This study examines the impact of core self-evaluations (CSE) and organisational trust on work en... more This study examines the impact of core self-evaluations (CSE) and organisational trust on work engagement through the intervening steps of employee pro-social voice and defensive silence during periods of financial and economic crisis. The research analysis is based on a sample of 1178 Greek employees working in 139 public and private organisations, which operate in the present context of the economic crisis. Data was obtained from multiple actors (senior managers, middle managers and employees). Using a comprehensive framework, the findings of the structural equation modelling suggest that the impact of personality on work engagement through employee pro-social voice and defensive silence is approximately equal to that of organisational trust, whilst the overall impact of organisational trust on work engagement is much stronger compared to that of personality. Furthermore, the study traces the dimensions of employee pro-social voice and defensive silence that have the most impact o...
Although many studies, such as Ball (2001), Chapman and Webster (2003), and West and Berman (2001... more Although many studies, such as Ball (2001), Chapman and Webster (2003), and West and Berman (2001) have shown how e-recruiting and e-selection, e-reward and e-relations, and e-training and e-development can be used at an human resource management (HRM) resourcing, administrative, or learning-level, respectively, the formulation of e-HRM strategies relating HRM policies with business performance have been largely neglected (Lengnick-Hall & Moritz, 2003). The major contributing factor to this negligence may be the difficulty in developing a framework that distinguishes between context, configuration, and consequences of e-HRM, due to the fact that e-HRM is functioning at different but complex and interrelated levels (Strohmeier, 2007). In this article, the inclusion of e-resourcing, and more specifically e-recruiting and e-selection, in an HRM-performance linkage model is presented. Considering that the initial intention of the development of HRM-performance linkage models was not to ...
The International Journal of Human Resource Management, 2020
Abstract This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) ne... more Abstract This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) negotiation on organizational citizen behavior (OCB), through three serially connected relationships: (1) between the timing of negotiation and career i-deals (idiosyncratic deals), moderated by feelings of self-worth; (2) between career i-deals and OCB, mediated by psychological contract fulfillment, and employee organizational commitment; and (3) between employer and employee psychological contract fulfillment, mediated by employee organizational commitment. To do so, it utilizes the social exchange theory, and a sample of 1768 employees working within 162 private organizations in the current context of high economic and financial uncertainties in Greece. Using a comprehensive framework tested by structural equation multilevel modeling, the study conclusions imply that in the less-competitive labor market of Greece, (a) core self-evaluation (CSE), which reflect individual differences, do not moderate the relationship between timing of negotiation and career i-deals, but independently predicts career i-deals; (b) career i-deals influence psychological contract expressed in promises fulfillment (PF); employee organizational commitment constitutes the binding epicenter of the relationships between employer and employees PF and between career i-deals and OCB. Based on these findings, the study has several theoretical and practical implications for high uncertainty contexts.
Purpose – The purpose of this paper is to test reverse causality between human resource managemen... more Purpose – The purpose of this paper is to test reverse causality between human resource management (HRM) policies and organizational performance, through the intervening steps of employee attitudes (satisfaction, commitment, motivation) and employee behaviors (absences, turnover, disputes), which are still relatively untested in small firms and in a non-US/UK context such as Greece. Design/methodology/approach – Structural equation modeling was used
... Research papers Number 3, May-June 2008 81 Anastasia A. Katou ... This result may support sim... more ... Research papers Number 3, May-June 2008 81 Anastasia A. Katou ... This result may support similar findings of Damanpour (1991) for communication, and Damanpour (1991), Hurley & Hult (1998), and Mark & Akhtar (2003) for participation and involvement. ...
... Abdul Basit Al-Hamadi, Sultan Qaboos University, Muscat, Sultanate of Oman. Abstract. ... Thu... more ... Abdul Basit Al-Hamadi, Sultan Qaboos University, Muscat, Sultanate of Oman. Abstract. ... Thus, businesses may be seen as conversion machines that take inputs from the external environment and shape them into products in the internal environment. ...
