firms and firms that outsource human resources are more likely to change their staff’s employment status after outsourcing.
]]>Merits doi: 10.3390/merits1010002
Authors: Wendy M. Purcell
People at work is the focus of Merits, an international, peer-reviewed open access journal [...]
]]>Merits doi: 10.3390/merits1010001
Authors: Shu-Kun Lin
By way of introducing our new journal, Merits, allow me first to explain what the word “merits” means to me [...]
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