This study examines the impact of core self-evaluations (CSE) and organisational trust on work en... more This study examines the impact of core self-evaluations (CSE) and organisational trust on work engagement through the intervening steps of employee pro-social voice and defensive silence during periods of financial and economic crisis. The research analysis is based on a sample of 1178 Greek employees working in 139 public and private organisations, which operate in the present context of the economic crisis. Data was obtained from multiple actors (senior managers, middle managers and employees). Using a comprehensive framework, the findings of the structural equation modelling suggest that the impact of personality on work engagement through employee pro-social voice and defensive silence is approximately equal to that of organisational trust, whilst the overall impact of organisational trust on work engagement is much stronger compared to that of personality. Furthermore, the study traces the dimensions of employee pro-social voice and defensive silence that have the most impact o...
Although many studies, such as Ball (2001), Chapman and Webster (2003), and West and Berman (2001... more Although many studies, such as Ball (2001), Chapman and Webster (2003), and West and Berman (2001) have shown how e-recruiting and e-selection, e-reward and e-relations, and e-training and e-development can be used at an human resource management (HRM) resourcing, administrative, or learning-level, respectively, the formulation of e-HRM strategies relating HRM policies with business performance have been largely neglected (Lengnick-Hall & Moritz, 2003). The major contributing factor to this negligence may be the difficulty in developing a framework that distinguishes between context, configuration, and consequences of e-HRM, due to the fact that e-HRM is functioning at different but complex and interrelated levels (Strohmeier, 2007). In this article, the inclusion of e-resourcing, and more specifically e-recruiting and e-selection, in an HRM-performance linkage model is presented. Considering that the initial intention of the development of HRM-performance linkage models was not to ...
The International Journal of Human Resource Management, 2020
Abstract This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) ne... more Abstract This study investigates the impact of pre-hiring (ex-ante) and after-hiring (ex-post) negotiation on organizational citizen behavior (OCB), through three serially connected relationships: (1) between the timing of negotiation and career i-deals (idiosyncratic deals), moderated by feelings of self-worth; (2) between career i-deals and OCB, mediated by psychological contract fulfillment, and employee organizational commitment; and (3) between employer and employee psychological contract fulfillment, mediated by employee organizational commitment. To do so, it utilizes the social exchange theory, and a sample of 1768 employees working within 162 private organizations in the current context of high economic and financial uncertainties in Greece. Using a comprehensive framework tested by structural equation multilevel modeling, the study conclusions imply that in the less-competitive labor market of Greece, (a) core self-evaluation (CSE), which reflect individual differences, do not moderate the relationship between timing of negotiation and career i-deals, but independently predicts career i-deals; (b) career i-deals influence psychological contract expressed in promises fulfillment (PF); employee organizational commitment constitutes the binding epicenter of the relationships between employer and employees PF and between career i-deals and OCB. Based on these findings, the study has several theoretical and practical implications for high uncertainty contexts.
Purpose – The purpose of this paper is to test reverse causality between human resource managemen... more Purpose – The purpose of this paper is to test reverse causality between human resource management (HRM) policies and organizational performance, through the intervening steps of employee attitudes (satisfaction, commitment, motivation) and employee behaviors (absences, turnover, disputes), which are still relatively untested in small firms and in a non-US/UK context such as Greece. Design/methodology/approach – Structural equation modeling was used
... Research papers Number 3, May-June 2008 81 Anastasia A. Katou ... This result may support sim... more ... Research papers Number 3, May-June 2008 81 Anastasia A. Katou ... This result may support similar findings of Damanpour (1991) for communication, and Damanpour (1991), Hurley & Hult (1998), and Mark & Akhtar (2003) for participation and involvement. ...
... Abdul Basit Al-Hamadi, Sultan Qaboos University, Muscat, Sultanate of Oman. Abstract. ... Thu... more ... Abdul Basit Al-Hamadi, Sultan Qaboos University, Muscat, Sultanate of Oman. Abstract. ... Thus, businesses may be seen as conversion machines that take inputs from the external environment and shape them into products in the internal environment. ...
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